Paper writing format template
1, topic Should be able to summarize the most important content of the whole paper, concise and eye-catching, generally no more than 20 words.
2. Abstracts and keywords.
The abstract of the paper should explain the main points of the paper. Explain the research purpose, research methods, achievements and conclusions of this paper. Keep the basic information of the original paper as much as possible and highlight the creative achievements and new ideas of the paper. It should not be a simple list of chapter titles. About 500 words is appropriate. Sometimes it is necessary to attach an English abstract of the paper.
Key words are the key words that can best reflect the theme of the paper, generally 3-5.
3. Contents. It is not only the outline of the paper, but also the subtitle of the paper, so you should mark the corresponding page number.
4. Introduction (or preface). The content should include the present situation at home and abroad in this research field, the problems to be solved in this paper, and the theoretical significance and practical value of this research work in economic construction, scientific and technological progress and social development.
5, the text. It is the main body of graduation thesis.
6. Conclusion. The conclusion of the paper should be clear, concise and complete, and should clarify one's own creative achievements or new ideas and their significance in this field.
7. References and notes. According to the number of documents or comments cited in the paper, it is listed after the main body of the paper and before the references. Charts or data must indicate the source and provenance.
Reference is a long-neglected part;
When the reference is a periodical, the writing format is: [number], author, article title, periodical name (foreign abbreviation), year, number of volumes, number of issues and page number.
When the reference is a book, the writing format is: [number], author, title, publishing unit, year, edition and page number.
8. Appendix. Including formula derivation, auxiliary mathematical tools, repeated data charts, symbolic meanings used in this paper, unit abbreviations, full text of the program and related explanations, etc.
Paper writing format template: format and typesetting
1, number of papers: in triplicate. Always need to print. The cover of the paper is provided by the school. Paper type: A4 paper. A4 2 10？ 297 mm. Margin: the ceiling (top) is 20mm, the floor angle (bottom) 15mm, the seam (left) is 25mm, and the seam (right) is 20mm. Unified use of Chinese: Xiao No.5 Song Style. The dividing line is a three-pound double line.
2. Paper format font: various titles (including? Reference materials? Title) is in bold font; Author's name, instructor's name, abstract, key words, chart name and reference content are in italics; The text in the body, chart, header and footer is in Song style; English uses Times New Roman font.
3. Font requirements:
(1) Title 2 is bold and centered.
(2) The subtitle of the paper is Xiao No.2, centered next to the main title, with a dash before the text.
(3) Fill in the name, major, student number and other items in italics No.3. ..
(4) Abstract No.3 is in bold, with one line in the middle and one line in the upper and lower parts, and the content is in italics of Small No.4..
(5) Keyword No.4 is bold, and the content is small No.4 bold.
(6) Start a new page in the table of contents, No.3 in bold, with the content of Xiao No.4 imitating the Song Dynasty, and list the page numbers.
(7) The text should start on a new page. The title of the paper should be in bold No.3, and the text should generally be in small song style No.4, with two spaces at the beginning of each paragraph and single-line spacing.
(8) The title of the text
First-class title: What is the title serial number? First,? , No.4 bold, exclusive line, no punctuation at the end.
Secondary title: What is the title serial number? ( 1)? The font size is the same as the text, with a single line and no punctuation at the end.
Third-level title: What is the title serial number? 1.？ The font size and font are the same as the text.
Level 4 Title: What is the title serial number? ( 1)? The font size and font are the same as the text.
Five-level title: What is the title serial number? ① ? The font size and font are the same as the text.
(9) Note: No.4 is in bold, and the content is No.5..
(10) Appendix: Bold No.4, with Song No.5 attached.
(1 1) Reference: On the new page, No.4 is bold and the content is No.5 Song.
(12) Is the header printed in small five font? XX university, XX college, XX grade, XX professional academic year thesis? Words and align them to the left.
Model essay on writing format: on human resource management
Human resource management is the source of enterprise development power and the fundamental guarantee of enterprise sustainable development. In the increasingly competitive society, in this talent shortage society, if enterprises want to survive, they must strictly control all links and checkpoints of human resources, so that human resource management can really help the growth of Feitian enterprises.
Keywords: human resources 5P job analysis, human resources planning and recruitment
To understand the management content of human resources, we must know what human resources are. What is the definition of human resources? In a society or enterprise, who can promote the progress of society or enterprise among all manual and mental workers? According to this definition, combined with the current situation in China, the human resources of enterprises can be divided into two situations: one is all employees in the enterprise, and the other is people who really contribute to the company. In the first case, all employees of the enterprise are creators of enterprise value, so human resource management should cover the whole enterprise. In the second case, some people enter the enterprise through contacts and do not create value for the enterprise in their daily work. These people are not within the scope of enterprise human resource management.
The position of human resource management in enterprise management is second only to enterprise strategic management. The scope of management is mainly: the matching between people and things; The matching between people's needs and work remuneration; Cooperation and coordination between people; Coordination between work and work.
The purpose of enterprise human resource management can be summarized as? 5P？ Perception, the premise of human resource management, is to find outstanding talents who meet the requirements of enterprises in order to achieve enterprise goals; Pick, the starting point of human resources, seeks and opens up human resources channels, attracts outstanding talents to enter the enterprise, selects suitable personnel for the enterprise and assigns them to corresponding posts; Occupation, a dynamic means of enterprise human resource management, constantly trains employees and develops their potential, so that employees can master the knowledge, abilities and skills they need to work in this enterprise now and in the future; Resettlement is the core of human resource management, which enables employees to make the best use of it. Through scientific and reasonable employee performance appraisal and quality evaluation, it is the highlight of enterprise human resource management to implement a reasonable and fair dynamic management process for employees, such as promotion, transfer, rewards and punishments, resignation and dismissal. The purpose of security and human resource management is to retain talents, create a good working environment for employees, maintain the enthusiasm of employees, and make existing employees feel satisfied and at ease in their work.
In enterprise human resource management, job analysis is the highlight. Job analysis is to determine the nature, content, responsibilities, working methods and necessary conditions of a position in an organization through investigation and analysis of its work activities.
Job analysis is divided into job description and job description. A job description, that is, a job description, is a document that describes in writing the activities that need to be done, the equipment used in the work, working conditions and other information. A job specification is a document that explains the minimum requirements for employees engaged in a certain job, such as specific skills, work knowledge, abilities and other personal characteristics. In this way, the job analysis mainly explains two aspects of the post, one is to stipulate the job itself; The second is to clearly define the requirements for the behavior and qualifications of the work undertaker.
Job analysis mainly includes three aspects: post analysis, environment analysis and personnel quality analysis. Job analysis mainly analyzes the job name, task, power and responsibility, working relationship and workload. Environmental analysis is nothing more than analyzing the natural environment and social environment in which the enterprise is located. Of course, the security environment of enterprises is also under consideration. Personnel quality analysis needs to analyze the ability, quality, experience, physique and personality of employees.
The methods of job analysis mainly include interview, questionnaire survey, typical case analysis and observation. In the interview method, it is particularly important to eliminate the wariness of the interviewee. After all, an interview is not an interview. The most difficult thing to grasp about the questionnaire method is the design of the questionnaire. If the questionnaire design is not comprehensive, the information obtained from the survey will be unconvincing; The interface of the questionnaire is unfriendly, and the respondents are unwilling to fill it out, so the survey effect is not great; If there is no feedback mechanism in the questionnaire, it will not be conducive to the investigation and study of follow-up questions, and so on, which will affect the final result of the questionnaire method. Typical case analysis should be different from typical case correlation analysis. Observation method must obtain permission to observe, otherwise it will be suspected of voyeurism. In other methods, such as practical method, it is also very important for the staff to master the first-hand information through personal participation. Human resource planning is the primary task of enterprise strategic planning. Manpower is not only a resource, but also a unique wealth of enterprises. If assets are gone, they can be re-created, and people are gone, which is fatal to enterprises. Human resource planning has two aspects: human resource demand forecast and human resource supply forecast.
There are four main methods to forecast the demand for human resources:
1. The management judgment method based on experience and current situation is based on the premise that history will repeat itself, and only applies to short-term and medium-term forecasts of enterprises under stable conditions.
2. Delphi method is based on the principle of convergence, which is feasible and effective in the short and medium term.
3. Regression analysis needs some quantitative knowledge, mainly through theoretical analysis and mathematical analysis to identify the influencing factors.
4. Conversion ratio analysis method, although this method accurately and simply understands the relationship between related factors and personnel demand, it needs to accurately estimate the growth rate of business volume, current per capita business volume and productivity during the planning period, and only considers the total labor demand, without explaining the differences of different types of employees' needs.
The main methods to predict the supply of human resources are: skill list method, which is used to reflect the characteristics of employees' working ability, including training background, past experience, certificates held, passed exams, and supervisor's ability evaluation. However, this method lacks understanding of the post situation; The manager turnover chart is only aimed at important positions in enterprises such as managers, and lacks understanding and analysis of general positions; The external labor supply of enterprises can accurately and comprehensively understand the external personnel flow, but at the same time it lacks the cognition and analysis of the internal personnel flow information.
The main management methods are introduced above, so where do the people in the enterprise come from? Employee recruitment is like picking the right seeds and carefully cultivating them, so that they can grow into towering trees and become pillars, otherwise they will overhead the enterprise. Personnel recruitment must first determine the demand, which positions are short of people, how many, and the ratio of men to women; Then there is the recruitment stage, during which recruitment plans are made, recruitment channels are selected, recruitment methods are determined, recruitment information is released, and recruitment personnel and places are determined. Then there is the selection stage, which mainly uses written test, interview and other related tests to select the personnel needed for the relevant positions of the enterprise, in which the written test is to eliminate the unqualified and the interview is to select the qualified; Employment deployment stage, there is a probation period before employment; In the recruitment evaluation and feedback stage, choose the appropriate method to evaluate the recruitment results, sum up the advantages and find the shortcomings, so as to do better next time.
The follow-up of human resource management is employee performance management, salary management, training and further study.
Human resource management is the source of enterprise development power and the fundamental guarantee of enterprise sustainable development. In the increasingly competitive society, in this talent shortage society, if enterprises want to survive, they must strictly control all links and checkpoints of human resources, so that human resource management can really help the growth of Feitian enterprises.
References:
[1] Yang Baohong and Du Hongping's management principles [M]. Beijing: Science Press, 2006.
[2] Qian Zhenbo et al. Human resource management: theory, policy and practice [M]. Beijing: Tsinghua University Publishing House, 2004.
[3] Chen, Yu Kaicheng, Cheng Human Resource Management [M]. Beijing: Higher Education Press, 2006.
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