上次去倫敦已經是去年三月。一個寒冷的上午,去了特拉法加廣場。英國開關,六月起將與多國建立疫苗護照。
一犬吠影,百犬吠聲,瘟疫時代,即使21世紀,人云亦云,網絡令許多人的判斷力,下降為同中世紀黑暗時代見到幾個女人在樹下傾偈跳舞就話佢哋係女巫的水準差唔多。
例如,復必泰喺香港打咗幾十萬之後,不幸逝世者三數人,就令人諗起有報道英國阿斯利康疫苗會引起血栓副作用,亦會死人,尤其係25歲樓下,屬於高危。
如果係真,英國今日確診狀況應該拍住印度,唔屍骸遍地都舉國淒涼,而且香港寄宿學校的父母,就會愁雲慘霧唔俾啲仔仔九月返英國復課——英國的寄宿學校,會因為大量青少年「中副作用」死亡而執笠一半以上,亞洲虎媽大為震驚而起哄,個仔仔繼續Online多一年,集體大叫回水。
但係冇喎。英國醫院的床位開始過剩,歐盟準備71後與英國對發疫苗護照,阿斯利康( Astra-Zeneca )、輝瑞( Pfizer )、麥當娜(Moderna )三大疫苗,好似牛津、劍橋、倫敦大學,三家平起平坐,學位學歷一概承認。群體免疫達成有望,旅行解封,英國國民開始搶購歐洲廉航機票,全國人氣高昂,準備恢復消費。
而我一個香港老友今年在英國大學畢業個仔,仲啱啱喺倫敦金融城搵到佢生平第一份full time工添,公司叫佢cut短在香港打遊戲機嘆世界的網絡comfort zone 好日子,即刻回國報到。
個仔話:Yes sir——佢未返工已經學定擦鞋,同公司個human resource manager 話:屈左喺香港咁耐好唔開心,因為焗住要打咗兩針復必泰,如果早啲可以返倫敦,一定會優先同英國國民和未來老板同事共進退,一齊打AZ阿斯利康。
全球病毒瘟疫,由第一日開始,就被各種混亂的資訊騎劫。
疫苗發明之後,各大國的產品,本來可以在科學、事實、數據,三大因素的基礎之上,由專家指引、公民以常識判斷,文明國家政府分明選擇疫苗,但因網絡資訊爆炸的惡果,專業新聞傳媒低落,以至假新聞流行、誤解和抹黑滿天飛。
自2020年12月9日到2021年5月12日的五個多月以來,全英國打了復必泰疫苗的總人口共1,170萬,其中打齊兩針的990萬。
打了阿斯利康疫苗的總人口共2,390萬,打齊兩針者900萬。
美國製造的Moderna疫苗,供應較少,打了第一針的有20萬人。
歐盟少數國家,包括荷蘭和丹麥,聲稱接種阿斯利康疫苗之後有引起血栓死亡個案。然而,英國是第一個普及接種由牛津參與研發的阿斯利康疫苗的國家。
英國每日確診宗數,由2021年1月初,最高的每一百萬人近900至1,000宗,急劇回落,到2021年2月底,已減至每一百萬人低於100宗。2021月5月6日,每日確診每一百萬人只有約39宗。
五月十九日這天,全國確診只有2696宗,而英國總人口約為為六千六百萬。
五月十九日當日確認的新冠狀病毒死亡人數,全國也只有3人。
4月中,牛津大學數據指出,與腦靜脈血栓有關的個案,mRNA疫苗包括復必泰輝瑞及Moderna,每100萬人有4宗,阿斯利康則有5宗。
若阿斯利康「有害」,英國全國確診數字四個月來不會插水式下降,疑似副作用死亡人數,每百萬人口僅少於復必泰一人,而且不論邊隻打完後死亡人士,各自有長期病患。
藥劑業是全球利潤極高的生意,美國和德國一向享有強勢的霸權。新聞媒體和宣傳工具,美國支配地位。英國脫離歐盟,卻因疫情而可以享受獨立分配疫苗的優勢,盲打誤撞,減少了歐盟國家許多配額爭奪和官僚架構之弊。
講到一個錢字,你估西方傳媒百分百有真相?正如好多人相信:中國咁強大,美國十分眼紅。咁人哋英國單拖牛津大學整咗隻拍住輝瑞復必泰疫苗出來,歐美又點會冇人嫉妒?
英國雖有過變種而關閉城市,但公司學校,大舉復工復課,事實壓倒政治,數字就是鐵證。
香港人就冇得打AZ阿斯利康。國家和政府,入少一兩隻疫苗,打完針後未確定科學因果關係的死者,比例不變,只是他們的人民少了一個選擇。
而英國和歐洲,都將會Business as usual 。無論有冇BNO,但願人人有本疫苗護照。
同時也有2部Youtube影片,追蹤數超過105萬的網紅Gamgy channel,也在其Youtube影片中提到,คลิปกินมาแล้ว! หลังจากหายกันไปนาน เพราะช่วงที่ผ่านมาแก้มยุ่งมากก ไม่มีเวลาได้มานั่งกินให้ทุกคนดูเลย แต่หลังจากนี้จะกลับมาแล้วน้าา อย่าเพิ่งทิ้งกันไปไห...
「human resource manager」的推薦目錄:
human resource manager 在 IELTS Fighter - Chiến binh IELTS Facebook 的精選貼文
- Luyện Reading, tìm từ vựng hay
MOTIVATIONAL FACTORS AND THE HOSPITALITY INDUSTRY
A critical ingredient in the success of hotels is developing and maintaining superior performance from their employees. How is that accomplished? What Human Resource Management (HRM) practices should organizations invest in to acquire and retain great employees?
Some hotels aim to provide superior working conditions for their employees. The idea originated from workplaces - usually in the non-service sector - that emphasized fun and enjoyment as part of work-life balance. By contrast, the service sector, and more specifically hotels, has traditionally not extended these practices to address basic employee needs, such as good working conditions.
Pfeffer (1994) emphasizes that in order to succeed in a global business environment, organizations must make investment in Human Resource Management (HRM) to allow them to acquire employees who possess better skills and capabilities than their competitors. This investment will be to their competitive advantage. Despite this recognition of the importance of employee development, the hospitality industry has historically been dominated by underdeveloped HR practices (Lucas, 2002).
Lucas also points out that 'the substance of HRM practices does not appear to be designed to foster constructive relations with employees or to represent a managerial approach that enables developing and drawing out the full potential of people, even though employees may be broadly satisfied with many aspects of their work' (Lucas, 2002). In addition, or maybe as a result, high employee turnover has been a recurring problem throughout the hospitality industry. Among the many cited reasons are low compensation, inadequate benefits, poor working conditions and compromised employee morale and attitudes (Maroudas et al., 2008).
Ng and Sorensen (2008) demonstrated that when managers provide recognition to employees, motivate employees to work together, and remove obstacles preventing effective performance, employees feel more obligated to stay with the company. This was succinctly summarized by Michel et al. (2013): '[P]roviding support to employees gives them the confidence to perform their jobs better and the motivation to stay with the organization.' Hospitality organizations can therefore enhance employee motivation and retention through the development and improvement of their working conditions. These conditions are inherently linked to the working environment.
While it seems likely that employees' reactions to their job characteristics could be affected by a predisposition to view their work environment negatively, no evidence exists to support this hypothesis (Spector et al., 2000). However, given the opportunity, many people will find something to complain about in relation to their workplace (Poulston, 2009). There is a strong link between the perceptions of employees and particular factors of their work environment that are separate from the work itself, including company policies, salary and vacations.
Such conditions are particularly troubling for the luxury hotel market, where high-quality service, requiring a sophisticated approach to HRM, is recognized as a critical source of competitive advantage (Maroudas et al., 2008). In a real sense, the services ofhotel employees represent their industry (Schneider and Bowen, 1993). This representation has commonly been limited to guest experiences. This suggests that there has been a dichotomy between the guest environment provided in luxury hotels and the working conditions of their employees.
It is therefore essential for hotel management to develop HRM practices that enable them to inspire and retain competent employees. This requires an understanding of what motivates employees at different levels of management and different stages of their careers (Enz and Siguaw, 2000). This implies that it is beneficial for hotel managers to understand what practices are most favorable to increase employee satisfaction and retention.
Herzberg (1966) proposes that people have two major types of needs, the first being extrinsic motivation factors relating to the context in which work is performed, rather than the work itself. These include working conditions and job security. When these factors are unfavorable, job dissatisfaction may result. Significantly, though, just fulfilling these needs does not result in satisfaction, but only in the reduction of dissatisfaction (Maroudas et al., 2008).
Employees also have intrinsic motivation needs or motivators, which include such factors as achievement and recognition. Unlike extrinsic factors, motivator factors may ideally result in job satisfaction (Maroudas et al., 2008). Herzberg's (1966) theory discusses the need for a 'balance' of these two types of needs.
The impact of fun as a motivating factor at work has also been explored. For example, Tews, Michel and Stafford (2013) conducted a study focusing on staff from a chain of themed restaurants in the United States. It was found that fun activities had a favorable impact on performance and manager support for fun had a favorable impact in reducing turnover.
Their findings support the view that fun may indeed have a beneficial effect, but the framing of that fun must be carefully aligned with both organizational goals and employee characteristics. 'Managers must learn how to achieve the delicate balance of allowing employees the freedom to enjoy themselves at work while simultaneously maintaining high levels of performance' (Tews et al., 2013).
Deery (2008) has recommended several actions that can be adopted at the organizational level to retain good staff as well as assist in balancing work and family life. Those particularly appropriate to the hospitality industry include allowing adequate breaks during the working day, staff functions that involve families, and providing health and well-being opportunities.
Các từ vựng nổi bật:
critical (adj): then chốt
superior (adj): tốt hơn
accomplish (adj): trọn vẹn
retain (v): giữ lại
by contrast: ngược lại
extend (v): kéo dài
emphasize (v): nhấn mạnh
investment (n): đầu tư
competitive (adj): cạnh tranh
recognition (n): sự công nhận
substance (n): cốt lõi
foster (v): thúc đẩy
constructive (adj): có tính xây dựng
managerial (adj): thuộc quản lý
potential (n): tiềm năng
turnover (n): nghỉ việc
compensation (n): lương
morale (n): tinh thần
obstacle (n): chướng ngại
succinctly (adv): súc tích
retention (n): sự duy trì
predisposition (n): khuynh hướng thiên về
separate (adj): riêng biệt
sophisticated (adj): phức tạp
dichotomy (n): sự lưỡng phân
extrinsic (adj): từ bên ngoài
intrinsic (adj): từ bên trong
align (v): sắp hàng
delicate (adj): tinh tế
simultaneously (adv): đồng thời
adequate (adj): đầy đủ
break (n): giờ giải lao
Các bạn cùng tham khảo nhé!
human resource manager 在 鲍一凡风水 Master Paw Feng Shui Facebook 的最佳解答
Taman Seri Austin 鲍一凡老师分行 聘请 :
1) Account Executive ( RM 2000 – RM 3500 )
Job Requirements:
• Candidate must possess at least Diploma/Degree or Professional Certificate in Accountancy or LCCI Higher Accounting.
• At least 2 Year(s) of working experience in management or financial accounting or related accounting environment.
• Required Skill(s) : Good interpersonal, communication skills and fluent in both spoken and written English, Proficient with MSOffice applications especially MS Excel, Possess good understanding of business, financial and management accounting, internal controls, reporting and financial instruments.
• Personal qualities: Knowledge and experience in the areas of budgeting, financial analysis, taxation will be added advantage.
• Mature, independent with self initiative and motivation.
• Special requirements : Good problem solving and able to work perform well under pressure , able to start work immediate or within short notice.
2) Human Resources Executive 人事部助理 ( RM 2000 – RM 3000 )
Duties & Responsibilities :
• To assist HR Manager in implementing HR policies, systems and standard operating procedures as per the needs and in accordance to company's objectives.
• To assist in payroll administration, to maintain and update employee database, personal file with company guidelines and procedure.
• Responsible for the update and monitor of the employee attendance records, claims, overtime, medical and leaves records in HR system.
• Responsible for the recruitment of workers, sourcing, selection, conduct interview, orientation, confirmation/ extension for probation and separation activities.
• Monitoring employee discipline, take immediate action when necessary.
• To manage the employee dress code and other welfare.
• To liaise with the statutory organizations like EPF, SOCSO, Labour office and etc on staff remuneration matters.
• To maintain documentation and systematically recording/filing system and other HR tasks.
Requirement :
• Candidate must possess at least a Diploma, Advanced/Higher/Graduate Diploma, Bachelor's Degree, Post Graduate Diploma, Professional Degree, Human Resource Management, Business Studies/Administration/Management or equivalent.
• At least 1 Year(s) of working experience in related field.
工作时间 : 9:30am - 6:30pm ( 5 working day)
联络号码 whatsapp : +60 19-7134772 ( send resume)
工作地点 : Taman Seri Austin, Johor Bahru
human resource manager 在 Gamgy channel Youtube 的精選貼文
คลิปกินมาแล้ว! หลังจากหายกันไปนาน เพราะช่วงที่ผ่านมาแก้มยุ่งมากก ไม่มีเวลาได้มานั่งกินให้ทุกคนดูเลย แต่หลังจากนี้จะกลับมาแล้วน้าา อย่าเพิ่งทิ้งกันไปไหนน้า ?
เมนูวันนี้เป็นการต้นรับการกลับมาอย่างสุดปัง! แก้มจัดเต็ม รวมมิตรมาให้ทุกยำ จากร้านดัง ที่มีคนกินเยอะมากก อดใจไม่ไหวต้องลองบ้าง! เด็ดทุกเมนูจริงๆ ของสด น้ำปลาร้าคือนัว! แนะนำเลยร้านนี้ เด็ดจริง ต้องไปกินตามค่ะ! ?
?? ในคลิปนี้แก้มพูดถึงการรับสมัครพนักงานเพิ่มด้วย ดูตำแหน่งที่แก้มกำลังมองหา เพื่อขยายทีม ด้านล่างนี้เลยค่ะ ??
- Human Resource Management
- Human Resource Development
- Marketing Manager
- Sale Manager
- General Manager
- Personal Assistant
สมัครเข้ามาได้ที่ : [email protected]
ใครที่มั่นใจในศัยภาพของตัวเอง อยากมาทำงานร่วมกันในสภาพแวดล้อมดีๆ ส่งเรซูเม่เข้ามากันเลยค่ะ แก้มรออยู่ค่ะ ??
ติดตามแก้มช่องทางอื่นๆได้ที่...
Facebook Gamgy makeup :
https://www.facebook.com/Gamgymakeup/
Instagram gamkotcha :
https://www.instagram.com/gamkotcha/
Website gamgychannel :
https://www.gamgychannel.com/
#Gamgy #แก้มกี้ #กินยำ
human resource manager 在 蒟蒻講幹話 Youtube 的精選貼文
小額贊助安撫蒟嫂 https://p.ecpay.com.tw/E2494
待了半輩子的辦公室,叫了半輩子的GM、RD、QAQC
到底是蝦咪挖糕?
本單元讓你知道這些常見的辦公室簡稱
真正的意思是什麼
本單元出現單字
OL/ office lady
Business girl
簡稱/ Abbreviation
R&D /RD /研發/ Research and development
GM / General Manager / 總經理
Assistant manager / 特助 / AGM / AM
Materials Manager 資材部經理 簡稱 MM
Regional Manager / 區經理 / RGM
Purchasing Manager / 採購部經理 / PM
Sales Manager / 業務部經理 / SM
Vice President/ 副總/ 副總統/ VP
公關/ Public Relations / PR
品質/ Quality
QA/ Quality Assurance / 品質保證
QC / Quality Control / 品質管控
人事部/ Human Resource / HR
人力/ Manpower
CEO / Chief executive officer / 執行長
COO / Chief operating officer / 營運長
CFO / Chief financial officer / 財務長
CMO / Chief marketing officer 行銷長
HQ / 總部/ Headquarters
分公司/ Branch office
母公司/ Parent company
子公司/ Subsidiary
FNG 新進人員/ Fucking New Guy
新手/ Rookie
蒟蒻學英文系列影片~
學英文到底有什麼用https://youtu.be/I83UIuX0wDs
辦公室職稱英文https://youtu.be/ELUIWZbygQ4
臉部英文大解析https://youtu.be/BCEwQgNtJLE
電影明星的英文念法https://youtu.be/pi06knRMkuI
跟數字有關的英文https://youtu.be/1K6LJdiIGjc
美國有幾個時區https://youtu.be/hZsZvlSRbCs
這些女鞋的英文怎麼說https://youtu.be/c5PI5lOmERM
跟天災有關的英文https://youtu.be/tz9hQADAkXo
跟身體有關的英文https://youtu.be/oX-rlkmpvCk
婚禮誓詞的英文https://youtu.be/VdHqMm7jnik
跟狗狗有關的英文https://youtu.be/O6_aDwO4Zho
跟廚房有關的英文https://youtu.be/QVtprVv1NjU
跟電玩有關的英文https://youtu.be/h3oFg8KpLVg
跟雞雞有關的英文https://youtu.be/Q6iOZQChkQw
跟妹妹有關的英文https://youtu.be/f_eLuPU2BhU
跟死亡有關的英文https://youtu.be/nFIt6B6SooQ
跟槍械有關的英文https://youtu.be/uPJP3PX_9n0
如何跟外國人聊天https://youtu.be/wBwVFrDXmb4
跟棒球有關的英文https://youtu.be/BD3wAN56fOM
軍事英文唸法https://youtu.be/3mmdlySlOXQ
亞洲國家的英文https://youtu.be/CZaAywriF-E
歐洲國家的英文https://youtu.be/BVoe1bcqBWM
美洲國家的英文https://youtu.be/-N0OP7AI0a0
非洲國家的英文https://youtu.be/hbxFB5JLPxk
大洋洲國家的英文https://youtu.be/hW1uHKOyjf0
如何利用部位來搜A片https://youtu.be/lbwRlnpKg3g
各種性愛體位的英文https://youtu.be/3fgVnczCIYY
有碼無碼的英文https://youtu.be/KWYqyRAYnNE
SM和多P的英文https://youtu.be/3GRktd9_-T4
有關地標的英文https://youtu.be/yvUCuRvk7qU
有關星座的英文https://youtu.be/S2d1ZkuS3cc
有關姿勢的英文https://youtu.be/Y2XZphod3FA
那些年我們聽過的電影歌曲https://youtu.be/PYZWlkZJB70
2018年梗圖繞口令https://youtu.be/CKos1k7YxAA
跟名人偉人有關的英文https://youtu.be/k7bPK3TzS64
跟發明有關的英文https://youtu.be/1w79AZjDNlc
大聯盟有幾支球隊https://youtu.be/Nuxh_3VgtQY
蒟蒻學歷史系列影片~
國務卿是什麼東西https://youtu.be/biyoj7f1ad8
美國的菸酒文化https://youtu.be/94hycBUDGn4
種族歧視背後的真相https://youtu.be/dpBo7NC1QDc
美國名字裡的秘密https://youtu.be/OqQzFJ_prvE
大家都誤解的美國歷史https://youtu.be/Z_Vc26-ao9g
感恩節的由來https://youtu.be/QkHq3_kfeag
可以合法嫖妓的地方https://youtu.be/13b4DcKmiTA
南北內戰的由來https://youtu.be/O4SwEfwSJy4
美國文化冷知識https://youtu.be/9F55jLPex_E
蒟蒻碎碎念系列影片~
何謂薪資透明化運動https://youtu.be/kFveqhy1qgw
為什麼左撇子比較聰明https://youtu.be/M0SVWeXH6Rw
黑人為什麼那麼笨https://youtu.be/UQ-Lsi4YoeU
台灣有多少外國人https://youtu.be/W6vOy993DM0
誰跟你說我種族歧視https://youtu.be/bYp2ibXQ97U
古代人為什麼那麼醜https://youtu.be/TK5151v5soY
川普沒有你想的那麼笨https://youtu.be/ThE1dveZd0I
黑人白人犯罪率大車拚https://youtu.be/ZYNhLOLoimA
5分鐘讓你了解摩門教 https://youtu.be/fOqeKKJP1nM
蒟蒻聊感情系列影片~
如何找適合你的伴侶https://youtu.be/kDfshMFsoQ4
如何搞一夜情https://youtu.be/lQBiOZ7X2eU
如何讓他丟掉前女友的遺物https://youtu.be/PL0P9ns-Gkg
為什麼男人該去結紮https://youtu.be/KsdNS2oTm10
為什麼愛情有兩年魔咒https://youtu.be/qX0rX2ir0A0
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human resource manager 在 Human Resources Managers : Occupational Outlook Handbook 的相關結果
Human resources managers plan, coordinate, and direct the administrative functions of an organization. They oversee the recruiting, interviewing ... ... <看更多>
human resource manager 在 What Does A Human Resources Manager Do? - Daymar ... 的相關結果
The human resources manager is responsible for recruitment of new candidates, interviewing and selecting the candidates. A company's culture plays a big role in ... ... <看更多>
human resource manager 在 Human Resource Manager - SHRM 的相關結果
Job Summary: ... The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including hiring and interviewing ... ... <看更多>