人力资源管理英文（共7篇）
HUMANRESOUCESRECRUITMENT...TRAINING...ORGANIZATIONALDEVELOPMENT...COUELING Twelveyearsofdomesticandinternationalexperienceinexecutiverecruitmentstafftraininganddevelopment,budgetadministration,andemployeeaistanceprograms.Strongrecordofaccomplishmentsworkingwithseniormanagerstorecruithighlyqualifiedworkteamsandpersoel.Particularlysuccefuldi
rectingoutreach,persoel,andmarketingprogramsforhumanresources.Graduatedegreeiychologyandtrainingasasenior-levelychologistintheoccupationalfieldCAREERHISTORY&amACCOMPLISHMENTSEXECUTIVERECRUITER/DRAKEINTERNATIONAL.1990-PresentPRODUCTIVITYMANAGEMENTCOULTANTSydney，AustraliaandSeattle,WAWithmorethan800employees,DrakeInternationalprovidesexecutiverecruitment,staffing,sales,training,managementcoulting,andemployeeaementservicesiinecountries.ReoibleforexecutiverecruitmentandmarketinginthegreaterSeattlearea.*Namedoneoftopfiveexecutiverecruitersforthecompanyoutof70totalrecruitersworldwide.Billedover$190,000duringa12-monthperiod.*Administeredexteiveychologicaltestingandscreeningtoproectiveemployeestoeureagoodmatchbetweenalicantsandtheemployer.*SelectedbyseniormanagementtomarketandprovidetechnicaltrainingonabrandnewychologicalaementproductcalledTriage.LedmarketingefforttointroducetheproducttomajorcompaniesinthePacificNorthwestmarket.REHABILITATIONCOULTNT/ANDERS0NREHABILITATIONGROUP.1989~1990YCHOLOGISTMelbourne,Australia Andersorovidesworkrehabilitation,stremanagement,andotherhumanresourcesandychologicalservicestoindividualswhohavesufferedsomeworkinjury.Reoibleforychologicaltesting,couelingandtherapy,medicalandlegalreportwriting,businelaing,andliaisonwithcorporateemployers.*Succefullynegotiatedasignificantnumberofreturntoworkcontractswithcorporateemployers.*Namedactingmanagerforsixmonths.Duringthatperioddirectedday-to-daybusinefunctiowithnoproblemsorinterruptioiusineactivity.*Establishedanetworkofclientsanddevelopedstrongbusinerelatioforrepeatreferralbusine.Previousexperience(1986-1988)asClientServiceupervisorwithCommunityServicesVictoria,astategovernmentdepartment.Conductedtrainingprogramsandprovidedinformationonlegislationandpolicydevelopment.StartedcareerasYouthProjectsCoordinator(1983
-1985).EDUCATIONM.A.(equivalent)andB.A.iychologyMonashUniversity,Australia.CompletedUniversityofWashingtoExecutiveManagementProgram,1995
With continually developing in variation and complex service marketing, people is the main role of marketing mix in 7Ps in service marketing that expressions like“the provider is the service”and“Employees frequently are the service”. (Zeithaml et al.2006) It exist the gap that between service standards and service delivery, which may infl uence the quality of service on the whole Service quality, which can be defi ned in many different ways, but a commonly accepted defi nition is“that it represents the discrepancy between customers’expectations and their perceptions of the service performance” (Jackie, 2004) , as perceived by a user depends on the size and direction of the gap between expected service and perceived service, which, in turn, depends on the nature of the gap on the service provider’s side, associated with the design, marketing, and delivery of the services. (Zenithal and Berry, 1985)
The purpose of lessening the gap which is the“discrepancy between development of customer-driven service standards and actual service performance by the company employees”is implementing the strategy which is human resource strategy for delivering servicer quality
2Main Body
2.1 Human resource strategy (also called Internal Marketing)
Human resource strategy is a method to consummate the important role of the employee in the service section.It is two definitions about the internal marketing in two ways that is“IM is the accumulation and application of functions and tools aimed at the formation and maintenance of a consistent, efficient, and effective and customer orientated workforce.These objectives are achieved through the communication with and attraction, retention motivation, education and management of suitable employees” (Mahnert and Torres, 2007) .
In term of competitor, the people are the most importan component.It is said from Lowell that“People are really what makes any company unique.Competitors can replicate product or services offerings, but what they can’t replicate are the people who comprise an organization’s personality and culture.That is where the real competitive advantage lies, and that is why employees need to be brought on board with a well-executed, internal branding program”
From the framework above, it is shown the human resource strategies aim to keep employee satisfaction and productivity and retention of employee in order to delivery high quality of service to customer.
In the whole human resource strategy consists of four aspects:1) enroll the right people, 2) enhance the deliver service quality, 3) offer the needed support systems, 4) maintain the best people.
·Hire the right people
Recruiting and hiring service personnel is one of ways to deliver service quality which is totally different with traditiona method of work in fi eld of service.One of the brand from Starwood hotels, Westin Hotel gain globally reputation on its value.The aim of Westin Hotel service is“A collection of forward–thinking services and amenities designed to restore harmony and inspire you to be your best” (Website of Westin Hotel) The stuff form Westin Hotel most from college and university who have high mark in relevant professional major to match the job demand.The manager posts the job information and requirements in the newspaper and on the internet commonly.The department of Human Resource wil establish a recruitment team which is to look all of application forms fi rstly, and sift from it to gain suitable applications basically.After that people of surviving applications will gain a chance to persona interview.In the process of whole interview, the recruitment team will test and evaluate their conducts, the capability of interpersona communication and communication skill and so on.The manage form Westin Hotel said that they may more focus on attitude and enthusiasm on the job which is most important, more than the professional skills.Consequently, the aim to pay higher wages and offer high welfare is to attract the right people who is positive and passion on the work.
·Develop people to deliver service quality
After hire the right people, it is must be provide to them tha training and work-orientation to make sure the better representation During the stuff stay in the carrier stage, the Westin Hotel provide variable training programs such as cuisine and beverage training service and communication skills training.The most special training in Westin Hotel is attitude training which is essential to new ones Moreover, training not only provide for employee on trail, bu also for the regular stuff who from different departments.In the meanwhile, the managers provide some suggestions for employees in the process on servicing, and help servant to solving the problem aim to increasing the productivity and gain the knowledge and experience in the real case of hotel.
The performance of frontline staff is concerned by the supervisors.It is encourage to the stuff judging by the own idea to handle the issue by themselves.However, if issue is out of control the manager will without doubt to help employee to handle together with them.This is an opportunity to comprehend with each other and foster tacit understanding in cooperation.
参考文献
[1]Mahnert, F.Kai and Torres, M.Ann.“The Brand Inside:The Factors of Failure and Success in Internal Branding”Irish Marketing Review.2007, Vol.19, Issues1, 2, p.54-63.
[2]Jackie, L.M.Tam.“Customer Satisfaction, Service quality and Percieved value:An Interigative Model”Journal of Marketing Management.Sep2004, Vol.20, Issues7, 8, p.897-917.
【关键词】英语教学 英文影视 资料引入
一、引言
21世纪是一个较为特殊的时代，在这样一个特殊的时代里，有了更多的教学资源供教师选择和利用，影视资源就是其中的一种。如果能将英文影视资源恰当地应用到中职英语的课堂教学中去，势必会收到良好的教学效果。事实上，有些教师已经开始尝试将一些英文影视资源应用到实际的教学过程中去，的确有不错的反响。因此，笔者想就如何恰当地应用英文影视资源进行探讨与分析，以供大家依据和参考。
二、将英文影视资源引入中职英语教学的必要性
将英文影视资源引入中职英语教学，具有极为重要的作用和意义。具体来说，主要体现在以下几个方面：
1.英文影视资源的引入有助于中职院校学生英语学习兴趣的激发与培养。众所周知，兴趣是最好的老师，只有先对某种事物产生了浓厚的兴趣，才能够真正投入到实际学习过程中去，英语自然也不例外，而英文影视资源的引入恰恰可以很好地达成上述目标。与传统的“教师讲、学生听”的模式相比，英文影视资源的引入无疑是给课堂注入了新鲜的活力，精彩的剧情、丰富的画面等都给学生耳目一新的感觉，更容易唤起学生在情感上的共鸣，有助于中职院校学生英语学习兴趣的激发与培养。
2.英文影视资源的引入可以为学生创设更加真实的语言学习环境。良好的环境对于英语学习尤为重要，而英语影视资源的引入则可以为学生创设更加真实的语言学习环境，既能够让学生通过听觉感官来获取相关信息，与此同时，也可以让学生通过视觉感官来获取各种信息，这种信息获取途径的有机结合，势必会提高学生的学习效率。
3.英文影视资源的引入有助于学生语言技能的提高。通过引入英语影视资源，教师需要对引入的影视资源进行必要的分析、加工与整理，充分挖掘资源的内在价值，从而可以让学生们在欣赏精彩影视资源的同时，在更加真实的语言环境中完成听、说、读、写等综合能力的训练。通过影视资源的引入，还可以让学生充分根据自己的理解，去模仿资源中的对白、对话等来实现英语学习能力的提升，当然这个过程也需要教师必要的指导和帮助，才能真正达成上述目标。
4.英文影视资源的引入有助于学生更好地了解相应的文化。语言是无法脱离文化背景而独立存在的，而在实际的英语教学过程中，教师往往很难将与教学内容密切相连的文化背景准确、具体地展现给学生，而通过引入英文影视资源，则可以较好地解决上述难题。
与此同时，通过引入英文影视资源，还可以提高中职学生的审美情趣。英文影视资源的分类也极为广泛，如爱情片、战争片、历史作品、科幻类、动画片等等，当然也不乏一些巨著，往往能给人以震撼和启迪。通过让学生欣赏这些英文影视资源，不仅仅可以提高学生的语言技能，同时也有助于学生在欣赏不同作品的过程中去陶冶自身的情操，提升自我的审美情趣。
三、英文影视资源引入中职英语教学的基本原则
1.英文影视资源的引入应该满足实际教学活动的需要。之所以要将英文影视资源引入到英语的教育教学活动中来，其终极目标是为了更好地完成相应的教学内容，达成既定的教学目标，因此，在选择和确定所要引入的英文影视资源的时候，一定要与实际的教学内容相符，当然，所选择的资源可以是某一精彩片段，可以是某个场景，或者是一段较为经典的对话等。但是，尤其需要注意的是，英文资源的引入只是为了更好地辅助教学，因此时间不要太长，否则，可能会起到相反的效果。例如，在进行“Family Album U.S.A”这部分的教学内容的时候，教师就可以选择一些迪士尼的动画片。此外，在选择英文影视资源的时候，最好是选择有字幕的，这样可以便于学生理解与记忆。
2.英文影视资源的引入要符合学生的实际知识储备水平。学生之间的英语综合能力是存在着显著的差异的，为此，教师在选择相关影视资源的时候，一定要充分考虑到这种个体差异性，所选择的内容难度要适中，照顾到大多数学生的水平，切忌过难或者过于简单。与此同时，一定要注意做好相应的反馈工作，就学生在观看所选择影视资源后的感受进行交流与分享，以此作为重要的依据，以便以后能够选择更加合适的影视资源。特别需要注意的是，教师要注意照顾到那些平常英语基础较为薄弱学生的感受，多与他们沟通、交流，给予他们信心，交给他们一些技巧和方法，能够更快地跟上大多数学生的节奏。否则的话，很容易让这部分学生产生知难而退的心理，从而更加讨厌学习英语。
3.英文影视资源的引入要能够符合学生的学习特点。并非所有的英文影视资源都适合引入到中职英语的课堂教学活动中来。为此，教师应该有选择性地引入，而且要力求做到所引入的资源能够符合学生的学习特点。为此，教师可以从以下几个方面着手努力：
（1）教师在选择影视资源的时候，一定要认真、仔细、谨慎，要保证所选择的影视资源是健康的、积极向上的，能够对学生的人生观、世界观和价值观的形成产生正向积极导向作用。
（2）教师所选择的英文影视资源一定要符合中职学生的认知特点，既不要过于抽象，同时也不能太过幼稚.为此，教师可以尝试选择一些如励志类、探险类方面的影视作品。
（3）对于不同年级、不同专业的学生所选择的英文影视资源也要有所不同。例如，对于刚刚步入中职院校的一年级学生而言，尽量为他们选择一些情节简单的、便于理解的影视资源，最好是能够配以中文字幕，否则学生很容易因为听不懂而产生厌烦情绪，进而影响到终极效果的实现；但对于高年级的学生们而言，由于具有了一定的基础，教师可以适当增加难度，选择一些涉及文化差异的影视资源。
4.英文影视资源引入效果的实现离不开师生之间的良好互动。这里所说的良好互动既包括教师与学生之间的互动，同时也包括有学生与学生之间的互动与交流。伴随着素质教育和新一轮课程改革的深入推进，如何实现学生的主体性地位尤为重要。因此，教师在将英文影视资源引入到中职英语课堂教学中来的时候，一定要围绕着学生来设计与开展实际的教学活动。为此，教师一定要做好充分的准备，在给学生们观看影视作品之前就做好必要的铺垫，提出恰当的问题，让学生能够带着问题去观看。更为重要的是，在看完影视作品之后，要给学生以充足的时间去思考、去探讨、去交流，通过这样的教学设计，不仅仅能够有效调动学生英语学习的积极性和主动性，同时也由有助于教学质量和教学效果的全面提升。
当然，这一过程离不开教师的引导和帮助，在必要的时候，教师一定要及时参与到学生的互动中去，给予学生必要的帮助。
最后，教师要对英文影视资源进行必要的加工与处理，使之更加符合实际教育教学活动的需要。
相对于传统的英语教学，英文影视资源的引入无疑给中职英语的教学提供了大量的、鲜活的、真实的、自然的语言学习资源，更是实现了声音、图像和色彩的完美结合。通过引入英文影视资源，可以多方位地刺激学习者的感觉器官，使他们置身于真实的外语学习环境中，实现了语言学习和娱乐的完美结合，以教师引导为主、以学生为中心的教学设计和组织，更是能够有效保证学生在学习语言的同时，更加深入地去理解文化，而在理解文化的同时，又反过来促进语言的学习，这样就实现了英语教学的最终目的。由此可见，将英文影视资源引入中职英语教学活动中来是尤为重要的。
参考文献：
[1]文怡.英文影视资源引入中职英语教学初探[J].教育导刊， 2014，02.
[2]吴玉芳.英美影视资源引入中职英语教学探索[J].中学生英语（高中版），2014，13.
[3]陈熠.充分利用影视资源 丰富英语课堂教学[J].青少年日记（教育教学研究），2013，04.
[4]夏芸.影视资源在英语教学中的应用—一堂英语文学名著欣赏课的教学实践和反思[J].课程教育研究，2013，12.
[5]顾燕.浅谈原声影视资源在初中英语课堂教学中的功能与实践[J].时代教育导刊，2014，12.
James V. Archenemy
2447 Rockford Mountain Lane
Durham, NC 27713
Phone – 234-593-3290
Email id – james.archenemy@freemail.com
OBJECTIVE
Human Resources and Office Specialist
RELOCATE
DC
OBJECTIVE
To secure responsible position that will challenge my abilities allowing me to fully utilize my problem solving, organizational, customer service and communication skills.
PROFILE
Well qualified Professional. Experienced in fast paced environments that depend on efficiency and accuracy. Exceptionally competent. Self-starter with strong Human Resources background. Recipient of American Bankers Association coveted Outstanding World-Class Customer Service Award.
WORK HISTORY
Bank of America, MidAtlantic Consumer Bank, Personnel
January - Present
Responsibilities include but not limited to employee relations, benefits, payroll Specialist, database management, ensuring compliance of all legal and government reporting and policies for the divisions
Participate in recruitment efforts for exempt and non-exempt positions; schedule interviews, coordinate temporary staffing for the division
Serve as the point of contact for all personnel employee matters and provide guidance to associates
Coordinate and monitor leaves of absences in designated markets in the division
Ensure compliance and consistency of company policies, procedures and best practices
Track reviews and handle performance management issues with managers and associates
Salary Specialist that includes merit increase, salary adjustment and changes, transfers, leave of absence, etc.
Participate in recruitment effort for exempt and non-exempt personnel; coordinate advertisements and position postings;
Monitor personnel hiring and terminations and ensure accuracy of data input and systems access for associates
Prepares and compile data for staffing and diversity related reports and distribute to management
Maintains employee confidence and protects operations by maintaining personnel data confidential and accurate
Communicates with executives and line management to gather and convey relevant information to associates
Washington Hospital Center, Recruitment & Employment, Human Resources
February - January 2005
Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts
Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials/licensures
Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation
Recruit candidates for various department positions and ensure that the application process meets standards
Duties included maintaining long-term customer relationships and act as primary liaison between employees and outside vendors
Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires
Screened resumes and applications and conduct preliminary interviews for entry-level and nursing positions to identify qualified applicants
Generated monthly queries for management review; administer HR tracking system for new hires and terminations
Coordinated and participate in job fairs/open houses and maintain calendar for upcoming events
American Bankers Association (1995-), Administrative Manager, Membership
February -November 2002
Managed the administrative processes that include supervising support staff, compose correspondence, departmental calendars, office supplies, expenditures, and technical support and vendor relations
Managed departmental $3M budget; forecast changes and monitor all monthly expenses
Managed logistics for executive committee meetings that include but not limited to facility, attendees, agendas and travel arrangements and attendees for events
Developed and coordinated members and nonmembers membership invoice mailings and track payments for membership dues
Ensure adequate phone coverage for the department
Sr. Human Resources Partner
November 1995 -January 2001
Assisted the Association of 500 employees with staffing and recruitment processes; administered pre-employment test, screened resumes, scheduled interviews, employment verifications, completed background and reference checks Processed personnel actions that included salary adjustments, merit increases, transfers, leave of absence, pension Calculations, metro check deductions and benefits programs
Coordinated new employee orientation and ensure that new hires paperwork is completed accurately
Updated the vacancy announcements, bulletin board, ABA web pages, job line and external web sites
Composed and submitted job ads to various recruitment sources and tracked monthly advertisement expenses
Managed the internal temporary staffing pool and youth employment programs for various internship positions
Scheduled and interviewed candidates for administrative positions
Formulated and assembled personnel policies and procedures to various department in the Association
Scheduled and coordinated blood drives and influenza shot programs for the Association
MCI Telecommunications Corporation (1987-1995), Accounts Payable Analyst, Marketing Analysis
October 1994 -August 1995
Researched financial reports on the Accounts Payable database system Processed invoices and reconciled accounts
Maintained overdue invoice reports, discrepancy ledger accounts and tracked purchase orders
Developed and maintained a filing system to track invoices more effectively and managed accounting related projects
Executive Secretary/Administrative Assistant, Marketing
August 1987 -September 1994
Assisted the Director of Marketing with the daily operations of the department and provided administrative support to Director and staff that include composing correspondence, office supplies, travel arrangements, technical support and vendor relations
Coordinated logistics for executive committee meetings, calendars and travel arrangements
Tracked departmental expenditures that include but not limited to purchase order management, petty cash and vendor payments
Maintained specialized database system on workstation occupancy
Supervised temporary employees on special projects and provided administrative and project management support to department
National Coalition, Receptionist/Word Processor
December 1986-August 1987
Provided receptionist and word processing support to staff
Typed correspondence and developed presentations, travel arrangements, meeting planning and coordinate fundraising events
Performed clerical duties assigned that included distributing mail, filing, faxing and Xeroxing
Georgetown University Hospital, File Clerk, Medical Records
January 1985-December 1986
Retrieved medical records requested by physicians and filed lab work in patients records
Transcribed physicians diagnosis on patients care by using a Dictaphone
Performed duties assigned by Office Manager
EDUCATION
Thomson Education Direct
May - Present
Human Resources Management
American University
January - June
Society for Human Resources Management - Certificate Program -May 1997 Management Practices, Selection & Placement, Training & Development, Health/Safety & Security, Employee & Labor Relations, Compensation & Benefits
Strayer Business College
January 1992 -December 1992
Business Specialist
TRAINING & DEVELOPMENT
Basic Supervision, Business Writing, Dale Carnegie-Effective Speaking & Human Relations, Time Management, Speed-Reading, Stress Management, Myers Briggs, Interviewing People, Management Skills, Project Management, Medical Terminology, Telemarketing, CPR Certification, SHRM -Professional Membership
COMPUTER SKILLS
Microsoft Suite, Outlook, Word, Excel, PowerPoint, Access, Publisher, WordPerfect 6.1, Lotus Notes, HTML/Web Site Design, HRIS Systems, Database Management Systems, PDS/Client Server
Professional References Available Upon Request
RICHARD ANDERSON,
1234, West 67 Street,
Carlisle, MA 01741,
(123)-456 7890.
在这里先列举几条简历的“致命伤”,让大家尽量避免：
1、简历信息不完整。简历在面试前，就是求职者的替身，五官、四肢等一个都不能少，这可以减少沟通的次数。最基本的信息：姓名、年龄、照片、户籍、居住地、联系方式、求职意向（地点、行业、岗位、薪酬）、学习状况、工作状况、接受培训状况等必须填写得完整清晰。尤其是其中的联系方式，最好能提供两种以上，这样最大可能地避免错失机会。我曾不止一次收到过简历里姓名是英文的，说实在的，如果你有中文名字，投的是中文简历的话，最好还是写上，如果你的英文名实在很帅气，命理师说一定得用，也应该在英文名后面备注上你的中文名，不然，简历会显得不伦不类不说，还有直接被pass的风险。另外照片一般附上比较好，就我个人而言，是比较倾向于打开显示有照片的简历的，起码我认为这是份自信的简历。
2、简历内容过于笼统，重点不突出。很多投递简历的朋友，可能是急于找工作的原因，也可能是觉得不事无巨细、面面俱到地描述自己的学习、工作等状况就对不起自己的努力付出，于是，简历上是大段大段的描述，具体到细枝末节，一样不落。这种心情可以理解，也没有任何一个招聘官有权利否认这种简历的主人的认真、负责得态度，但是考虑到招聘官筛选简历的量，第一轮简历筛选所花时间一般不能超过两分钟，如此短的时间，如何才能抓住眼球？突出重点才是王道。
3、简历个性化太过明显。随着年轻一代职业人的涌入，个性化被充分激活。有个性是非常值得肯定的，不然大家都一样，这世界也将变得了无情趣不是，但我若举出我所碰到的例子，不知大家是不是觉得太有情趣了。有位猎头朋友收到一份简历，急忙跟我分享，这位求职者在“职责和业绩”一栏填了如下两行内容：“优化设计；你懂的”,很显然，他的意思是他的职责是优化设计，而业绩是“你懂的”,我无法确定这位朋友是否真的想要找工作，但结果，大家也都懂的。我还收到过一份简历，在自我介绍一栏，简历主人很潮地写了一句话：这家伙很懒，什么都没有留下。诸如此类的简历，除了让收到的简历的人变得欢乐以外，其结果肯定是“你懂的”.
那怎样让简历在茫茫大海中脱颖而出，引起招聘官的兴趣，为成功获得面试机会铺路呢？
1、注重“自我介绍式的个人总结”
一般情况下，把“自我介绍”这一栏设置在你简历的“基本信息”后，在“学习、工作状况”之前，这样做有个好处：让招聘官第一时间就能看到你的基本情况和优势所在，从而让招聘官有兴趣看完你的简历。自我介绍一般包括以下几个方面的内容：所学专业、工作年限、擅长领域、取得业绩，以不超过100字为宜。
2、描述工作内容要清晰明了，突出个人价值
在描述每项工作内容时，最好能用“1、2、3、4”标注出来，而不要有太多的修饰和成段成段的描述，也不要把你所在部门的职责全部写成你的个人的工作内容，纵使你是部门总监，你的工作内容与部门职责也是有区别的。最忌讳的就是直接到网上百度一段相应岗位的职责，然后直接黏贴在自己的简历上，这样千篇 一律的.描述，凭什么招聘官选择你？差异性在这显得尤其重要，所以在工作描述这一项，要凸显出你的个人价值，你的业绩是什么？你的贡献是什么？这才是足以吸引招聘官的内容。
3、有的放矢设计简历，拒绝千篇 一律
做任何事，目的性要强，若不能做到有的放矢，中靶心的概率就会大大降低。投简历也是如此，我们在找工作阶段，特别是受到急于找到工作的情绪影响下，总是会变得很盲目，看到差不多合适的机会就按“投递”键，其实这种做法最后导致的结果就是简历石沉大海。所谓有的放矢，就是要对所应聘的企业做一个较为全面的了解，尤其是其企业文化、空缺岗位的岗位要求，因为纵使是相同的行业，相同的岗位，因为企业规模、运营模式、岗位设置的不同，岗位要求都会有差异，要精准应聘，就要结合对这些点的了解和分析，找到自己和这个岗位要求的契合点，找出自己的优势，对简历进行优化，做到有的放矢。
4、可以创新，但不要搞怪
上文提到简历的“个性化”现象，其实并不是全盘否认个性化，关键是个性化的点要校准，可以在简历的设计上花些心思，展现出自己的优势和特色，如广告设计类的人才，就可以不拘泥于传统的简历格式，可以充分地发挥自己的长处，让你的个性化设计成为简历的一部分，如果拿捏得好，这肯定是加分项。再如文案类的人才，附上一小篇毛遂自荐的软文，用上自己擅长的文体，这肯定是有利无弊的。记住一点，可以创新，但搞怪不是创新。求职是件严肃的事情，对求职者是，对招聘者亦然。
附上一份我比较满意的简历格式，作为本章的结尾，供大家参考。
XXX个人简历
基本信息
姓名： 性别：
出生日期： 出生及户口所在地： 贴照片处
第一学历： 现工作地点：
联系电话： 联系邮箱（QQ号，微信号）：
教育经历
/ --/ XX大学 XX专业 本科/其他
自我评价
XX专业毕业，X年XX相关工作经验，具备较为专业的XXXX理论知识和实操经验，负责过xxx、xxx等多个项目，获得过xxx、xxx等荣誉，担任过xxx、xxx等职务。本人具有较强的XX能力及XXXX水平。
求职意向： 求职岗位：
期望行业： 到岗时间：
工作性质： 目标地点：
期望薪水：月薪 （税后）
工作经历
/ -至今 XXXXX公司
所属行业 :
职务：
工作描述：
1、
2、
主要业绩：
1、
2、
项目经验
1、/ 起：XXX项目
项目描述：
责任描述：
培训经历
1、 / -/ XXX机构 XX课程 XX证书
PersonalData:
Name:Steve
Gender:Male
DataofBirth:June11,1980
MarriageStatus:Single
Major:businessAdministration
Graduateschool:*******University
DeGREe:BachelorDeGREe
Email:********
Phone:(010)xxxx-xxxx
Fax:(010)xxxx-xxxx
Address:*******************District,Beijing
Objective:
Toobtainachallengingpositionasamanagerialassistant,especiallyinHumanResourceManagement
Education:
.9-.9DeptofbusinessAdministration,UndergraduateSchoolofBeijingUniversitybachelordegree
.9-now,DeptofLaw,GraduateSchoolofSouthChinaNormalUniversity
AcademicMainCourses:
ManagementofHumanResources
ProductionandOperationManagement
StrategicManagement
QualityManagement
Marketing/InternationalTrade
PrinciplesofManagement
GroundworkofAccounting
EconomicLaw
EnglishSkills:
HaveagoodcommandofbothspokenandwrittenEnglish.
ComputerAbilities:
SkilledinuseofWindows/Office/Foxpro/Frontpage/
Practice:
1999.9-2000.9AssistantinchargeofActivitypensionoftheCommunistYouthLeague.
TutoredseveralstudentsfromGreeceandIndiainEnglishforsixmonths.Westillkeepintouch.
ScholarshipsandAwards:
2000.9-.9Third-classScholarship
Qualifications:
Haveapassionformanagement/internationaltrade/sales/promotion.
Attachment:
CertificationofScholarship
关键词：综合经营,企业发展,高效
Introduction:The sectors if ESSQ management-environments, safety and security and quality-have become increasingly important development and improvement approaches.The systems approach also ensures certain consistency in operations, it helps organisation to learn from their operations and exploit their results.At the same time, it creates possibilities and freedom for operations and inspiration.The systems approach has evolved greatly during the last couple of decades, and the latest views truly offer organisations a good and sensible framework that the companies can exploit in an innovative way in their operation.
Integrated ESSQ management systems and maturity
When building their management systems, companies often use standards designed for different sectors, because customer interface and interest groups often require standardized certification.In addition, an integrated management system must include general management components:procedures, planning, applying and implementation, remedial measures and audits by the management.These components are in compliance with the“Apply the Plan-Do-check-Act” (PDCA) cycle.Focusing on processes instead of structures and systems emphasises that modern organisations must operate in an innovative way in their striving for continuous improvement.
According to Karapetrovic and Willborn (1998) , the implementation of integration always leads to an efficient system-no matter at what level integration is carried out.According to Beckmerhagen et al. (2003) , general advantages of an integrated management system are:simplification of the requirements of standards and management systems, decreased audit and registration costs, decreased paper work, decreased costs related to the interpretation and implementation of standards, harmonisation of documentation of management systems, balancing and allocating processes and resources to different operational areas, several smaller business advantages, elimination of parallel and overlapping operation and improved efficiency.
Conclusions
Although the systems approach can be considered as a wider entity, it is usually considered to consist of quality, environmental and safety systems.The systems approach is based on the process approach of which ESSQ matters from certain viewpoints.The integration of the aforementioned sectors is becoming increasingly necessary for companies regardless of their location, size or field of industry.Focussing on one sector only will lead to problems in other sectors.Companies utilise several different maturity models suitable for different sectors;there is no uniform model that could be used for examining the entire entity.The most popular model, which is also suitable for different sectors, is the EFQM model, which examines the operations and procedures of organisations from the viewpoint of business.The Toddlergrade maturity model developed by the case company offers a simple solution:it is easy to use, it allows rapid assessment of a company's maturity level and it can be applied to different levels of organisations as well as organisations of different sizes and operation in different fields of industry.
参考文献
Beckmerhagen, I.A., Berg, P., Karapetrovic, S.V., &Willborn, W.O (2003) .Integration of management systems:Focus on safety in the nuclear in-dustry.The international Journal of Reliability Management, 20 (2) , 209-227
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