公司中英文抬头信纸（共4篇）
篇1：公司中英文抬头信纸
Certificate of employment Date: 日期
To: Consulate-General of 所去国家英文名称
This is to certify that theMr.Ms 护照上的姓名拼音（姓名中文）is 英文职位 in our company.She/He has been working here since月 日, 年.She/He is allowed to be off work between 去的日期 and 回国日期 to have a trip to 国家，total 外出天数 days.We guarantee thatShe/He will abide by the laws in your country and regulations and return to China on time.All of the traveling expenses will be paid by him/herself.We agree and will keep his/her position after she/he comes back to China.Name： name（姓名）Passport No.： Position：职位
Monthly Salary：月薪
Your kind approval of this application will be highly appreciated.Your sincerely Company:公司名称中英文 Tel：（区号）公司电话 Fax：（区号）公司传真
Address：公司地址中英文
篇2：公司中英文抬头信纸
邀请信英文样板(邀请信必须用公司抬头信纸打印)
Jan 11, 2011
被邀请人:Mr.Xxxx
职位:Manager
被邀请人公司: Xxx Company
被邀请人公司地址:Xxx Road, xxx Plaza,……
Dear Mr./Ms.Xxxx 或者Sir or Madam,I am writing to thank your Company for the consistent support in the past few years, and I cordially invite Huizhou, China from March 1st（此入境日期与中文版保持一致）for Xxxxx 致).I am confident that his journey will create opportunities for mutual benefits on future cooperation.All the necessary expenses for including hotel accommodation, transportation and insurance etc.will be covered by（填写费用负担方）.Please feel free to contactif you have any question.Sincerely yours,邀请人签名（须由邀请单位法人代表签名）
邀请公司
篇3：公司中英文抬头信纸
Recruitment and selection practices are considered as the core elements of human resources function (Ongori and Temtime, 2009) .Therefore, human resource managers as well as researchers in this area, make efforts to find out innovative methods continuously.In this essay, two issues of innovation in recruitment and selection will be discussed.The first one is about the use of Web 2.0 in recruitment.Several specific examples will be provided to illustrate opportunities and challenges brought by Web 2.0 for HR practices.The second issue is concerning the use of work simulation by SMEs (small-to-medium-sized enterprises: classified as having less than 250 employees) .Work simulation, as a known method, will be evaluated in a new context.
The use of web2.0 in recruitment.
Internet as a recruitment channel has been used by many companies.A survey of current recruitment practices of major companies in USA shows that 89% companies use “company website” as recruitment techniques (Chris and Terry, 2006) .With the development of information technology, we have entered a new era of Internet applications, which is called Web 2.0 era.This term initially appeared in 1999, but there has not been a uniform definition of Web 2.0 yet.Here I quote the definition on Wikipedia to get some basic ideas, “Web 2.0 is associated with web applications that facilitate participatory information sharing, interoperability, user-centered design, and collaboration on the World Wide Web.” This definition points out user-designed and social networking features, which are considered as major differences with Web 1.0.
After we understand the term, more essential things that should be considered are how HR managers can make use of this innovative channel.The numbers of companies that use “social networking sites” to attract applicants inUK are shown to be 7%.It shows that a few companies have already begun to join the Web 2.0 world, especially for recruiting.For instance, T-mobile, one of the worlds's leading companies in mobile communications, use Facebook to carry out their graduate recruitment in 2009.According to Julia Porter, the senior Recruitment Manager of T-mobile, this innovative practice gave them a 100% retaining rate of graduate intake.Another example of The Royal Opera House (ROH) also displays positive effect of this method.ROH put 6 real-life videos on YouTube to show diverse jobs and real work conditions in their company.Steven Foulston, ROH's HR manager, said they got a 22% increase in the number of applications.
The use of Work Simulation by SMEs
As data shows, SMEs account for 99% of all companies inChina, and they contributed to 60% GDP (CASME, 2006) .In UK, the number is almost the same in 2009.This is a huge group that we cannot ignore.Among these enterprises, 64% managers named personnel as their most serious business problem (Frank and Bobby, 1980) .However, there remains large-organization ‘bias’ in many human resource literatures (Madeleine, Suchi and Lara, 2010) .Therefore, limited theoretical experience they can use to improve their HR practices.Additionally, due to the shortage of skilled HR staff and cost effective perspective, smaller firms tend to rely on less formal methods of recruitment and selection (Carroll et al, 1999) .As a survey shows, there are 79% SMEs using informal methods, such as referrals, unstructured interview etc, to fill vacancies (Kersey et al, 2006) .
Work sample, as a known method, has been utilized by many larger companies.Generally, work simulations were found to have higher validity (r = 0.54) than other selection methods in a meta-analysis research.However, very few researches put this analysis in the SMEs context.But in 2010, a meaningful try has been done by Madeleine, Suchi and Lara.They conducted a study to analyze the validity of “best practice” methodology in SMEs context, and they chose work sample as a specific selection method to analyze.The result shows that “tools such as RPS (role-plays) and SJT (situational judgment tests) can be good predictors of job performance in smaller organizations.”
Even though validity of work simulation in SMEs has been shown in the above study, there are many issues we should consider when smaller companies put this method into practice.Firstly, work simulation should be based on clear job analysis, because they should use clear identification of jobs to set up simulated conditions.However, unlike large organizations, SMEs have fewer resources to conduct job analysis.Without a job analysis, the design of work sample will not present suitable skills and capability they want.Secondly, work simulation, compared to informal methods, has higher requirements for HR staff.The design of the exercises and how assessors conduct their evaluation will influence the reliability and validity of this approach (Redman and Wilkinson, 2009) .
Conclusion
This essay discussed two innovative practices in recruitment and selection respectively.These two issues, to certain extent, break new ground in their fields.But some limitations are also pointed out in the evaluation part.The author hopes this essay to give some inspirations for HR managers as well as researchers about recruitment and selection practices.
摘要：本文主要讨论两种公司招聘选拔的创新方式, 其一是讨论Web2.0时代给公司招聘带来的机遇和挑战。其二是关注情景模拟招聘方式在中小企业的应用。
关键词：招聘选拔,创新,中小企业
参考文献
Carroll M, Marchington M, Earnshaw J, et al. (1999) ‘Recruitment in small firms:Processes, methods and problems.’Employee Relations Vol.21, pp236-250.
Chris Piotrowski and Terry Armstrong, (2006) ‘Current recruitment and selection practices:a national survey of Fortune1000firms’, North American Journal of Psychology, 2006, Vol.8, No.3, 489-496.
Frank Hoy and Bobby C, Vaught. (1980) ‘The Rural Entrepeneur:A Study in Frustration’, Journal of Small Business Management t (January1980) , pp19-24.
Madeleine R.R.Wyatt, Suchi B.Pathak and Lara D.Zibarras (2010) ‘Advancing selection in an SME:Isbest practice methodology applicable?’International Small Business Journal, Vol.28Issue3, p258-273.
Ongori Henry and Temtime Z, (2009) ‘Recruitment and Selection Practices in SMEs:Empirical Evidence from a Developing Country Perspective’, Advances In Management, Vol.3 (2) February, pp.52-58.
篇4：公司中英文抬头信纸
关键词：英语教学；提高兴趣；途径
中图分类号：G427 文献标识码：A 文章编号：1992-7711（2015）06-081-1
新课程改革下倡导的一种以学生为主体的教学形式，通过激发学生的学习兴趣，让学生积极主动参与到教学的全过程，以提高教学效果为目的的教学活动。经过数十年的教学，笔者浅谈以下几点：
一、激发学习动机优化教学过程
兴趣是打开知识宝库的金钥匙，学生学习的主动性、积极性是与学习兴趣密切相关的。因此，教师要在课堂上为学生创设良好的语言环境，培养学生的学习兴趣。由于兴趣在动机方面的特殊作用，教师上课诙谐有趣对激发学生的学习动机非常重要。只有教师把课堂活动设计得生动有趣，学生的注意力才能集中在英语课堂上。
英语教材内容丰富多彩，英语课堂也应该多姿多彩，让学生不感到乏味和倦怠。为此，教师可以采用一些生动活泼的教学方式增加英语课堂的趣味性。例如，例举生活中的实际事例，用学生喜欢的明星造句，编排表演课本剧，讲述幽默小故事，设计课堂游戏、英语谜语竞猜等。其次，在英语教学活动中恰如其分地讲一些英语成语和英语谚语，不仅可以增强课堂的趣味性和幽默性，还能帮助学生正确地理解所学内容。英语教师在教学活动中也可以创造性把需要学生掌握的内容改编成歌词，配以学生熟悉并且琅琅上口的曲调，以英语歌曲的形式交给学生。这些课堂活动不仅可以减少学生的疲倦感、激发学生学习英语的兴趣，达到寓教于乐的目的，还可以摆脱僵化的课堂模式，给学生创设了一个轻松自如的学习环境。
二、设计开放式的问题，给学生更多选择和参与的空间
开放式问题或活动的最重要特征，就是学生的答案和反馈具有明显的个性色彩，是多元的，甚至是不可预料的。就课堂而言，每个学生来自于不同的地域、不同的家庭，有着不同的教育背景，而其本身又有着截然不同的差异，所以教师在课堂上必须设计开放式的问题或活动，让不同的学生有不同的选择，为他们更多地参与课堂奠定基础。课堂上阅读完课文之后，有的老师为了检验学生的阅读效果，提下面的问题：
1. How long does he stay on the island？
2. Who is his friend on the lonely island？
3. What happens during his stay on the island？
貌似步步引导，实际上自始自终都呵护着学生，生怕学生的回答越轨，结果这样一篇文章变成了味同嚼蜡的信息寻找，学生别无选择，只能拘泥于教师的问题下而不能放飞自己的情感。而我们如果能够设计相对开放的问题，就会给学生更多思考、探究、辨别和参与的机会，学生的回答就会更加精彩。
三、打造多元评价体系，注重情感激发
学生的学习主动性、积极性在很大程度上需要教师的情感激发，这种情感激发就是一种对学生的评价。目前，教学过程中比较常用的一种方法就是多鼓励，鼓励是好事，容易提升学生的自信心，但鼓励如果过滥，不但起不到提升学生自信心的效果，反而会磨平他们的积极性。在教学过程中，有的老师对于学生回答出一个过于简单的问题，往往也采用夸张式的鼓励，对回答问题的这个学生根本起不到促进的效果。相反，基础相对好的学生，看到教师对于同学回答对这种简单得不能再简单的问题都给这种夸张式的鼓励，他们往往显得不屑，久而久之，这种情感的多次激发导致他们对所有问题也不愿参与，会了也不愿回答，何谈参与度？何谈高效课堂？
因此，教师应该从知识、情感、价值观等方面去塑造学生，而不是不分好坏找优点、不分对错滥鼓励。表扬时，教师的赞美要发自内心，要有真情实感；鼓励时，要做到及时。
陶行知曾经说过：“教育是心心相印的活动，惟独从心里发出来的，才能打动心的深处。”教师不发自内心，学生是能感受到的，一旦你缺乏真情实感，学生的积极性就没了，课堂也就没有了参与度。
四、以学习为主，提高合作学习效率，营造良好气氛
孔子说：“学而不思则罔，思而不学则殆。”我们要打造的高效的课堂必然是思考的课堂、是探索的课堂。高效课堂需要教师最大限度地去利用所有的课堂资源，创设浓厚思考和探索的氛围，让学生一直处在一种积极主动的思考状态氛围中，让他们在充分思考的基础上，去质疑、去发表自己的观点，教师加以适时点拨，引导学生去深入探索、去研究，无疑能提高学生的学习效率。
合作学习是学生在教师引领下，共同讨论、交流的方式。但在实际教学过程中，有的教师指导不到位、组织较散乱，使合作流于形式，表面活跃，其实不能达到理想的效果。要达到学习效率的提高，必须根据学生的基础、兴趣、能力、心理素质等搭配组成学习小组，也就是每一组内A、B、C类学生都要有。要让各组有各自的优势，组内有互补。在此基础上，让每个小组成员的能力都能得到最大的释放。从而使每一位学生都能学会合作、交流，从而保证合作学习取得最佳效果。