Question

求一篇管理方面的英语短文，考试题目，做PRESENTATION!

口语考试题目，关于管理方面的一个presentation,时间大概是10分钟，大概能说个6分钟7分钟的样子，我是学人力资源管理的。不是对话，是一个PRESENTATION的短文，我在这里谢谢大家了！
英语不好没办法！不是场景对话，是presentation！
也可以再加分！
把中文的加上吧，有点短。能再长一点嘛？另外求中英文版本，不想一个一个查词，本人英语实在太烂了。
谢谢

Answer 1

HR在微软的使命：

创建一个持续性的，有竞争力的环境，帮助微软最大化地发掘其组织的能力和潜力

吸引，保留和发展我们的人才

创建一个环境使得我们的人才愿意在其中工作并能充分发挥她的才能

微软的组织和人才管理模式

第一层：组织和人才管理

第二层：

1、快速搞笑高质第为微软找到人才

2、充分调研以保证微软的薪酬福利处于期望的市场地位

3、有效的政策和流程为我们的经理和员工提供清晰的指示和帮助

4、全面的培训和发展课程和多种途径使得我们的人才能够不断成长

5、深入研究组织行为，建立职业模式，制定领导力项目，关注微软的未来人才梯队，塑造并提供支持

底层：有效的讲业务需求，员工需求和人力资源专长和战略相结合

持续关注，管理绩效，人力资源成为战略伙伴

加深组织个层面对人力资源的了解，员工和经理的人力资源"窗口"，确保快速回应

清晰有效的人力资源支持模式，保证项目的有效实施

人力资源组织架构

一、组织和人才管理

部门：招聘，薪酬福利部门，政策及日常运营支持，培训发展；

Q&A：

微软是否有自己的党支部和团支部

微软第一轮筛选，看简历的时间

没有certain的时间，标准是对受聘者对微软的理解，简历清晰简练，

人才的流失：

1、绩效管理；

2、员工的兴趣和公司的大方向结合在一起，并有指标考核；

3、如果员工觉得微软不适合自己，会帮助员工去考虑外部的机会

奖惩制度：

1、离开不一定是坏事情

关于文化创造的细节

1、鼓励员工说出自己的想法，

2、员工和领导之间没有等级制度

释放员工的工作压力

1、福利体系

2、工作时间很灵活，soho类方式

3、员工的辅导课程，帮助其缓解压力

如何挖掘对方的潜力：

1、耐心；

一般来说，面试官问了你很多personal info的时候，基本上就可以肯定你被reject掉了

2、tel interview和 face 2 face的区别

tel：问一些general的问题，节约成本

微软的招聘 interview Skills Maggie Yang HR recruiter

1.手上一杯水有助于你的放松

2.简历要清晰

3.早一些到；可以先休息一下

4.并不在意你穿着什么，只在乎你脑子里面想的是什么

5. 经历很重要

SKILL：

一、before interview

1、面试前着装干净整齐，外观是给人的第一个印象，第一个印象的好坏，对于你的面试有一定的影响，大部分人大都会有先入为主的想法，也同时表现了你对面试是否认真对待，最好根据你应征来穿着合适的衣服；

2、准时到达：这也是给对方的第一印象，最好确认面试时间安排，早到五至十分钟在对方的接待处等候，并联系接待员表示您液晶到达，单你进入公司时，面试已经开始，在待人接物上要有礼貌

3、表现的轻松（心理）

4、面试前收集相关资料

二、during interview

1、发音清晰，表达清楚，无论当时所用的是中文或英文，都需要发音清晰，须根据但是的环境来调较声量，咬字要清楚，不要含糊不清，尤其是说英语，如果对方用英语发问，则以英语回答，若对方专用中文，也用中文回答，不需要坚持用英语，以表示你英语刘畅

2.目光交流，正视对方

有许多应试者由于面试时心里紧张而不敢正视对方，尤其是对话时你能与面试官目光交流，正视对方，表示你具有信心和有礼貌

3、举止得体，不要做得倾在一边，或者是腰后悬空，只需好像平时端坐椅子即可，这样会使人感觉到你态度轻松，大方和自然

4、尽量对答自然，根据你之前对该职位得了解，可以根据次发觉处对方可能提出得各类问题，不要回避问题，转弯抹角，你可以对提出得问题发表其他意见，但最好记着要回到问题得本身，回答问题，最好给处具体事例

5、准备问题，面试其实不一定是对方单方面给你提出问题，你也需要准备一些相关得问题来了解该公司以及该职位得具体内容，例如你得工作范畴，性质以及条件等，既能现实你得诚意以及兴趣，也表示你是一个主动得人，不以在第一次面试中提出得问题，比如班车，午餐，等等

6、薪金问题，一般会有对方提出薪金问题，对方通常会与面试得最后阶段方提出，给出合理得范围就可以了 ；

7、结束面试：有礼貌的询问对方面试流程以及何时知道面试结果，并感谢对方给予面试机会

英文的
HR at Microsoft's mission:

Create a continuous, competitive environment to help maximize the company to explore the potential of their organization's capabilities and

To attract, retain and develop our talents

Allows us to create an environment in which people are willing to work and be able to give full play to her talents,

Microsoft's organizational and talent management model

First layer: the organization and talent management

Second layer:

1, fast high-quality funny the first to find talent for the Microsoft

2 full investigation to ensure that salaries and benefits of Microsoft's market position in the expectation

3, effective policies and processes for our managers and staff to provide clear instructions and help

4, comprehensive training and development programs and a variety of ways to make our people can continue to grow

5, in-depth study of organizational behavior, the establishment of vocational model to develop leadership projects, concerned about the future of Microsoft echelon personnel, create and provide support to

Bottom: effective speaking business needs, employee needs and human resources expertise and combined with a strategy

Sustained attention, management performance, human resources has become a strategic partner

Organizational levels to deepen understanding of human resources, staff and managers of human resources "window" to ensure quick response to

Clear and effective human resources support model to ensure the effective implementation of the project

Human Resources organizational structure

A, organization and talent management

Department: recruitment, remuneration and benefits departments, policies and daily operations support, training and development;

Q & A:

Does Microsoft have their own branch and the Youth League Branch

Microsoft's first round of screening, the time to see resume

There is no certain time, the standard is the understanding of recruits for Microsoft, resume clear and concise,

The brain drain:

1, performance management;

2, staff interest and combine the company's direction and are indicators of assessment;

3, if the employees feel that Microsoft is not suitable for them, will help staff the opportunity to consider the external

Rewards and penalties:

1, leaving is not necessarily a bad thing

With regard to the details of cultural creation

1, encourage employees to speak their own thoughts,

2, staff and leadership there is no hierarchy between the

The release of pressure on the work of staff

1, the welfare system

2, working hours are flexible, soho class methods

3, staff counseling sessions to help them relieve stress

How to tap each other's potential:

1, patient;

In general, the interviewer asked, when you have a lot of personal info, basically you can be sure that you reject out of

2, tel interview, and face 2 face the difference between

tel: ask some general issues, cost savings

Microsoft's recruitment interview Skills Maggie Yang HR recruiter

1. The hands of a glass of water will help you to relax

2. Resume should be clear and

3. Earlier to; can first take a break

4. And do not care what you wear, you only care about what they want inside the brain

5. Experience is very important

SKILL:

1, before interview

An interview before the dress clean and neat appearance is giving the first impression, the first impression is good or bad, for your interview to a certain extent, most people have preconceived ideas of a metropolis, but will also show you whether the interview seriously, it is best to wear suitable candidates according to your clothes;

2, on time: This is the first impression to each other, it is best to confirm the interview schedule, morning till five to ten minutes waiting for the other side of the reception area, and contact the receptionist that you reach the liquid crystal, single-you to the company, interview has already begun, in the attitude to be courteous on the

3, showing the ease (mental)

4, before the interview to collect relevant information

2, during interview

1, articulate and express clear, regardless of the time used in Chinese or English, require a clear articulation should be according to the environment, but adjust volume, pronunciation to make it clear, not ambiguous, particularly in English-speaking, if the other side in English ask questions, places to answer in English, if the other party dedicated Chinese, also used Chinese to answer, do not need to persist in using English to express your English Liu Chang

2. Eye contact, face each other

There are many candidate interviews because of the tense mind do not dare to face up to each other, especially the dialogue you have eye contact with the interviewer, face up to each other, that you have confidence and courteous

3, decent manners, do not go dumping on one side, or the waist has been vacant, just like a chair you can usually sit, so that will make people feel that you have the attitude of relaxed, generous and natural

4, as far as possible the natural exchanges along these lines, according to the post before you have to understand, you can find at the other side under the sub-types of questions might be raised was not evading the question, beat around the bush, you can get to the issues raised other comments, it is best to remember to be Back to the question was itself, to answer questions, the best concrete examples to the Department

5, to prepare questions and interview each other may not actually be unilaterally to you to ask questions, you may need to prepare a number of related questions to learn about the company and the specific content of the post was, for example, you have to work areas, nature and conditions of service, both You have the sincerity and the real interest, also said that you are a very active person, not to in the first interview were questions raised, such as bus, lunch, and so on

6, wages, salaries in general would be the other issues raised, the person will usually side with the final stage of the interview was made, given the scope of reasonable may be sufficient;

7, the end of the interview: politely ask the other side of the interview process and when to know the interview results, and thanked the other party the opportunity to give an interview

Answer 2

你好~
翻译如下~

Management Papers covered a wide range of areas, including business administration, business management, administration, human resources management, information management, financial management and other aspects. Management Papers practical, mainly relying on the guidance of management theory, the use of global strategic thinking, to draw on the advanced management experience, from corporate strategy planning and operation of capital to assets, from the management and allocation of human resources to the enterprise management models, etc., including the integration of all resources and effective utilization of resources, making the effectiveness of the full. Management papers will be based on actual cases, according to the relevant theoretical model, that the study conclusions,
And to make reasonable suggestions and solutions, both from a microscopic point of view to help companies healthy development, and from a macro point of view contributed to the overall socio-economic normal operation of the state and society, managers and corporate decision makers and the academic community also has important reference value. More importantly, a good management paper also makes the author's management philosophy and groundbreaking ideas and views, academic achievements can be disseminated for use in industry, readers reference, reference, help to improve the author of the industry and the the academic reputation and influence.

Answer 3

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