某网络学院员工离职调查问卷

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Assignmentspecification(BAProgram)英语专业必修课程作业要求(专升本课程)Course:PracticalBusinessProjectDesignAssignment:02(Units6-10)Assignmenttitle:DataCollection/Appendices,ProjectImplementation,Discussion,Conclusion,Introduction,Abstracts,andthefirstdraftofthewholepaper重要声明：本课程的各阶段作业要求以网院在平台上发布的作业要求为准，而不是根据教材中的作业要求完成作业。姓名：__周建霞_____学籍号：091011010231__年级：09春专升本3班学习中心：北京总部学习中心辅导教师：刘敏跃Basedontheprojectdesignyouhavecompletedinthepreviousstage,youareaskedtoimplementyourprojectandthencomposethecorepartsofyourBAdegreepaperinthisassignment.Pleaserefertounits6-10ofPracticalBusinessProjectDesignforguidanceandsupporttothisassignment.Theinformationinbracketsindicatethespecificunityoucanreferto.ThereareSIXpartsinthisassignment.PartOneDataCollection/Appendices(Unit6>Activity2)DIRECTIONSFORSTUDENTS:Inyouronlinecourseware,twocategoriesofforms/methodsareintroducedtocollectprimarydata:lObservationandlogslSurveysandinterviewsPleasepresentthetypesofformsyouplantousetocollectdatainthisproject,whicharegoingtobeattachedasappendicesinyourBAdegreepaper.Youshouldgiveatitletoeachoftheform,suchas“FocusGroupDiscussionOutline”,“TrainingEvaluationForm”and“Questionnaire”.Butfirst,pleaserestateyourprojectobjectiveandhypothesistowhichyourtutorcanreferwhiletheyevaluatethetypesofdatayouaregoingtocollect.Projectobjective:TheproblemIamfacingisthatusingtraditionalhumanresourcemanagementinCEIcan’tmakeemployeessatisfied.ThegoalofmyprojectistouseNINESTAGESTAFFPROJECEtoreduceemployeeturnoverfrom50%to10%.__

1Projecthypothesis:Projecthypothesizedthatthemainreasonofhighstaffturnoverisdiscrepantbetweenpersonalgoalsandcompanymanagementidea,dissatisfactionwithfairpayandpromotionopportunitiesInCEI.Thatleadtomornthan40%employeesleavedthecompany.(accordingtothesurveyinpreamble).Ifwecarryoutourproject,theemployeeswillunderstandthecompanymanagementideapreferably.Weadjustincentivemechanismsothatemployeescanfeelsatisfied.thenthe80%ofpotentialleavingemployeeswilldecidestayinghere.Sowecanlowerthestaffturnoverfrom50%to10%.Insertyourdescriptionafterthepromptsinthespacebelow.FormI:Questionnaire1员工离职调查问卷（Questionnaire）本问卷旨在分析员工离职原因及工作因素，而不影响公司日后对阁下之重新招聘。部门（department）：职位（post）：入职日期(joindate)：离职日期(leavedate)：1、什么因素促使您申请离职（reasons）？□薪资福利salaryandbenefits□晋升机会promotionprospect□工作环境workenvironment□个人目标与公司目标差异TeamGoalsandIndividualObjectives□人际关系relationship□个人因素personalreasons□其他，请说明(others)。2、您认为公司给您现在的职位是否合理？Isitreasonablethathecompanyofferyouposition?□合理的reasonable□不合理的unreasonable原因reasons是：。3、您喜欢您的同事吗？为什么？Areyoulikeyouco-workers?Why?□喜欢□不喜欢原因reasons是：。4、您觉得在公司是否得到公平的对待？哪些方面？DidYoubetreatedfairlyincompany?Whataspects?□得到公平的对待gotfairlytreated□没有得到公平的对待didn’tgotfairlytreated

25、您觉得您的上司和您在工作方面的沟通是否顺利？Didyouthinkthatthecommunicationbetweenyourbossandyouissuccessfully?□非常顺利verysuccessfully□比较顺利successfully□一般general□沟通困难difficultly6、目前的工作环境是否是您所期望的？如果不是，您认为本公司应该怎样来改善工作环境？□是□不是具体是哪些：。7、您认为应该被给予更多的培训吗？□需要□不需要应该提供：□管理方面的□技术方面的□管理和技术方面的8、您觉得您所在部门的士气和氛围是否是您所期望的吗？您所期望的是什么样的？□是□不是您的期望9、您对公司的薪资福利满意吗？□非常满意□比较满意□一般□不满意不满意，您目前的标准是，您期望的标准是。10、公司的相关政策、制度与程序能让您充分了解吗？如果不是，为什么？□能□一般□不能原因是：。11、您觉得促使您离职的哪些原因公司是可以改进的？□薪资福利□晋升□工作环境□工作性质□人际关系□健康因素□其他，请说明：。12、您认为公司应该采取哪些措施能更加有效地吸引和留住人才？13、您选择工作最看重的三样是什么？接见者：部门：职位：日期：

3FormII:TrainingEvaluationForm培训效果评估表TrainingEvaluationForm培训结果调查表—反映层说明：此表是为了评估员工培训工作的效果，进而为我们培训工作的持续改善提供参照，请完整而诚实地回答，并在相应的数字上划圈。评分标准：5=非常同意4=同意3=中立2=不同意1=非常不同意项目名称九段员工项目培训日期举办部门人力资源部培训地点课程目标这个课程目标与我工作的相关54321课程内容达到我的期望程度54321课程设计与安排课程内容组织符合逻辑，易于学习54321课程的程序安排妥当54321课程难易适中5432154321

4课程讲授的时间安排54321培训讲师课前的准备54321专业水平54321讲课亲切度54321课程内容表达54321课程中使用技巧、案例分析的有效54321有机会让学员参加54321学员参与度本人很认真的参与了54321其他学员积极参与了54321您对这次培训的整体评价54321您觉得此次培训最有价值的三点是什么？

5您觉得此次培训最不喜欢的三点是什么？您建议我们以后的同类培训作哪些调整？FormIII:GroupDiscussionrecord小组讨论记录表GroupDiscussionrecord项目名称九段员工项目项目阶段讨论主题时间、地点、参加人员讨论情况记录发现主要问题解决方式FORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestions.Pleasetickinthepropercellandwriteyouroverallcommentsintheboxof“Tutor’sComments”below.

6评价指标AssessmentCriteria评估(Acceptable/Revise)请打勾进行评估（√）合格需修改用了不同的工具来采集数据。Avarietyoftoolsareusedtocollectdata.通过这些表格/工具等可获取充分的数据。Sufficientresultscanbeobtainedbyusingtheseforms.表格中的题项或问题设计严谨，有助于检验项目假设。Theitemsorquestionsintheformsarewell-designedtohelpverifythecredibilityoftheprojecthypothesis.语言正确、准确，无歧义。Eachformisexpressedinclear,accurateandunambiguousEnglish.Tutor’sComments:PartTwoDataPresentation(units6&9)DIRECTIONSFORSTUDENTS:Afterhavingimplementedyourprojectandanalyzedthedatacollected,youarenowaskedtodescribeindetailwhatyouhavefound.Youshoulddescribeyourfindingswiththesupportofnecessarygraphs,charts,tables,etc.ThisimportantpartwilllateronbepresentedinyourBAdegreepaperundertheheadingsuchas“DataPresentation”or“ProjectFindings”.Writeyourtextunderthefollowingblankspaceaccordingtotheaboveareas.

7(Suggestedlength:nofewerthan800words.)Results1ChangesinthenumberofnewcustomerrecruitsandsalesrankingByhavingacomparisonoftheemployeesturnoverintentionlastyearandthisyear,itisobviousthatmoreemployeeswantworkatthecompanyforlongtime.WecouldseefromTable1belowthattheemployeeswantleavingform100downtoafteroneyear.Table1:ResultsComparison(BeforePromotionandAfterPromotion)NumberofemployeeswhowantleavingNumberofemployeeswhoWantstaylong2011.4-51001002012.1-2501502012.2-3302002012.3-4202502012.4-510300FORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestions.Pleasetickinthepropercellandwriteyouroverallcommentsintheboxof“Tutor’sComments”below.评价指标AssessmentCriteria评估(Acceptable/Revise)请打勾进行评估（√）合格需修改简要概括了项目实际实施情况，包括是否调整了原设计方案。Abriefsummaryoftheactualimplementationisgiven,includinganydeviationsfromtheoriginaldesign.

8明确描述数据收集的方法、时间、对象以及数量。Conditionsforcollectingthedataarespecified,includingdates,times,researchsubjectsandquantity.用图表或表格呈现数据，每个图表或表格有编号和标题。Tablesorchartsareusedtocompilethedataandshowtrends.Tablesandchartshavepropertitlesandnumberssothatvariablesareclear.数据描述清楚、呈现方式恰当。Thedataisclearlyandproperlypresented.语言正确、准确，无歧义。Thiswholepartisexpressedinclear,accurateandunambiguousEnglish.Tutor’sComments:PartThreeDiscussionandConclusion(Unit10)DIRECTIONSFORSTUDENTS:BasedonthedatayouhavepresentedinPartTwo,youarenowrequiredtoselectsomesignificantfactsandinterpretthesefindingsinabroadercontext.Insteadofsimplyrestatingyourresults,youshoulddrawinferencesabouttheirimplicationsforbusinessingeneral.ThisimportantpartwilllateronbepresentedinyourBAdegreepaperundertheheadinglike“Discussion”.Writeyourtextunderthefollowingblankspaceaccordingtotheaboveareas.(Suggestedlength:nofewerthan500words.)Discussion

91ResearchSummaryAsalong-termcompany,weneedtohavestableemployees.Willgoodcompetitiveenvironment,allowingemployeestousetheirstrength,atthesametime,thegoalofemployeesandthecompanydevelopmentshouldbesamedirection..“Anorganization'sCoreGroupisthesourceofitsenergy,drive,anddirection.WithoutanenergeticandeffectiveCoreGroup,alleffortstosparkcreativityandenthusiasmsputterout.”AccordingtoArtKleiner（2003）.Throughthesurveywefoundthatourcompany'ssalaryisnotlowerthanitinthesimilarcompanies.Butemployeesturnoverishighinoutcompany,Mostoftheemployeesarenotdissatisfiedforsalary.Theyputforwardthemajorreasonisthatthecompanycan'tprovidefairopportunityaboutpromotionandothers.PersonalvalueandPersonaleffortsdidn’trelateclosely.Herzberg'smotivation-hygienetheoryandDual-FactorTheorytoldustherearecertainfactorsintheworkplacethatcausejobsatisfaction,whileaseparatesetoffactorscausedissatisfaction.2DirectionsforFurtherResearchOverall,theresultsofmyresearchsupportedmyhypothes.Ourprojectsetupagroupofscientificpostevaluationmechanism,setupstandardofworkoneverypost,setupassessmentsystemandsetupatrainingplan,establishthecoreemployeesgroup,thecoreteamconstructionactivities.Theprojectachievedagoodresult:increasedemployeesatisfaction,reducedstaffturnover,thecoreteamhadbeenformed.Ofcourse,TheNINESTAGESTAFFPROJECThavenotlongtimehistory.Thecoregroupinoutcompanyarenotstabilityenough.Theemployeesneedsaredifferent.Weshouldadjustprocesswhenemployeesneed.Weshouldinsistonemployeestrainingisforthelongterm.ConclusionThroughthisproject,wefoundthatthetraditionalstaffmanagementisnotsuitableformoderncompanyandhighknowledgeworkers.Weneedtointroducingthemost

10advancedhumanresourcesmanagementtokeepcompetitionadvantage.Thecurrententerprisecompetitionishumanresourcescompetition.Tokeephighintellectualhumanresourcesstayoutcompany,wemustunderstandtheirneeds.Wecan'tmakesimpleandroughmanagement.ThroughproceedingNSSP,theCoreGrouphadbeenalreadyestablished.theCoreGroupisthegenuineheartoftheorganization.OnceyouunderstandtheCoreGroupnatureoforganizations,thenyoucanunderstandhowtonavigateandinfluencethoseorganizations.Now,wehavesomethingtodo,forexample,howtoimplementthetraininglong-termdown,andhowtoimplementtheemployeeseliminated,etc.HumanresourcesmanagementwillbringgreatbenefittothecompanyFORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestions.Pleasetickinthepropercellandwriteyouroverallcommentsintheboxof“Tutor’sComments”below.评价指标AssessmentCriteria评估(Acceptable/Revise)请打勾进行评估（√）合格需修改从与项目假设最相关的事实/变化入手，对显著现象进行讨论。Significantfactshavebeenselectedfordiscussion,startingwiththosemostrelevanttothehypothesis.数据分析与讨论充分得当。Thedataisproperlyanalyzedanddiscussed.

11明确阐述了数据与项目目标和假设的关系。Themeaningofthedatainrelationtotheoriginalobjectiveandhypothesisismadeclear.阐述了结论，比如项目结果是否证明假设成立。Finalconclusions,suchaswhetherthefindingssupportthehypothesis,arestated.说明了项目调研结果以及项目意义。Thesignificanceoftheresultsandtheprojecthasbeenexplained.包含了对项目局限性的说明和/或未来更深入的调研计划。Anylimitationsanddirectionsforfutureresearchhavebeendiscussed.结论不少于300字。Theconclusioncontainsnofewerthan300words.语言正确、准确，无歧义。Thispartisexpressedinclear,accurateandunambiguouslanguage.Tutor’sComments:PartFourAbstracts(units7&8)DIRECTIONSFORSTUDENTS:YourBAdegreepaperneedstwoabstracts,oneinChineseandasecondinEnglish.TheChineseabstractshouldhavebetween500and800words,andtheEnglishabstractabout300words.Althoughthetwoabstractsdifferinlength,theircontentisaboutthesame.Theabstractshouldconciselydescribe:

12ltheprojectbackground,problemstatement,problemanalysis,objective(s),hypothesis,researchsubjects,keycontents,implementationperiod,keymethod(s),mainresultsandsignificance.Insertyourdescriptionafterthepromptsinthespacebelow.摘要（中文）CEI公司是一家有着15年历史的中外合资公司。主要从事国际教育、教育服务与培训等业务的新兴公司。是有400名员工的中型企业。该公司有一定资金实力，主要投资者负责公司全面管理。CEI公司是一家典型成长期的公司。在规模扩大以后，虽然该公司薪金待遇在同行业中中等偏上，但人员流动仍然非常大。特别是一些资深员工、高层员工不满绩效考评不透明，晋升机制无章可循，完全是老板个人意志决定一切的现状。原有的考核机制令员工之间充满敌对，不能形成很好的团队凝聚力。个人的工作价值不能完全从工作中体现出来，工作的目标是为讨好老板个人还是服务公司目标不是很明确。在这种情况下职员无法将自己的人生规划与公司发展战略统一起来。企业的竞争是市场的竞争，是技术的竞争。但归根结底是人才的竞争。在此前提下，本论文设计了九段员工项目，力求要建立一组科学的岗位考评机制，每一个岗位都有自己的可测量的工作标准，根据完成情况进行员工评价，评价与晋升及待遇直接挂钩。这样就解决了考核体系不透明，不公正的问题。该项目还要设立培训方案，内容包括将公司远期、中期、近期经营规划与理念传达给每一个员工，明确每一岗位对公司规划的意义，公司实现目标能给员工带来的价值回报；组织团队活动，培养员工团队意识、协作精神等。本论文前期通过员工离职原因问卷调查、在职员工培训需求调查、老板访谈、PEST、SWOT分析法等研究方法找出公司存在的主要问题，公司人力资源管理的目标方向。中期在项目实施过程中通过培训日志、每周例会等形式来检查和保证设计内容得到及时调整和如期完成。后期通过九段员工项目后的员工满意度调查等方式掌握项目实施效果。经过前期务实的调查分析和科学合理的方案设计，并经过中期严格按照计划实施项目，切实可行的监测调控，本论文设计的九段员工计划取得了良好的效果，公司有了非常透明的人力资源管理机制，员工团队意识不断加强，满意度大大提高。科学的人力资源管理将极大节约公司用人成本，提高人力资源利用效率，特别对公司长远发展有重要意义。关键词：九段员工；中型企业；人力资源管理Abstract(English)CEIisaChinese-ForeignJointVentureswithahistoryof15years.Itengageininternationaleducationcooperationproject,theeducationserviceandeducationtrainingetc.Therearemorethan400peopleinCEI.Staffturnover,becamemoreseriousinrecentyears.Thecompanyhascertainfinancialstrength,themaininvestors

13responsibleforoverallmanagementofthecompany.CEIcompanyisatypicalgrowthofthecompany.Althoughthecompanysalaryisabove-average,butstillveryhighturnover.Especiallysomeseniorstaffdidn’tfeelsatisfaction,employeesfelldissatisfactionwithfairpayandpromotionopportunitiesTheenterprise’scompetitiveismarketcompetition,technologycompetition,Butinthefinally,itishumanresourcescompetition.ThispaperdesignedtheNINESTAGESTAFFPROJECT.Wewantstrivetosetupagroupofscientificpostevaluationmechanism,Thereisstandardofworkoneverypost.Thisprojectwouldsolvetheassessmentsystemproblem.Theprojectwillsetupatrainingplan.Thispapeestablishedthecompany'shumanresourcesmanagementgoaldirection,basedonthequestionnairesurveyofstaffthereasonsforleaving,investigationofon-the-jobtrainingrequirement,thebossinterviews,PEST,SWOTanalysisandothers.Inthemiddleprocessofprojectimplementation,wemadetraininglog,weeklymeetingssothatwecancheckandensuretheproject.Bythelateperiodoftheproject,wemadeemployeesatisfactionsurvey.Throughthetheanalysisoftheinvestigation,scientificandreasonabledesign,andmonitoringcontrol,Theprojectobtainedgoodeffect:theCEIhavehadaverytransparenthumanresourcesmanagementmechanism,theemployeesaresatisfactionaftertheproject.Scientifichumanresourcemanagementwillgreatlytosavethecompanyemployingcostandimprovetheefficiencyintheuseofhumanresources.Andtheprojectisbeneficialtorthecompanylong-termdevelopment.Keywords:NINESTAGESTAFF;Mediumenterprises;HumanresourcesmanagementFORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestions.Pleasetickinthepropercellandwriteyouroverallcommentsintheboxof“Tutor’sComments”below.评价指标AssessmentCriteria评估(Acceptable/Revise)请打勾进行评估（√）合格需修改介绍了项目背景。Theprojectbackgroundisintroduced.明确并简要分析了项目问题。Aspecificproblemisidentifiedandconciselyanalyzed.阐述了项目目标及假设。Theprojectobjectiveandhypothesisarestated.介绍了具体的项目实施时间。Aspecificimplementationperiodisgiven.

14简要说明了调研对象及调研的主要内容。Theresearchsubjectandkeycontentarebrieflyintroduced.描述了主要调研方法。Thekeymethod(s)isdescribed.简要说明了主要结果及意义。Themainresultsandsignificanceareconciselypresented.附有3至5个关键词,以分号“；”分隔。Theabstractisfollowedbybetween3and5keywords，separatedfromeachotherbysemi-colon“；”.语言正确、准确，无歧义。Theabstractisexpressedinclear,accurateandunambiguouslanguage.Tutor’sComments:PartFiveIntroduction(Unit7>Activity3)DIRECTIONSFORSTUDENTS:WritetheIntroductionofyourBAdegreepaperunderthefollowingblankspace.TheIntroductionshouldincludeinformationon:theprojectbackground,problemstatement,problemanalysis,rationaleorcitedreferences,objective(s),hypothesis,researchsubjects,keycontents,andexpectedresults.Introduction.CEIisaChinese-ForeignJointVentureswithahistoryof15years.Itengageininternationaleducationcooperationproject,theeducationserviceandeducationtrainingetc.Therearemorethan400peopleinCEI.Staffturnover,becamemoreseriousinrecentyears.Inordertoreduceemployeesseparationrate,IdesignedtheNINESTAGESTAFFPROJECT.Inthisproject,wesetupagroupofscientificpostevaluationmechanism,

15setupstandardofworkoneverypost,setupassessmentsystemandsetupatrainingplan.Thisprojectbasedonthequestionnairesurveyofstaffthereasonsforleaving,investigationofon-the-jobtrainingrequirement,thebossinterviews,PEST,SWOTanalysisandothers.TheprojectrationalecompriseconsistofEmployeeTrainingtheoryinbook“HumanResourceManagementPractices”wrotebyWangLIjing,Herzberg'sTheTwo-factortheoryandMcClelland'sNeedTheory.Ittookfourteenweeksandcost63,000yuantoimplementtheproject.Inordertomonitorandevaluateoftheproject,wemadetraininglog,weeklymeetingsinthemiddleprocessofprojectimplementation,wemadeemployeesatisfactionsurvey,bythelateperiodoftheproject.Throughthetheanalysisoftheinvestigation,scientificandreasonabledesign,andmonitoringcontrol,Theprojectobtainedgoodeffect:theCEIhavehadaverytransparenthumanresourcesmanagementmechanism,theemployeesaresatisfactionaftertheproject.ThestaffturnoverofCEIloweredfrom50%to10%.FORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestions.Pleasetickinthepropercellandwriteyouroverallcommentsintheboxof“Tutor’sComments”below.评价指标AssessmentCriteria评估(Acceptable/Revise)请打勾进行评估（√）合格需修改

16明确了作者在项目中的角色。Theroleofthewriterinthisprojectisclarified.描述了现状，明确了问题，说明了项目的意义。Theintroductionexplainsthecurrentsituation,definestheproblemclearlyandshowswhytheresearchissignificant.阐述了项目目标及假设。Theprojectobjectiveandhypothesisarestated.简要介绍了调研对象及调研的主要内容。Theresearchsubjectsandkeycontentarebrieflyintroduced.项目理论阐述清楚，说明了研究项目的理论基础及研究方法。Therationaleclearlysupportsthespecificconceptualtheoriesandmethodologythatunderlietheresearchproject.适当地介绍并讨论了所引用文献，陈述了引用文献与假设的相关性。Allcitedreferencesareproperlyintroducedanddiscussed.Clearconnectionsaremadebetweencitedreferencesandthehypothesis.预示了研究项目的结果及显著发现。Expectedresultsandsignificantfindingsoftheresearchprojectarepredicted.语言正确、准确，无歧义。TheIntroductionisexpressedinclear,accurateandunambiguouslanguage.Tutor’sComments:

17PartSixBAdegreepaper(draft)DIRECTIONSFORSTUDENTS:NowthatyouhavecompletedeachandeverycomponentoftheBAdegreepaper,arrangethemintheproperorderstartingfromthepreliminaries(CoverPage,Abstracts,TableofContents,etc.),throughthebody(Introduction,Rationale,DataDescription,etc.)andtoBibliographyandAppendix.DownloadthetemplatefortheBAdegreepaperfromthelearningplatformandpasteyourpaperontoit.(Suggestedlength:4000-6000words.)UsingTheNineStageStaffProjecttoImproveCEIManagement九段员工项目提高人力资源管理的水平SubmittedbyZhouJianxiaStudentIDnumber091011010231

18SupervisedbyLiuMinyueApapersubmittedinpartialfulfillmentoftherequirementsofthedegreeofBachelorofArtsTheInstituteofOnlineEducationBeijingForeignStudiesUniversity

19北京外国语大学网络教育学院学士学位论文诚信声明本人郑重声明：所呈交的学士学位论文，是本人在导师的指导下，独立进行研究工作所取得的成果。论文所涉及的项目为本人亲自负责或者参与实施的项目。除文中已经注明引用的内容外，本论文不含任何其他个人或集体已经发表或撰写过的作品成果。本人完全了解本声明的法律结果由本人承担。学士学位论文作者签名：日期：年月日

20摘要CEI公司是一家有着15年历史的中外合资公司。主要从事国际教育、教育服务与培训等业务的新兴公司。是有400名员工的中型企业。该公司有一定资金实力，主要投资者负责公司全面管理。CEI公司是一家典型成长期的公司。在规模扩大以后，虽然该公司薪金待遇在同行业中中等偏上，但人员流动仍然非常大。特别是一些资深员工、高层员工不满绩效考评不透明，晋升机制无章可循，完全是老板个人意志决定一切的现状。原有的考核机制令员工之间充满敌对，不能形成很好的团队凝聚力。个人的工作价值不能完全从工作中体现出来，工作的目标是为讨好老板个人还是服务公司目标不是很明确。在这种情况下职员无法将自己的人生规划与公司发展战略统一起来。企业的竞争是市场的竞争，是技术的竞争。但归根结底是人才的竞争。在此前提下，本论文设计了九段员工项目，力求要建立一组科学的岗位考评机制，每一个岗位都有自己的可测量的工作标准，根据完成情况进行员工评价，评价与晋升及待遇直接挂钩。这样就解决了考核体系不透明，不公正的问题。该项目还要设立培训方案，内容包括将公司远期、中期、近期经营规划与理念传达给每一个员工，明确每一岗位对公司规划的意义，公司实现目标能给员工带来的价值回报；组织团队活动，培养员工团队意识、协作精神；建设核心团队，以核心团队影响其他员工等。本论文前期通过员工离职原因问卷调查、在职员工培训需求调查、老板访谈、PEST、SWOT分析法等研究方法找出公司存在的主要问题，公司人力资源管理的目标方向。中期在项目实施过程中通过培训日志、每周例会等形式来检查和保证设计内容得到及时调整和如期完成。后期通过九段员工项目后的员工满意度调查等方式掌握项目实施效果。经过前期务实的调查分析和科学合理的方案设计，并经过中期严格按照计划实施项目，切实可行的监测调控，本论文设计的九段员工计划取得了良好的效果，公司有了非常透明的人力资源管理机制，员工团队意识不断加强，满意度大大提高。科学的人力资源管理将极大节约公司用人成本，提高人力资源利用效率，特别对公司长远发展有重要意义。关键词：九段员工；中型企业；人力资源管理

21AbstractCEIisaChinese-ForeignJointVentureswithahistoryof15years.Itengageininternationaleducationcooperationproject,theeducationserviceandeducationtrainingetc.Therearemorethan400peopleinCEI.Staffturnover,becamemoreseriousinrecentyears.Thecompanyhascertainfinancialstrength,themaininvestorsresponsibleforoverallmanagementofthecompany.CEIcompanyisatypicalgrowthofthecompany.Althoughthecompanysalaryisabove-average,butstillveryhighturnover.Especiallysomeseniorstaffdidn’tfeelsatisfaction,employeesfelldissatisfactionwithfairpayandpromotionopportunitiesTheenterprise’scompetitiveismarketcompetition,technologycompetition,Butinthefinally,itishumanresourcescompetition.ThispaperdesignedtheNINESTAGESTAFFPROJECT.Wewantstrivetosetupagroupofscientificpostevaluationmechanism,Thereisstandardofworkoneverypost.Thisprojectwouldsolvetheassessmentsystemproblem.Theprojectwillsetupatrainingplan.Thispapeestablishedthecompany'shumanresourcesmanagementgoaldirection,basedonthequestionnairesurveyofstaffthereasonsforleaving,investigationofon-the-jobtrainingrequirement,thebossinterviews,PEST,SWOTanalysisandothers.Inthemiddleprocessofprojectimplementation,wemadetraininglog,weeklymeetingssothatwecancheckandensuretheproject.Bythelateperiodoftheproject,wemadeemployeesatisfactionsurvey.Throughthetheanalysisoftheinvestigation,scientificandreasonabledesign,andmonitoringcontrol,Theprojectobtainedgoodeffect:theCEIhavehadaverytransparenthumanresourcesmanagementmechanism,theemployeesaresatisfactionaftertheproject.Scientifichumanresourcemanagementwillgreatlytosavethecompanyemployingcostandimprovetheefficiencyintheuseofhumanresources.Andtheprojectisbeneficialtorthecompanylong-termdevelopment.Keywords:NINESTAGESTAFF;Mediumenterprises;Humanresourcesmanagement

22TableofContentsPages1.ProjectIntroduction12.ProjectProblemIdentificationandAnalysis22.1Projectproblem22.2CEIProblemAnalysis32.2.1SituationAnalysis32.2.2.Needsandwantsanalysis42.2.3.SWOTProfile43.ProjectObjectiveandHypothesis53.1ProjectGoalandObjective53.2Projecthypothesis54.ProjectRationale65.ProjectDesign75.1Activitieswithtime-scale75.2Peopleinvolvedandresponsibilities85.3Costing85.4.Risksanalysis85.5SolutionsandPreventiveMeasures95.6MonitoringandEvaluationoftheproject95.6.1Monitoringtheproject95.6.2Evaluationtheproject96.ProjectImplementation106.16.26.3

237.ResultsandDiscussion107.1Results107.2Discussion107.2.1ResearchSummary107.2.2DirectionsforFurtherResearch118.Conclusion11Bibliography12AppendixI.13AppendixII.15AppendixIII.16

24UsingTheNineStageStaffProjecttoImproveCEIManagement1.IntroductionCEIisaChinese-ForeignJointVentureswithahistoryof15years.Itengageininternationaleducationcooperationproject,theeducationserviceandeducationtrainingetc.Therearemorethan400peopleinCEI.Staffturnover,becamemoreseriousinrecentyears.Inordertoreduceemployeesseparationrate,TheauthordesignedtheNINESTAGESTAFFPROJECT.Inthisproject,HRdepartmentsetupagroupofscientificpostevaluationmechanism,setupstandardofworkoneverypost,setupassessmentsystemandsetupatrainingplan,establishthecoreemployeesgroup..Thisprojectbasedonthequestionnairesurveyofstaffthereasonsforleaving,investigationofon-the-jobtrainingrequirement,thebossinterviews,PEST,SWOTanalysisandothers.TheprojectrationalecompriseconsistofEmployeeTrainingtheoryinbook“HumanResourceManagementPractices”wrotebyWangLIjing,Herzberg'sTheTwo-factortheoryandMcClelland'sNeedTheoryandArt’sCoreGroupTheory.Ittookfourteenweeksandcost63,000yuantoimplementtheproject.Inordertomonitorandevaluateoftheproject,Theauthormadetraininglog,weeklymeetingsinthemiddleprocessofprojectimplementation,wemadeemployeesatisfactionsurvey,bythelateperiodoftheproject.Throughthetheanalysisoftheinvestigation,scientificandreasonabledesign,andmonitoringcontrol,Theprojectobtainedgoodeffect:theCEIhavehadavery

25transparenthumanresourcesmanagementmechanism,theemployeesaresatisfactionaftertheproject.ThestaffturnoverofCEIloweredfrom50%to10%.2.ProblemIdentificationandAnalysis2.1DescriptionofProjectProblemCEIisaChinese-ForeignJointVentureswithahistoryof15years.Itwasestablishedin1996inMelbourne,AustraliaandenteredChinain1998,Itengageininternationaleducationcooperationproject,theeducationserviceandeducationtrainingetc.Therearemorethan400peopleinCEI.Staffturnover,becamemoreseriousinrecentyears,theseniorandbackboneemployeeslosingmorethan50%.Highturnoverisharmfultoacompany'sproductivity.Whyemployeesleavedtheirjob?PersonnelDepartmenthavemadeasurvey.Thissurveyanalyzedletrespondentsindicatewhytheywereleavingthiscompanysuggestingoptionssuchasworkingconditions,pay,promotionopportunities,joblocationandfamily-relatedreasons.Asitturnedout,30%ofemployeesleavingbecauseofthatpersonalgoalsandcompanymanagementideaarediscrepant,morethan50%oftheemployeesleavingbecauseofdissatisfactionwithfairpayandpromotionopportunities.8%oftheemployeesleavingbecauseofpersonalreasons.10%oftheemployeesdidn’tanswer.TheauthorisCEICompany’svicePresident.Asamemberofthemanagementcommittee,shemadeaprojecttoremakeCEIcompanyhumanresourcemanagementsystem.ThisprojectiscalledNINESTAGESTAFFPROJECT(九段员工项目).Itcanstrengthentheteamspiritandimprovehumanresourcesmanagement.2.2CEIProblemAnalysis

262.2.1SituationAnalysisIn2010,CEIsettedupfourdepartment:InternationalEducation,InternationalProjects,Administration,andTechnicalDepartment.Totalnumberofemployeesare120In2010,thehumanresourcesdepartmentwasstructured:educationbackgroundnumberofpeopleratiodemissionjuniorcollege1512.5%7BA7965.8%51Master2621.7%10total12068StaffMobilitywasmorethan50%.Alargenumberofnewemployeesjoinedthecompany.theyneedenterprisetraining.Thenewtermleadtopressure-increasing,business-slowing,andincome-decreasing.lPhysicalresourcesEachdepartmentpositionwasarrangedsocompactsothatapersonwasresponsibleformultipleprojects.Materialrequirementswerenervous.Especiallyitwastheinternationaleducationprojectthatneededapprovalofmaterialpurchasingwithalongcycle.Materialswerenotenoughcausedgreatdifficulties.lHumanresources1)Humanresourcemanagementsystemwasnotclear.Responsibilitywasnotclearcausethatmanyworkdivisionoflaborwasnotclearandinfluencedeachother;2)Performanceandsalarystandardwerenotuniform.Itwasappeardifferentsalaryinsimilarpositionsothatpeopleresented;3)Businessprocesswasnotclearsoastocooperationbetweenemergedtheobstructed,andlowproductivity.lFinancialresourcesIncentivemechanismwasnotappropriate.Staffenthusiasmwasnothigh.lPESTanalysis1)Politicalfactors:TheStateencouragesChinese-foreigncooperationinrunningschoolsinthefieldofhighereducationandvocationaleducation,andencourages

27Chineseinstitutionsofhigherlearningtocooperatewithrenownedforeigninstitutionsofhigherlearninginrunningschools.2)Economicfactors:Now,studyingabroadhasbecomeoneofthehoteducationconsumption.Aroundone'sownexpensesstudyabroad,Chinahasformedconsultativeorganizations,internationaleducationexhibitionservicepromotion,ThereisalargeforeigneducationconsumermarketinChinaForexample,in2003,thereare125000peoplegoabroadtostudy,includingZiFeiShengfor117500,accountingfor93%,which80%ofpeopleisthroughtheintermediarycompany.3)Socialfactors:People'ssocialideaismoreopenthanbefore.Peoplehopetoreceiveforeigngoodeducation.4)Technologicalfactors:ThedevelopmentofInternettechnologymakeiteasierforpeopletogetinformationofabroudPeoplecanreceiveforeigneducationresourcesinthedomestic.2.2.2.NeedsandwantsanalysisInordertoknowtheneedsandwantsofthecompany,Imadeasurvey.FromthesurveyIfindthat30%employeeswanttounderstandcompany’soperationprinciple,30%employeeswanttoimprovetheircommunicationskills,30%employeeswanttoincreasecoordinatedability,10%employeeswanttogetmoreincome.ThemanagersthinkthatIncentivemechanismisveryimportant,hopeemployeescanunderstandtheincentivemechanismthroughtheninestagestaffproject.Thebosshopeemployeeshaveloyalty.Herequirethatwemustincreasestaff’steamspiritandconsistentwiththeoperationprinciple.2.2.3.SWOTProfile

28StrengthslTheNineStageStaffProjectalreadyappliedinmanycompany,soitisamatureproject.lTherearemorethan400employeesinCEI.Theemployessallhavehighdegreeofculture,theycanacceptthisprojecteasy.WeaknesseslTherearenoenoughprofessionaltrainersinCEI,wemusthiresometeathers.lThereisnoenoughofficeinCEI,sowemustrentplaceforthisproject.OpportunitieslForeigneducationconsumermarketisincreasingveryfast.Thereareenoughhumanresources.lBilateralandmultilateraleducationcooperationandexchangeshavebeenonsteadygrowth.Manyinvestorsarewillingtoinvesteducationcareer.Thisprojectcanseekfinancialsupportfrominvestors.ThreatslThenewpoststandardwillhaveimpactonthesenioremployees.lIfwecannotguaranteethatdoscientificclassificationateverylevel,senioremployeeswillopposetheninestagestaffproject.WeconcludethattheNineStageStaffProjectfitsCEI.TheNineStageStaffProjectisavailtoCEIstrategicgoal.3.ProjectObjectiveandHypothesis3.1ProjectGoalandObjectiveTheproblemIamfacingisthatusingtraditionalhumanresourcemanagementinCEIcan’tmakeemployeessatisfied.ThegoalofmyprojectistouseNINESTAGESTAFFPROJECEtoreduceemployeeturnoverfrom50%to10%.3.2ProjectHypothesis

29Projecthypothesizedthatthemainreasonofhighstaffturnoverisdiscrepantbetweenpersonalgoalsandcompanymanagementidea,dissatisfactionwithfairpayandpromotionopportunitiesInCEI.Thatleadtomornthan40%employeesleavedthecompany.(accordingtothesurveyinpreamble).Ifwecarryoutourproject,theemployeeswillunderstandthecompanymanagementideapreferably.Weadjustincentivemechanismsothatemployeescanfeelsatisfied.thenthe80%ofpotentialleavingemployeeswilldecidestayhere.Sowecanlowerthestaffturnoverfrom50%to10%.4.ProjectRationaleTheprojectgoalistoreduceemployeesseparationratethroughtheninestagestaffproject.Inordertoreachtheprojectobjective,Iconsultedsomerelevantliteraturesaboutthisproject.InthebookofHumanResourceManagementPractices(2009),ProfessorWangLijingconsiderthatemployeetrainingwillimprovethestaffpromotionopportunity,employeeswanttostayinthecompanywhichprovideopportunitiesforadvancement.TheTwo-factortheory(alsoknownasHerzberg'smotivation-hygienetheoryandDual-FactorTheory)statesthattherearecertainfactorsintheworkplacethatcausejobsatisfaction,whileaseparatesetoffactorscausedissatisfaction.ItwasdevelopedbyFrederickHerzberg,apsychologist,whotheorizedthatjobsatisfactionandjobdissatisfactionactindependentlyofeachother.Two-factortheoryfundamentals:AttitudesandtheirconnectionwithindustrialmentalhealtharerelatedtoMaslow'stheoryofmotivation.Hisfindingshavehadaconsiderabletheoretical,aswellasa

30practical,influenceonattitudestowardadministration.InNINESTAGESTAFFPROJECTwewillprovidemoreclearmult-incentivesystem.McClelland'sNeedTheory,createdbyapsychologistDavidMcClelland,isamotivationalmodelthatattemptstoexplainhowtheneedsforachievement,powerandaffiliationaffecttheactionsofpeoplefromamanagerialcontext.InNINESTAGESTAFFPROJECTteamdevelopmenttrainingcanstrengththeaffiliation.Coregrouptheory,createdbybyArtKleiner.CoreGroupsaren'tbadinthemselves;everyorganizationhasthem.ThetrickisfindingtheorganizationswithgreatCoreGroups,changingtheonesthatcanbechanged,andavoidingthedysfunctionalones.FindingyourwayinaCoreGroup-drivenworldisthesubjectofhistheory.5.ProjectDesign5.1Activitieswithtime-scaleItwilltakefourteenweekstoimplementmyproject.Bytheendofweek1:EstablishingprojectimplementationteamBytheendofweek2:Investigatingemployeesandjobseekersearchingneedsofstaff.Bytheendofweek3:InvestigatingothercompaniesaskingforcompetitiveadvantageBytheendofweek4PoststandardsetingBytheendofweek5DesigningTrainingcourseBytheendofweek6Signingcontractwiththetrainingcompanyortrainingteacher,makingsurethetrainingplacesandmakingthetrainingplan.week7toweek13

31ProceedNINESTAGESTAFFPROJECTtraining.Bytheendofweek14Appraisingstaffturnover.5.2PeopleinvolvedandresponsibilitiesMr.Charles,CEOofCEI.Heisresponsiblefortotalarrangementinthisproject.Mr.Michael,managerofHRDepartment.Heisresponsibleforprojectmanagementinthisproject.ZhouJianxia,managerofInternationaleducationDepartment.Sheisresponsiblemakepartofthedocumentandparticipateinreview.5.3.CostingFourkindsofcostsshouldbeconsideredandtheyare:MaterialsRMB:20,000MeetingsRMB:2,000TransportationRMB:2,000OfficesuppliesRMB:5,000ExpertsfeeRMB:4,000OvertimeRMB:30,000TOTALCOST63,0005.4.RisksanalysisBeforeputtingtheplanintopractice,Ifindthatthefollowingproblemsmightaffectthesuccessfulcompletionoftheproject.Theserisksgenerallyfallintotwocategories.a)RiskoftrainersWhilewewillchoosethebesttrainers,buttheprojectisnew.Ifthetrainerscouldn’t

32understandourcompanyculture,thetrainingwillnotreachthegoals.b)RiskofTimeBecausetheemployeesinCEIareverybusyforwork.Wewillproceedtheprojectafterwork.Iftheotherworkcouldn’tbefinishontime.Theprojectwillbedelay.5.5.SolutionsandPreventiveMeasuresInordertopreventtheseformhappening,wecan:lStrengthencommunicationwithtrainer.Ifemployeesfeelunsatisfied,adjustingtheplanontime.lArrangeingtheworkplanreasonable.Wecanmaketrainingatweekendwhennecessary.5.6.MonitoringandEvaluationoftheproject5.6.1Monitoringtheproject●EstablishProjectdirectorsystem:Projectdirectormonitoringtheproject’sStateOfPlay.●Establishjournalsystem:Projectimplementationdirectorshouldmakelogeverydayafterwork.●Establishweeklymeetingsystem:Alldirector,trainerandemployeesshoulddiscusstheprojectachievementorinsufficienteveryweek.Thendirectorformweeklyreport.5.6.2EvaluationtheprojectAftermanageandcontroltheproject,formweeklyreport.Fromthosereportwecanevaluationtheprocessoftheproject.AftertheprojectwetakeaQuestionnaireSurveytoevaluationthedegreeofsatisfactionoftheemployees.Wewillinvestigatethestaffturnoveraftertheprojectand

33compareitwithwhichbeforetheproject.…6.ProjectImplementation6.1…7.ResultsandDiscussion7.1ResultsChangesinthenumberofnewcustomerrecruitsandsalesrankingByhavingacomparisonoftheemployeesturnoverintentionlastyearandthisyear,itisobviousthatmoreemployeeswantworkatthecompanyforlongtime.WecouldseefromTable1belowthattheemployeeswantleavingform100downtoafteroneyear.Table1:ResultsComparison(BeforePromotionandAfterPromotion)NumberofemployeeswhowantleavingNumberofemployeeswhoWantstaylong2011.4-51001002012.1-2501502012.2-3302002012.3-4202502012.4-5103007.2Discussion7.2.1ResearchSummaryAsalong-termcompany,weneedtohavestableemployees.Willgoodcompetitiveenvironment,allowingemployeestousetheirstrength,atthesametime,thegoalofemployeesandthecompanydevelopmentshouldbesamedirection..“Anorganization'sCoreGroupisthesourceofitsenergy,drive,anddirection.WithoutanenergeticandeffectiveCoreGroup,alleffortstosparkcreativityandenthusiasmsputterout.”AccordingtoArtKleiner（2003）.

34Throughthesurveywefoundthatourcompany'ssalaryisnotlowerthanitinthesimilarcompanies.Butemployeesturnoverishighinoutcompany,Mostoftheemployeesarenotdissatisfiedforsalary.Theyputforwardthemajorreasonisthatthecompanycan'tprovidefairopportunityaboutpromotionandothers.PersonalvalueandPersonaleffortsdidn’trelateclosely.Herzberg'smotivation-hygienetheoryandDual-FactorTheorytoldustherearecertainfactorsintheworkplacethatcausejobsatisfaction,whileaseparatesetoffactorscausedissatisfaction.7.2.2DirectionsforFurtherResearchOverall,theresultsofmyresearchsupportedmyhypothes.Ourprojectsetupagroupofscientificpostevaluationmechanism,setupstandardofworkoneverypost,setupassessmentsystemandsetupatrainingplan,establishthecoreemployeesgroup,thecoreteamconstructionactivities.Theprojectachievedagoodresult:increasedemployeesatisfaction,reducedstaffturnover,thecoreteamhadbeenformed.Ofcourse,TheNINESTAGESTAFFPROJECThavenotlongtimehistory.Thecoregroupinoutcompanyarenotstabilityenough.Theemployeesneedsaredifferent.Weshouldadjustprocesswhenemployeesneed.Weshouldinsistonemployeestrainingisforthelongterm.…8.ConclusionConclusionThroughthisproject,wefoundthatthetraditionalstaffmanagementisnotsuitableformoderncompanyandhighknowledgeworkers.Weneedtointroducingthemostadvancedhumanresourcesmanagementtokeepcompetitionadvantage.Thecurrententerprisecompetitionishumanresourcescompetition.Tokeephighintellectualhumanresourcesstayoutcompany,wemustunderstandtheirneeds.Wecan'tmakesimpleandroughmanagement.ThroughproceedingNSSP,theCoreGrouphadbeenalreadyestablished.theCoreGroupisthegenuineheartoftheorganization.OnceyouunderstandtheCoreGroup

35natureoforganizations,thenyoucanunderstandhowtonavigateandinfluencethoseorganizations.Now,wehavesomethingtodo,forexample,howtoimplementthetraininglong-termdown,andhowtoimplementtheemployeeseliminated,etc.Humanresourcesmanagementwillbringgreatbenefittothecompany

36Bibliography1.Wang,Lijing(2009).HumanResourceManagementPractices.Beijing:ChinaLightindustryPress.2.ChristopherR.Thomas(2005).Managerialeconomics.Beijing:ChinaMachinePress.3.MunLeongLiew(2001).BuildingPeople.Beijing:OhnWiley&SonsInc4.Hbsp(2003).HiringanEmployee.Boston:HarvardBusinessSchoolPress.5.Herzberg,F.(1968)."Onemoretime:howdoyoumotivateemployees?".HarvardBusinessReview46(1)6.ArtKleiner.（2003）."Whoreallymatters:Thecoregrouptheoryofpower，privilegeandsuccess".NicholasBrealeyBooks.

37AppendixI.员工离职调查问卷（Questionnaire）本问卷旨在分析员工离职原因及工作因素，而不影响公司日后对阁下之重新招聘。部门（department）：职位（post）：入职日期(joindate)：离职日期(leavedate)：1、什么因素促使您申请离职（reasons）？□薪资福利salaryandbenefits□晋升机会promotionprospect□工作环境workenvironment□个人目标与公司目标差异TeamGoalsandIndividualObjectives□人际关系relationship□个人因素personalreasons□其他，请说明(others)。2、您认为公司给您现在的职位是否合理？Isitreasonablethathecompanyofferyouposition?□合理的reasonable□不合理的unreasonable原因reasons是：。3、您喜欢您的同事吗？为什么？Areyoulikeyouco-workers?Why?□喜欢□不喜欢原因reasons是：。4、您觉得在公司是否得到公平的对待？哪些方面？DidYoubetreatedfairlyincompany?Whataspects?□得到公平的对待gotfairlytreated□没有得到公平的对待didn’tgotfairlytreated5、您觉得您的上司和您在工作方面的沟通是否顺利？Didyouthinkthatthecommunicationbetweenyourbossandyouissuccessfully?□非常顺利verysuccessfully□比较顺利successfully□一般general□沟通困难difficultly6、目前的工作环境是否是您所期望的？如果不是，您认为本公司应该怎样来改善工作环境？□是□不是具体是哪些：。7、您认为应该被给予更多的培训吗？□需要□不需要应该提供：□管理方面的□技术方面的□管理和技术方面的8、您觉得您所在部门的士气和氛围是否是您所期望的吗？您所期望的是什么样的？□是□不是

38您的期望9、您对公司的薪资福利满意吗？□非常满意□比较满意□一般□不满意不满意，您目前的标准是，您期望的标准是。10、公司的相关政策、制度与程序能让您充分了解吗？如果不是，为什么？□能□一般□不能原因是：。11、您觉得促使您离职的哪些原因公司是可以改进的？□薪资福利□晋升□工作环境□工作性质□人际关系□健康因素□其他，请说明：。12、您认为公司应该采取哪些措施能更加有效地吸引和留住人才？13、您选择工作最看重的三样是什么？接见者：部门：职位：日期：

39AppendixII.培训效果评估表TrainingEvaluationForm培训结果调查表—反映层说明：此表是为了评估员工培训工作的效果，进而为我们培训工作的持续改善提供参照，请完整而诚实地回答，并在相应的数字上划圈。评分标准：5=非常同意4=同意3=中立2=不同意1=非常不同意项目名称九段员工项目培训日期举办部门人力资源部培训地点课程目标这个课程目标与我工作的相关54321课程内容达到我的期望程度54321课程设计与安排课程内容组织符合逻辑，易于学习54321课程的程序安排妥当54321课程难易适中54321课程讲授的时间安排5432154321培训讲师课前的准备54321专业水平54321讲课亲切度54321课程内容表达54321课程中使用技巧、案例分析的有效54321有机会让学员参加54321学员参与度本人很认真的参与了54321其他学员积极参与了54321您对这次培训的整体评价54321您觉得此次培训最有价值的三点是什么？您觉得此次培训最不喜欢的三点是什么？您建议我们以后的同类培训作哪些调整？FormIII:

40小组讨论记录（GroupDiscussionrecord）项目名称九段员工项目项目阶段讨论主题时间、地点、参加人员讨论情况记录发现主要问题解决方式FORTUTORS:Youarerequiredtoprovidebetween-textcommentsonthestudent’swritingbyusingthe“Edit”functionoracontrastingfontcolortohighlightyourcommentsorsuggestionswhileassessingthestudent’spaperagainstthefollowingcriteria.北外网院学士论文评估标准(适用于商务、教育方向论文初稿)BeiwaiOnline’sBADegreePaperAssessmentCriteria注意：以下评价项目并不代表论文章节，只是必须包含的内容，学生可根据实际情况进行组合。评价项目(AssessmentItems)评价指标(AssessmentCriteria)满分(Max.Points)得分（PointsGiven）

41语言和结构(Language&Organisation)CRITICALITEM1.语句通顺，行文流畅，语言符合学术论文标准。Thepaperdoesnotcontainmajorerrorsoralargenumberoflanguagemistakes.ThewritingisacceptableforaBachelor’slevelofEnglish.102.论文结构完整，包含了论文的必要组成部分，正文部分字数4000－6000词。Thepaperiscompleteandcontainsallthenecessarycomponents.Thebodyofthepapercontainsbetween4000and6000words.研究过程(ResearchProcess)CRITICALITEM1.研究过程能够证明学生真正开展了调研，比如通过调研收集了真实的数据。ResearchProcessdemonstratesthatthestudenthasmetalltherequirementsforcompletinganddocumentingoriginalresearch,suchascollectingrawdata.102.论文体现出学生已经把握了调研过程的各个环节（如进行原创性的设计），并且符合大学关于项目设计实施的所有要求。Thestudentdemonstratessufficientmasteryofthevariouselementsoftheresearchprocess,suchasdoingoriginalwork,andhasmetalltheuniversity’srequirementsforcompletingtheproject.以上两个关键项的得分必须分别达到6分以上，否则论文不能及格。Thepaperwillbeinvalidunlessthestudentachievesmorethan6pointsoneachoftheabovetwoCriticalItems.封面、目录、整体格式(CoverPage,TableofContents,OverallFormat)封面、目录格式符合模版要求。论文整体格式整齐规范，符合模版要求:标题、字体、行距等符合规范；页码标注正确，从“导言”开始标注。TheCoverPageandtheTableofContentsconformtotheTemplates.Thepaperisprofessionallyformatted,conformingtotheTemplate.Thepagesareproperlynumbered,startingwiththeIntroduction.10中/英文摘要(ChineseandEnglishAbstracts)1.每个摘要均包含以下内容：项目背景（比如公司名称，作者的角色）、问题、问题的原因分析综述、项目目标、项目假设、项目对象、项目内容、项目实施时间、项目调研方法、项目调研结果综述、项目意义及关键词。Theabstractconciselydescribes:theprojectbackground,problemstatement,problemanalysis,objective(s),hypothesis,researchsubjects,keycontents,implementationperiod,keymethod(s),mainresults,significanceandkeywords.102.每个摘要均新起一页。Theabstractsbothappearonanewpage.3.无任何语言和标点错误。Therearenopunctuationorlanguageerrors.4.中文摘要为500－800字，英文摘要为200－300字。TheChineseabstractis500-800Chinesecharactersinlength,andtheEnglish,200-300words.导言（Introduction）1.导言充分介绍和项目相关的背景信息：项目背景（比如公司/学校的概况，作者的角色等）、研究意义、问题分析、文献综述、项目目标、项目假设、项目对象、项目内容、项目实施时间、项目调研方法。TheIntroductionincludesinformationon:theprojectbackground,rationale,problemanalysis,citedreferences,objective(s),hypothesis,researchsubjects,keycontents,implementationperiod,andkeymethod(s).102.字数符合要求，导言字数不少于300词。TheIntroductioncontainsnolessthan300words.3.导言新起一页，有论文大标题，页码为1。TheIntroductionappearsonanewpageasPage“1”ofthebodyofthepaper,withtheinternalthesistitlebeforethebodypart.研究方法(ProjectDesign)1.明确描述问题、问题分析的方法、概括分析过程和分析结果。Theproblem,alongwiththeprocessandresultsoftheproblemanalysis,hasbeenclearlydefined.10

422.明确描述一个总体项目目标及项目假设。Oneprimaryobjectiveandhypothesishavebeenclearlyandspecificallyexpressed.3.具体描述项目设计的各个环节（商务方向项目设计应该有必要内容如：具体任务、关键路径、时间表、成员职责、成本分析、风险分析、实施监测与评估计划等。教育方向项目设计应该有必要内容如：调研对象与方法、具体教学步骤、收集数据的方法、使用的教材等）。Researchmethodshavebeenclearlydefined,including:researchsubjects,procedures(forbusinessprojects:activitiesplanned,criticalpath,timescale,peopleinvolved,costanalysis,riskanalysis,monitoringandevaluation,etc.;forteachingprojects:teachingmethods,teachingmaterials,etc.),anddatacollection.结果展示和分析(ResultsDescription&Discussion)1明确描述数据收集的方法、时间、对象以及数量。Conditionsforcollectingthedatahavebeenspecified,includingdates,times,researchsubjectsandquantity.102.用图表或表格呈现数据，每个图表或表格有编号和标题。Tablesorchartshavebeenusedtocompilethedataandshowtrends.Tablesandchartshavepropertitlesandnumberssothatvariablesareclear.3.数据的分析和讨论与项目目标和假设直接关联，能够总结出数据的总体趋势，并能够提供原始数据以备检验。Thedatahasbeencompiledintoaformatthatclearlyexpressestrendsrelatedtothehypothesis.Therawdataisavailableforchecking.4.总结、分析和讨论了全部提及到的调研方法所收集的重要核心数据。Eachsetofdatahasbeenpresented,analyzedanddiscussed.5.结果描述和分析部分字数不少于1000词。TheResultsandDiscussioncontainnolessthan1000words.结论(Conclusion)1.结论中包含了对项目调研结果以及项目意义的结论性论述，并且与项目假设相关。Theresultsandtheirsignificancehavebeenfullyexplainedandcomparedwiththeworkofotherresearchers.Conclusionshavebeenreachedastowhetherthehypothesishasbeenproved/supported/disprovedandonthebroadermeaningoftheproject.102.包含了对项目局限性的说明和/或未来更深入的调研计划。Anylimitationsanddirectionsforfutureresearchhavebeendiscussed.3.结论不少于300词。TheConclusioncontainsnolessthan300words.正文引用文献(CitedReferences,)1.引用文献必须达到五项或五项以上（英语教育方向论文的引用文献不应包括项目实施中使用的教材）。Thereareatleast5referencescitedinthebodyofthepaper,excludingtheschooltextbooksusedintheteachingprojects.102.论文正文中和Bibliography中所提及的书目相对应。ThereferencesmentionedinthebodyareconsistentwiththeitemslistedintheBibliography.3.引用文献撰写符合格式规范（请参见“论文写作课程辅导手册”附录二）。Thereferenceshavebeenformattedproperly(usingAPAstyle).4.文献综述应讨论以下内容：项目相关的理论基础、相关调研方法以及项目设计的理由等。Referenceshavebeenusedtosupportthetheoreticalbasisoftheproject,includingrelatedtheoriesandresearch.Connectionshavebeendrawnbetweentheworkofotherresearchersandthecurrentproject.参考书目及附录(Bibliography&Appendices)1参考书目格式规范（请参见“论文写作课程辅导手册”附录二）。Thebibliographyandappendiceshavebeenformattedcorrectly(usingAPAstyle).Eachappendixappearsincorrectsequencewithitsowntitle.10

432.参考书目中的文献信息和论文正文中所提及的书目相对应。Completeinformationforthereferencescitedinthebodyofthepaperappearsinthebibliography.3.每个附录都有标号及标题。Eachappendixappearsincorrectsequencewithitsowntitle.4.附录应新起一页。Eachappendixbeginsonanewpage.总分(TotalScore)100总体意见(OverallComments)请将您对论文的总体意见和评语填写在此处。(Pleasewriteyouroverallcommenthere.)