胜任

Fashioning a barrel of wrought iron bars that can hold its shape properly requires precision on a level that standard smiths are simply not equipped to deal with, and the Gunsmith is the first specialist workshop equipped to produce such a piece.

将铁块锻造为坚固炮身需要极为精密的工艺，普通铁匠已无法胜任，而需专门制炮工匠方可胜任，火炮工坊即应运而生。

The new management model can build the frame of human resource management to realize the enterprise's value by the management of people. The paper discussed the theory of competency and the usage of competency in the enterprise management.

本文针对目前管理领域中有关胜任力的理论及胜任力在企业管理中的应用进行了探讨，阐述了胜任力的内涵，分析了基于胜任力的人力资源管理的重要性与作用。

Taking an Auto company as research object and competency model as guideline of related theories, this paper tells how to use the method of theory and practice to find out the problem in recruiting auto salesman based on competency model, morevover proposes the relative improvement measures according to overhigh turnover rate of auto salesman and uneven quality of employees. Finally,proposing auto salesman recuitment flow based on competency model through analyzing company's auto salesman competency model and finding out recruiting good salesman methord which can reduce turnover radio and improve recruittment efficiency.

本文以某汽车公司为研究对象，以胜任力模型的相关理论为指导，根据该公司汽车销售人员的流动率过高、员工素质参差不齐的现状，运用理论联系实际的方法，找出公司在基于胜任力模型招聘汽车销售人员中存在的问题，并且提出相应的改进措施；最后通过分析公司的汽车销售人员胜任力模型，提出了基于胜任力模型的汽车销售人员的招聘流程，为公司找出了一条用以减少员工流动率，提高招聘效率，招聘优秀销售人员的方法。

The threshold competencies include active learning, reading comprehension, monitoring, social perceptiveness, time managing, persuasion, complex problem solving, honesty, attention to detail, cooperation, concern for others, stress tolerance, initiative, persistence, knowledge, obedience, individual communication, sureness, and dare to expostulation.

其中鉴别性胜任特征包括：人力资源管理、协调、自我控制、言语表达、主动聆听和服务倾向；基准性胜任特征包括：主动学习、阅读理解、判断和决策、社交洞察力、时间管理、说服力、解决复杂问题、正直可靠、注意细节、合作性、关心他人、承受压力、主动性、毅力、知识技能、服从性、人际沟通、踏踏实实和敢于谏言。

The innovative point of this paper is the marketing personnel assessing model for primary election.

本文的阶段性成果是营销人员胜任力模型的建立，最终成果是素质测评数学模型的构建，创新之处在于尝试性的提出了基于胜任特征的营销人员素质测评模型，并采用测评表的方式将结果表示得更为直观。

Our graduates are capable of accomplishing high-level interpreting and translation tasks as well as revisal assignments in areas of diplomacy, external economy and trade, international cultural and technological exchanges; they are competent for simultaneous interpretation tasks in large-scale international and high-level leadership conferences; they are equal to translation teaching and research work in universities and related research institutes.

毕业生能胜任外交，外经贸，国际文化科技交流等方面的高层次口译，笔译任务及译审工作；能胜任大型国际会议的同声传译工作及高级别领导人的口译工作；胜任高校和有关研究机构的高级翻译教学和研究工作。

By multiple statistic method the report finically decides the competence items, which are factor analyzed into 66 items, 12 factors and further combined into 5 dimensions. Knowledge and skill dimension includes knowledge structure, education concept and psychology tutoring skill; ability dimension includes common ability and special ability; self-concept dimension includes self-situate , self-efficacy and self-supervise; personality dimension includes character and emotion; motivation dimension includes extrinsic motivation and internal motivation. It proved that the questionnaire has good internal consistency reliability, and also has good internal validity and structural validity. It could be offer an effective tool to survey the psychology tutoring competence of university counselor. In the second research, using The Questionnaire for psychology tutoring competence actuality of university counselor to investigated 40 counselors and more than 300 college students from 6 college of Wu Han. It validated three hypotheses, the results show: There existed significant difference in university counselor within the variable of college, major, whether do not have assessed remarkable counselor ,how many years to be a university counselor and whether do not ever joined some training of psychology tutoring, but no significant difference within the variable of sex, age and degree.

研究二运用《高校辅导员心理辅导胜任力现状调查》和《高校辅导员心理辅导胜任力现状调查》对武汉6所高校的40名辅导员和300多名大学生实施调查，以辅导员的性别、年龄、学校、学历、专业，以及担任辅导员的年限、是否参加相关心理辅导的培训和是否获得过优秀辅导员称号为分组变量，讨论不同组别的辅导员各项胜任力水平的差异，验证了三个假设，结果表明：(1)学校：不同高校的辅导员心理辅导胜任力水平存在显著的差异，其中教育观念、外在动机和内在动机等方面差异非常显著；(2)专业：整体上，不同专业的辅导员心理辅导胜任力水平不存在显著的差异，但在教育观念、心理辅导技巧、外在动机和内在动机等因子上存在显著差异；(3)工作年限：整体上不存在显著的工作年限差异，但在心理辅导技巧、特殊能力、自我效能感和情感等因子上存在显著差异；(4)是否参加心理辅导培训：参加过培训的辅导员的胜任力水平整体上高于未参加过培训的辅导员，但并不显著，只在知识结构和心理辅导技巧上差异显著；(5)是否获得过优秀辅导员称号：总体上不存在显著的差异，但获得过优秀称号的辅导员胜任力水平在一般能力和性格两个因子上明显比较高；(6)辅导员的心理辅导胜任力水平与其性别、年龄、学历三个变量上各因子的显著性程度都未达到。05，属于不显著的水平。

"Look at your transferrable skills, including project management, budgeting, supervising otITs, and organizational planning,\" Ryan says.

莱恩说，&审视一下本人的可变通胜任，包括工程管制、预算、指导他人，以及组织商量等方面的胜任。&

Article 7 Where a worker is not competent for the job and remains as so after being trained or being adjusted to another work position, thus the employer rescinds the labor contract, the employer shall, on the basis of the term of his work in the entity, pay economic compensations equal to 1 month's wages for every full year, provided that the economic compensations shall not exceed 12 months.

第七条 劳动者不胜任工作，经过培训或者调整工作岗位仍不能胜任工作，由用人单位解除劳动合同的，用人单位应按其在本单位工作的年限，工作时间每满一年，发给相当于一个月工资的经济补偿金，最多不超过十二个月。

Foundlings and advancement of this thesis: firstly, in China the entrepreneurial competency in small and medium sized catering enterprises is multi-dimensional, including opportunity competencies, organizing competencies, relationship

本文取得的研究成果与贡献：首先，中国背景下，中小餐饮企业企业家创业胜任力特征是一个多维概念，包括机会胜任力、组织胜任力、关系胜任力、承诺胜任力、战略胜任力和概念胜任力，本研究对基于行为测量的创业胜任力调查工具的开发做出了贡献；其次，企业家的创业胜任力可以通过相关的管理和技术训练、相关行业工作经验和创业经验得到显著提高，该结论为企业家的培训和发展提供了可借鉴的方法；第三，企业家创业胜任力与企业绩效有显著的相关关系和因果关系；最后，企业家创业胜任力与企业绩效之间的关系不同程度地受到企业经营模式、发展阶段和创业环境的缓冲调节作用。

As she looked at Warrington's manly face, and dark, melancholy eyes, she had settled in her mind that he must have been the victim of an unhappy attachment.

每逢看到沃林顿那刚毅的脸，那乌黑、忧郁的眼睛，她便会相信，他一定作过不幸的爱情的受害者。

Maybe they'll disappear into a pothole.

也许他们将在壶穴里消失