专业知识库（按学科 / 专业 / 课程）
按学科门类筛选，可继续下钻到具体专业与课程；内容为各课程复习要点，用于面谈与笔试备考。
企业文化 Corporate Culture
核心内容
企业文化
Corporate Culture
企业文化：企业文化是一个组织由其价值观、信念、仪式、符号、处事方式等组成的其特有的文化形象。企业文化则是企业在生产经营实践中，逐步形成的，为全体员工所认同并遵守的、带有本组织特点的使命、愿景、宗旨、精神、价值观和经营理念，以及这些理念在生产经营实践、管理制度、员工行为方式与企业对外形象的体现的总和。
Corporate culture is an organization's specific cultural image composed of its values, beliefs, ceremonies, symbols and ways of doing things. The corporate culture is the sum of mission, vision, purpose, spirit, values and business concepts with the special features of the organization, which are gradually developed in the company's production and management, and agreed and followed by all its employees, as well as the reflection of these concepts in production and management practices, management system, staff behavior and external image of the company.
参考：来源：企业文化 Corporate Culture.docx｜专业：人力资源管理｜课程：企业文化 Corporate Culture
企业经营模拟 Simulation of the Enterprise Management
核心内容
企业经营模拟
Simulation of the Enterprise Management
在这门课程中，我们作为一个公司被分为不同的小组，生产相同的产品，并在同一市场上与其他小组竞争。我们在一个网站上操作，大约有八轮。我们做出一系列的运营决策，如营销、生产、财务。
我们小组有四个成员，我负责关注环境变化、市场需求和竞争对手，以分析竞争对手的市场行为并做出决策。
我们生产的产品是两种类型的药品，并且可以选择三个不同的市场。在每一轮中，我们需要决定这两种药的价格和在三个市场的销售量。
我们还需要决定广告的投入。结果是由我们决定的各种数据决定的，网站系统会自动完成，并报告整个小组的经营净收入。
我们还可以看到每个组的药品价格和自己的库存。我们需要根据报告中的信息来决定下一步的投入和价格。
In this course, we are divided into different groups as a company to produce same products, and compete in a same market with other groups. We operate in a website, and there is about eight rounds. We make a lot of decisions such as marketing, production and finance.
There were four members in our group, and I was responsible for paying attention to environment changes, market requirement and competitors, in order to analyze competitor’s market behaviors and making decisions.
We produce two types of medicines and can choose from three different markets. In every round, we need to decide the price of these two medicines and the quantity they sell in the three markets.
We also need to decide the adverting input. The result is determined by all kinds of data we decided, and the website system will finish automatically and report the profit of the whole group.
We can also see the medicine price of every group. We need to decide the next input and price based on the information in the report.
参考：来源：企业经营模拟 Simulation of the Enterprise Management.docx｜专业：人力资源管理｜课程：企业经营模拟 Simulation of the Enterprise Management
劳务关系思维导图
核心内容
劳务关系 / 1. 基本知识点 / 2.劳动争议 / 1.定义 / 2.劳动合同 / 3.集体合同 / 条款 / 变更 / 终止 / 续订 / 解除 / 定义 / 争议的范围 / 争议特点 / 处理方式 / 争议处理机构 / 劳动事议调解委员会 / 劳动争议仲裁委员会
参考：来源：劳务关系思维导图.emmx｜专业：人力资源管理｜课程：劳务关系思维导图
劳动关系 Labor Relations Science
核心内容
劳动关系 Labor Relations Science
The definition of labor relations:
The social and economic relationship between workers and employers set up in the process of labor.
劳动关系的定义：劳动者和用人单位（包括各类企业、个体工商户、事业单位等）在劳动过程中建立的社会经济关系
labor contract:
It is an agreement between the worker and the employer that set up the labor relationship and clarify the rights and duties of both sides.
劳动合同：是劳动者与用人单位确立劳动关系、明确双方权利和义务的协议。
The definition of probation period:
It is the observation period agreed by the employer and the worker for mutual understanding and choice of no more than six months.
试用期的定义：是指用人单位和劳动者为互相了解、选择而约定得不超过六个月的考察期。
labor contract has terms:
①labor contract term ②work content ③labor protection and labor conditions ④labor remuneration ⑤labor discipline ⑥labor contract termination conditions ⑦responsibility for breach of labor contract.
劳动合同具备的条款：1、劳动合同期限2、工作内容3、劳动保护和劳动条件4、劳动报酬5、劳动纪律6、劳动合同终止的条件7、违反劳动合同的责任。
Modification of labor contract:
In the process of performing the labor contract, the parties can modify and supplement some terms of the labor contract through consultation.Unchanged part remains valid.
劳动合同的变更：履行劳动合同的过程中由于情况发生变化，经双方当事人协商一致，可以对劳动合同部分条款进行修改、补充。未变更部分继续有效。
definition of labor contract termination:
the labor contract expires or the termination conditions of the labor contract is the labor contract.
劳动合同的终止的定义：劳动合同期满或劳动合同的终止条件出现劳动合同即终止。
Renewal of labor contract:
upon the expiration of the labor contract term, the labor contract can be renewed through negotiation.
劳动合同的续订：劳动
参考：来源：劳动关系 Labor Relations Science.docx｜专业：人力资源管理｜课程：劳动关系 Labor Relations Science
员工招聘 Employee Application
核心内容
员工招聘 Employee Application
①The definition of employee recruitment:
Recruiting excellent and suitable people into the company and putting the right people in the right positions according to the company's requirement.
员工招聘的定义：是指按照企业经营战略规划的要求把优秀、合适的人招聘进企业，把合适的人放在合适的岗位。
②commonly used recruitment channels:
There are two types of recruitment channels: internal recruitment and external recruitment. Internal recruitment includes internal promotion, position transfer, internal recommendation. External recruitment includes on-site recruitment, online recruitment, campus recruitment, job market and head-hunting.
招聘渠道分为内部招聘和外部招聘两种。内部招聘包括内部晋升、转岗、内部推荐。外部招聘包括现场招聘、网络招聘、校园招聘、人才市场、猎头。
Recruitment Platform in China：
1.58 city 2.Zhilian recruitment 3.51job 4.boss recruitment
国内招聘平台：
1.58同城 2.智联招聘 3.前程无忧 4.BOSS直聘
③The role of recruitment
Ensure the normal operation of the enterprise
Improve business performance
Establish companys image
招聘的作用
保证企业正常经营
提升企业业绩
建立企业形象
④Recruitment process
Preparation 2.Recruiting 3.Screening 4.Hiring 5.assessment
招聘的程序
准备阶段 2.招募阶段 3.筛选阶段 4.录用阶段 5评估阶段
⑤The impact of COVID-19 on recruitment：
Online recruitment is increasing 2.Reduced recruitment cost 3.Recruitment period becomes longer 4.Job seekers are less willing to seek work
疫情对招聘工作的影响：
1.线上招聘占据主导 2.招聘成本减少 3.招聘周期变长 4.求职者求职意愿下降
参考：来源：员工招聘 Employee Application.docx｜专业：人力资源管理｜课程：员工招聘 Employee Application
员工招聘
核心内容
员工招聘 / 1.定义 / 2.招聘渠道 / 3.招聘的平台及其作用 / 4.招聘过程 / 5. 延伸问题解答 / 1.内部招聘 / 2.外部招聘 / 1. preparation / 2.recruiting / 3. Screening / 4. Hiring / 5. Assessment
参考：来源：员工招聘.emmx｜专业：人力资源管理｜课程：员工招聘
工作分析 Job Analysis(1
核心内容
工作分析
Job Analysis
本课程主要介绍了现代人力资源管理中的工作分析技术及其操作方法，包括工作分析的理论、发展、方法以及如何把工作分析运用于实践，提高人力资源管理的效率。
This course introduces job analysis skills and the methods in modern HRM, including the concepts of job analysis, development, methods and how to apply job analysis to practice so that the HRM can be improved.
工作分析是指一个工作信息收集、分析和综合的过程，以便为人力资源管理提供信息。
通过对工作输入、工作转换过程、工作输出、工作的关联特征、工作资源、工作环境背景等的分析，形成工作分析的结果——职务规范（也称作工作说明书）。
职务规范包括工作识别信息、工作概要、工作职责和责任，以及任职资格。
Job analysis is a process of collecting, analyzing, and summarizing job information to provide information for human resource management.
By analyzing job inputs, job transfer processes, job outputs, job-related features, job resources, and the background of the working environment, we make the result of job analysis - that is the job description.
The job description includes job identity information, job summary, job duties and job qualifications.
职位说明书一般用表单形式编制，通常分七大部分设计表单：
1、基本信息：职位名称，部门，直接上级，所属下级，职责分析日期，编写日期等；
2、职位目的：对职位概述；
3、职责和权限：分主要职责权限、相关职责权限和临时性工作；
4、工作关系：分内部关系和外部关系，包括联系部门、人员；
5、任职资格：包括教育水平、工作经验、技能和水平、个性和品质等；
6、考核指标，权重，薪资等级，职位发展方向；
7、工作环境。
The job description is generally prepared in the form of forms, which are usually divided into seven parts:
1. Basic information: job title, department, direct superior, subordinate, date of responsibility analysis, date of compilation, etc.
2. Objective: To summarize the position;
3. Responsibilities and authority: main responsibilities and authority, relevant responsibilities and authority an
参考：来源：工作分析 Job Analysis(1.docx｜专业：人力资源管理｜课程：工作分析 Job Analysis
激励性报酬体系设计 Incentive Compensation System Design
核心内容
激励性报酬体系设计
Incentive Compensation System Design
课程设计：
通过教师对学生进行实践指导，使学生熟练掌握薪酬体系中的关键策略，技巧以及目标还有薪酬模型。提高分析问题和解决问题的能力，从问题角度理解当前企业薪酬管理面临的困惑和技术难点。尤其对中国企业的人力资源管理和薪酬管理具有较强的针对性和可操作性。
It is a practical course for students to learn the key strategies, skills and goals of compensation systems. Students will improve their skills in analyzing and solving problems, and understand the problems and difficulties of compensation management in companies. It is very useful for Chinese companies' human resource management.
在课上我们为公司设计的薪酬方案是由三部分组成工资，分别是职位工资，绩效工资和福利工资。他们的占比是5:4:1
职位工资取决于你的职位，职级，工龄和学历；绩效工资包括个人绩效工资和团体绩效工资；福利工资包括交通补贴、住房补贴等。
In our class we design a compensation plan for the company that includes three parts, that are position salary, performance salary and welfare salary. Their proportion is 5:4:1.
Position salary depends on your position, rank, length of work, and education; Performance salary includes individual performance salary and group performance salary; Welfare salary includes transportation subsidy and housing subsidy.
参考：来源：激励性报酬体系设计 Incentive Compensation System Design.docx｜专业：人力资源管理｜课程：激励性报酬体系设计 Incentive Compensation System Design
微观经济学 / 供求关系
核心内容
价格由供给曲线与需求曲线的交点(均衡)决定；外力使曲线移动改变均衡。
常见口试问答（中文要点）
解释需求上升(曲线右移)如何提高均衡价格与数量；结合实例(疫情物资)。
英文答题要点（考官关注）
Supply/demand equilibrium; what shifts each curve; effect on equilibrium price/quantity.
管理信息系统 Management Information Systems
核心内容
· 管理信息系统（Management Information System, MIS）定义：由人（people）、硬件（hardware）、软件（software）、网络（networks）、数据库（databases）五部分构成的信息系统，在组织中承担信息的收集、处理与传播功能；应用于公司管理可减少劳动力支出（save human labor）。
· 信息系统的五大活动（activities of information systems）：
· 搜集信息（collecting information）
· 处理信息（processing information）
· 保存信息（saving information）
· 传递信息（sending information）
· 输出信息（outputting information）
· 信息资源的五类构成（information resources）：
· 人力资源（human resources）
· 硬件资源（hardware resources）
· 软件资源（software resources）
· 网络信息（network information）
· 数据信息（data information）
· 课程内容框架（本课程涵盖主题）：
· 信息系统的活动（information system activity）
· 电脑/计算机结构（computer structure）
· 数据库请求语言（database language / 数据库查询语言）
· 网络操作（network operations），含：
· 信息输出媒介（information output）
· 连接部分（connection part）
· 网络协议（network agreement / network protocol）
· Excel 的使用——作为数据库管理系统（database management system, DBMS）的一种
· 易考点提示：
· 信息系统五要素与信息资源五类易混淆，注意区分：前者为系统组成（人、硬件、软件、网络、数据库），后者为资源分类（人力、硬件、软件、网络信息、数据信息）。
· 信息系统活动的顺序与数量（五项）为常考记忆点。
· Excel 在课程中被归类为数据库管理系统之一，属易考判断点。
参考：来源：管理信息系统 Management Information Systems.doc｜专业：人力资源管理｜课程：管理信息系统 Management Information Systems
绩效管理Performance Management
核心内容
绩效管理Performance Management
The definition of performance management:
Observe, record, analyze and comment employees in their daily work.
绩效考评的定义：有目的、有组织的对日常工作中的人进行观察、记录、分析和评价。
performance management purpose:
Assessment the performance of employees.2. Establish the effective performance appraisal system, procedures and methods of the company.3. Achieved the recognition, understanding and operation of performance evaluation of all the staff of the company, especially the management personnel.4. The promotion of the performance evaluation system.5. Improve and improve the company's overall work performance.
绩效考评目的：1、考核员工工作绩效。2、建立公司有效的绩效考核制度、程序和方法。3、达成公司全体职工，特别是管理人员对绩效考评的认同、理解和操作的熟知。4、绩效考评制度的促进。5、公司整体工作绩效的改进和提升。
The role of performance management:
For the company：1, performance improvement.2. Staff training.3. Incentive.4. Personnel adjustment.5. Salary adjustment.6. Compare the work results with the goals, and investigate the work performance of the employees.7. Comparison of performance between employees.
绩效考评的作用：对公司来说1,、绩效改进。2、员工培训。3、激励。4、人事调整。5、薪酬调整。6、将工作成果与目标比较，考察员工工作绩效如何。7、员工之间的绩效比较。
performance management types:
1. All-year assessment 2. Usual assessment 3, special assessment
绩效考评种类：1、年度考核2、平时考核3、专项考核
Methods of performance management：
1. Key Performance Indicator (KPI): Quantify some key indicators that can show performance. This is a popular method used by many companies.
2、Management by Objectives (MBO): The objectives of the company are divided into different departmen
参考：来源：绩效管理Performance Management.docx｜专业：人力资源管理｜课程：绩效管理Performance Management
薪酬与福利管理 Compensation Management
核心内容
薪酬与福利管理
Compensation Management
Definition of Compensation and welfare management:
Compensation and welfare management refers to the behavior and process of a company to achieve the goal of human resource management by developing a reasonable compensation and welfare system under the guidance of business objectives.
定义：
薪酬福利管理是指企业在经营目标的指导下，通过制定合理的薪酬福利制度，以实现人力资源管理目标的行为和过程
Factors of compensation and welfare management：
1.Internal factors：The nature and content of business operation，The organizational culture of the company, the ability of a company to pay and employee positions.
2.External factors: The sense of community, Local standard of living, National Policies and regulations, Human resource market conditions
薪酬福利管理的因素:
内部因素：企业的经营性质与内容，企业的组织文化，企业的支付能力,员工岗位。
外部因素:社会意识、当地生活水平、国家政策法规、人力资源市场状况
Development of compensation and benefits management：
Employee benefit plan development 2.Organization and implementation of employee benefits 3.Employee benefit control
薪酬福利计划的制定：
员工福利计划制定 2.员工福利的组织和实施 3.员工的福利控制
The particularity of compensation management：
sensitivity 2.Sexual privilege 3.particularity
薪酬管理的特殊性：
敏感性 2.特权性 3.特殊性
Compensation management content：
1.Management by objectives 2.The level of management 3.System management 4.Configuration management 5.System management
薪酬管理的内容：
目标管理 2.水平管理 3.体系管理 4.结构管理 5.制度管理
Form of compensation：
1.Base salary 2.Performance salary 3.Incentive salary 4.welfare and Services
薪酬的形式：
基本工资 2.绩效工资 3.激励工资 4福利与服务
Objectives of compensation manageme
参考：来源：薪酬与福利管理 Compensation Management.docx｜专业：人力资源管理｜课程：薪酬与福利管理 Compensation Management
运营管理 Operation management
核心内容
运营管理 Operation management
运营管理是将投入的资源（生产要素）按照特定要求转化为产出（产品和服务）的过程。
The process of turning input resources (in the forms of materials, labor, and energy) into outputs (in the form of products and services) according to specific requirements.
运营系统的组织与设计:
产品与服务设计；工艺流程选择，能力需求计划，
1.厂址选择：定性分析：德尔菲法；定量分析：盈亏平衡法，因素评分法
2.工艺流程选择：盈亏平衡法
3.系统设施的布置：方式：工艺流程对象化布置（多品种小批量-超市），产品对象专业化布置（大量生产-食品加工），定位布置（产品固定）方法：物料运量图（根据物流运量最小化）
Operation system of organization and design:
1. The site choice: qualitative analysis, Delphi method; Quantitative analysis: profit and loss balance method, factor score method
2. Process selection: profit and loss balance method
3. System facilities arrangement:
Way: process objectification layout (multiple varieties and small batch - supermarket); product specialization object arrangement (mass production - food processing); positioning arrangement (fixed)
Methods: material capacity figure (according to minimize logistics freight volume)
运营过程的计划与控制：
总体计划，作业计划，项目管理，库存管理，物料需求计划，日产控制，质量保证
The operating process of planning and control: the overall plan, work plan, project management, stock control, material requirements planning, daily control, quality control
计划制定步骤：识别机会，确定目标，考虑计划前提，确定并评估可选方案，确定，拟定派生计划，预算将其数据化
Plan development steps: identify opportunities, decide on goals, consider plan premises, assess available options, identify the plan, prepare plan, at last budget it.
参考：来源：运营管理 Operation management.docx｜专业：人力资源管理｜课程：运营管理 Operation management
领导学 Leadership(1
核心内容
领导学
Leadership
领导学，是研究现代领导活动及其发展规律的科学，是一门研究各个因素之间的相互联系、相互作用的客观规律其有效运用的综合性科学。
Leadership is a subject of modern leadership activities and the rules of their development, a science that studies the objective rules of interconnection and interaction between various factors and their application.
领导学的主要研究内容包括，领导科学的产生与发展，领导科学的基本原理，领导的权力与制约，领导环境与文化，领导者的个体素质与群体结构。
The main studies of leadership include, the development of leadership, the basic principles, the power and control of leadership, the environment and culture, and the individual qualities and group structure.
领导学主要的研究方法：
1、调查研究方法。这种方法是以实事求是的精神，通过实际的调查研究，收集大量资料并进行定性与定量相结合的分析与研究。
2、比较研究方法。比较研究方法主要通过对一组具有可比性的领导问题进行横向或纵向比较分析，研究其相关性或差异性。
3、案例研究方法。这种方法的特点在于：以客观公正的第三者的立场与态度，通过广泛收集各种可能的资料，对已经发生的真实而典型的领导事件进行分析与研究，作为此后可资借鉴的经验或教训。
Main research methods of leadership:
Survey and research methods.
This method is based on the spirit of seeking truth from facts, through practical investigation and research, collect a large number of data and carry out qualitative and quantitative analysis and research.
Comparative research methods.
The comparative research method mainly studies the correlation or difference of a group of comparable leadership problems through horizontal or vertical comparative analysis.
Case study method.
The characteristics of this method lie in the analysis and study of the real and typical leadership events that have occurred by collecting all kinds of possible information from the standpoint and attitude of the objec
参考：来源：领导学 Leadership(1.docx｜专业：人力资源管理｜课程：领导学 Leadership
Introspection 自我认知课 · APS(3
核心内容
一、Introspection
1、简介
Introspection is a special course for our school to implement the "moral education". This course mainly cultivates students' ability of self-reflection and summary,and it guides students to think deeply about the important issues of life, and helps students to establish a correct world outlook, outlook on life and values.
2、课程形式
Every class, the teacher will give us a topic to discuss, and then let us to speech on the platform. One of the topics that impressed me the most is "how to improve my own spirit of criticism and innovation". I think I can improve my critical and innovative spirit through "three questions", namely dare to ask, ask frequently and ask well. We can consider problems from multiple angles to develop our critical thinking, and we can also learn to observe the small things around us, and keep curiosity.
3、测评形式
What is the evaluation form of this course? Is the score calculated through paper tests or group tests?
Our final test results are mainly composed of daily performance, so we no longer organize another test. Our daily scores include each group discussion score and our own speech scores.
二、Corporate strategy and risk management
1、简介
This course focuses on how to develop the company's strategic goals to promote the long-term development of the company, while ensuring maximum risk avoidance.
2、内容
战略分析
For an enterprise, in order to develop a good strategic plan, it is first necessary to carry out strategic analysis. We comprehensively
参考：来源：APS(3.docx｜专业：会计学｜课程：Introspection 自我认知课