I Orienting employees II The training process 2.1 Why the training business is booming 2.2 The 5-step training & development process 2.3 Training and learning III Motivate the learner 3.1 Analyzing training needs 3.2 Task analysis: assessing new employees’ training needs 3.3 Performance analysis: assessing current employees’ training needs IV Traditional training methods V Electronic training VI Managerial development & training VII Evaluating the training effort

I Determining Pay Rates II Establishing Pay Rates III Pricing Managerial and Professional Jobs IV Compensation Trends V Comparable Worth Learning Objectives： List the basic factors in determining pay rates Explain in detail how to establish pay rates Describe how to price managerial and professional jobs Discuss current trends in compensation Establish a pay plan

I. Money and Motivation II. Incentives for employees III. Organization wide Variable Pay Plans IV.Developing More Effective Incentive Plans Learning Objectives： Discuss the main incentives for operations employees Describe the main incentives for managers and executives Discuss the pros and cons of incentives for salespeople

I HR and the Internationalization of Business II Improving International Assignments Through Selection III Training and Maintaining International Employees IV A Final Word: Strategic HR Learning Objectives： More effectively manage international HR￾related tasks Illustrate how intercountry differences effect HRM Explain five ways to improve international assignments through selection Discuss how to train and maintain international employees

第一节 会计概述 第二节 会计准则和财务会计的概念框架 第三节 财务报告的目标和会计信息的质量要求 第四节 财务会计的基本假设和基本原则 第五节 通用目的财务报表及其基本要素

一、从上海综合保税区到中国（上海）自由贸易试验区 二、中国上海自由贸易试验区与国家进一步改革开放要求 三、中国（上海）自由贸易试验区服务业开放试点 四、服务业开放试点中的难点和思路

Learning Objectives 1. Discuss how to align a company’s strategic direction with its human resource planning. • 2. Determine the labor demand and supply of workers in various job categories. 3. Discuss the advantages and disadvantages of various ways of eliminating a labor surplus or avoiding a labor shortage. Human Resource Forecasting 1.How to forecast personnel needs 2. Forecasting the supply of candidates Managing Employee Separations, Downsizing, and Outplacement

第一节 特定优势理论 第二节 交易费用与内部化理论 第三节 国际生产折衷理论 第四节 子公司特定优势理论

第一节 观点综述 第二节 遵守规则与发展中国家和地区利用外国直接投资的关联性 第三节 进入新兴市场

第一节 进入方式 （Entry Strategy Into International Market） 第二节 国际契约经营 第三节 国际合资经营 第四节 跨国并购