conceptually英文

这个实在是太多啦, 先写下了一点，至于意大利语发音我并不会，sorry单词：英语 - 拉丁语descend - descendererose - rosaintellegent - intelleaffect - affiicerehabitat - habitareignor - ignorarerecipe - reciperedanmage - damnarecredit - crederedefence - defendereoccur - occurrerecustom - custosdelete - deleredentis - dens, dentisdestini - destinaredignity - dignitasdivide - dividereadd - addereedition - editusdoinor - donare veto - vetareexit - exireaudio - audirecruel - crudelisfortune - fortunaclear - clarebonus - bonusaquarium - aquarium error - 拉丁语被我忘了adulescent - adulescensestimate - aestimareaggressive - aggressusanimal - animalart - ars短语：cv - cirriculum vitaeseis the day - carpe diemDon't take anything for granted - nihil pro certoconceptually - in abstractothe name is unknown - nomen nescii came i saw i won - veni vidi vicilong live the king - vivat rex

Uniform

Personal contacts, "the older generation" system. Toyota's participation in the work order for the new employees become familiar with the new environment, I have put forward "a warm welcome to new employees," the subject, in this regard, to take a "personal contact" type work. This form of practice is to select a senior, he was identified as the work of new employees to participate in the "full-time predecessors." The older generation bears a guide to all things work, which produced good results, the senior full-time during his tenure is generally for 6 months. At work, social, workshop, the senior full-time to guide and care given to interpersonal relationships, daily life, workshops, the senior full-time to guide and care given to interpersonal relations, given the coordination of a superior-subordinate relationship. Company to the "older generation" has to be institutionalized, in addition to "personal contacts led" system. This is a foreman, team leader, squad leader of "facilitator" of education, is a kind of a "discussion" of the training. The management of a Toyota and the backbone of a very competent, but also because they go through this exercise because of various aspects. They have the technical knowledge of the system, but also in the workshop with the experience of personnel management. In addition, the "home communications" approach. Class and group leaders take turns each month to new employees sent home. Into the company's first month by the organization to send a letter and group pictures, send and Toyota Toyota Illustrated reported. How to make the team this family continued tirelessly continue? This is Toyota has been a leader in thought. This question is not purely a welfare and health care activities, but also to the spirit as the construction of their long-term aspects of treatment, they are to carry out more thinking a wide range of activities. 1970 after 20 years of age accounted for 50% of the workers. Their ideologies, values and desire to change one after another. For these people so that they create a meet and "an attractive work environment" is never easy. However, the company continued to carry out positive efforts to continue to foster the creation of "the meaning of life and energy" of the soil. On the surface, Toyota's production system, corporate governance and corporate culture is very simple. It can be printed with the company in the 3X5-inch square of card-style slogan that statement to explain the maximum flow, eliminating waste, respect for talent. Conceptually, Toyota's corporate governance and corporate culture is not complicated, but the implementation and coordination lead to bloodshed, sweat, tears. "Toyota's real strength lies in its ability to learn. The attention of its employees to consider, for the sake of users, this is the Toyota vibrant source of corporate culture." Toyota's corporate culture and human resources management with the creation of a Toyota culture, has also created the Toyota industrial miracle. Corporate Culture and the combination of human resource management practices from the Toyota, Chinese enterprises can draw on many of the. In human resources management, not only the advantage to attract talented staff recruitment as the success of the human resources management. To be "a trick to keep using good", in addition to human resources, technical means used, but also the human resource management activities with a combination of corporate culture to the core content of corporate culture to employees through transfusion thinking, and reflected in their behavior, this is the key to the formation of corporate culture. Specific human resource management and corporate culture can be combined with the practice of starting from the following aspects: First of all, the values of enterprise and employment standards combine. This requires the recruitment process in the recruitment of persons to rigorous training, and recruitment in the formulation of a request to have the participation of experts in recruiting yet been described well before the start of the recruitment of staff to the overall image, that is, pre-recruitment. Interviews in the recruitment process, based on an analysis of personality characteristics and values, and the interviews with standard control, will fail the people stuck in the door to outside companies, and the choice of the cultural identity of the higher corporate officers. In the process of staff recruitment, through pre-recruitment to ensure that the enterprises of the corporate culture to recruit suitable people.