personal statement 代写：技术社会构建的一些定义

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personal statement 代写：技术社会构建的一些定义

在技术社会建构理论的指导下，产生了许多不同的概念。相对主义经验方案采用了技术理论的社会建构方法和阶段，体现了科学发现与社会生活的融合。相对主义经验方案(EPOR)定义了技术社会建构的一些概念，它们是:解释的灵活性:这一概念反映了社会不同阶层对技术有不同的需求。这一概念的主要主题是对特定社会群体使用特定技术的解释，其他群体则认为这种技术对他们没有用处。因此，这一概念以技术、人工制品的实用性为基础来划分社会。相关社会群体:这一概念可以看作是解释灵活性的延伸。在这一概念下，不同的集团根据技术背景的相关性获得了红利。对于每一种技术人工制品，其开发者或生产者及其使用者都是具有使用技术人工制品直接内涵的相关社会群体。另一方面，也可能存在其他不需要这种人工制品的间接相关的社会群体(Silverstone, 2005)。
标准技术产品具有广泛的相关社会群体，如组织、政治家、记者等。设计灵活性:技术产品的灵活性为许多社会群体的相关性打开了它的范围。设计柔性概念的社会建构技术理论认为，技术产品在社会上的使用应具有一定的灵活性。它建议，技术人工制品应该设计和开发这样的方式，使它可以被大量的人使用。问题与冲突:这一概念指的是由于社会不同群体对科技产品的使用范围很广，导致了社会之间的冲突。分析认为，没有发现任何利用特定技术人工制品的群体，总是认为存在技术资源的浪费。另一方面，对人工制品的使用则持相反的观点。这种情况由于对技术的不同理解而导致问题和冲突。这种社会建构概念的技术理论建议在社会分工的基础上对不同的技术进行使用和解释。

personal statement 代写：技术社会构建的一些定义

There are various concepts that had been developed under the theory of social construction of technology. Empirical Programme of Relativism (EPOR) has adopted methods and stages of social construction of technology theory, which demonstrates integration of scientific findings with social life. Empirical Programme of Relativism (EPOR) has defined some concepts of social construction of technology and they are as follow:Interpretative Flexibility: This concept reflects that different sections of society have different requirement of technology. Main theme of this concept is interpretation of use of particular technology for particular group of society and other finds it useless or not useful for them. Therefore, this concept divides society on the basis of technology artefact usefulness. Relevant Social Group: This concept can be treated as extension of interpretative flexibility. Under this concept, different groups have been dividend on the basis of relevance in context of technology. For every technology artefact, its developer or producer and its user are relevant social group with direct intension of using the technology artefact. On the other hand, there can be other indirect relevant social groups also exists which does not require such artefact (Silverstone, 2005).
Standard technology artefacts have wide range of relevant social group like organisations, politicians, journalists, etc.Design Flexibility: Flexibility in technological artefacts opens its scope in terms of relevancy for many social groups. Design flexibility concept of social construction of technology theory suggests that there should be flexibility in technology artefacts in terms of its use in society. It suggests that technology artefact should be designed and developed in such a manner so that it can be used by large amount people.Problems and Conflicts: This concept denotes that since there is wide range of usage of technology artefacts for different groups of society, this leads to conflicts among society. It is analysed that group which does not find any use of particular technology artefact, always thinks that there is wastage of technological resources. On the other hand, use of artefact argues on opposite direction. This situation leads towards problems and conflicts because of different interpretation of technology. This concept of social construction of technology theory suggests division of society in the basis of different technology use and interpretation.

論文代寫：人力資源

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論文代寫：人力資源
目前，雪山度假酒店採用的是傳統的人力資源模式，將所有與人力資源相關的問題都限制在由人力資源經理管理和解決(Hunter, Saunders， & Constance, 2016)。這一點得到總經理的加強，並部署給其他工作人員。多年來，由於直線經理和其他員工只專注於自己的工作職責，在人力資源活動中不合作，這種情況以一種消極的方式發展。這導致人力資源經理考慮引入外部資源來幫助管理部門內部的行政職責(Bhatia, 2009)。這將使人力資源部門有更多的時間來管理人力資源管理和提高員工的績效。外包服務可能是一種考慮的方法，但人力資源部門應該留在辦公場所內，以獲得有效的結果。雖然外包某些行政服務是可能的，但只能限於文件和文書工作。
建議人力資源部門考慮擴大規模，因為這將允許在組織內部進行適當的管理(Schniederjans, Schniederjans， & Schniederjans, 2015)。與外部人力資源機構分擔工作量，也會讓人力資源經理更加重視人力資源管理，確保員工的工作效率。我們必須牢記人力資源管理部門負責與員工互動，因此部門必須與各級員工溝通。人力資源經理負責行為準則、行為分析、諮詢、管理和滿足員工的需求和要求(Bohlander & Snell, 2010)。這意味著組織內的個人必須積極參與人力資源管理。培養員工只關注自己工作職責的態度，不利於組織的發展，必須立即消除。這種態度可能會助長員工的疏忽和無知，而這些員工後來可能無法報告工作場所的某些不當行為。

論文代寫：人力資源

Currently, Snow Mountain Resort has a traditional human resource model which limits all HR related issues to being managed and resolved by the HR Manager (Hunter, Saunders, & Constance, 2016). This was reinforced by the general manager and deployed to other staff members. Over the years, this has developed in a negative manner since line managers and other staff limit themselves to their job responsibilities and did not co-operate in the HR activities. This has resulted in the HR manager considering involving the external source to help managing administrative duties within the department (Bhatia, 2009). This would allow the HR department to spend more time on managing human resource management and improve employee performance.Outsourcing the services may be one approach to consider, but the HR department is supposed to remain physically within the business premises to be give efficient results. While outsourcing the certain administrative services may be possible, it can only be limited to documentation and paperwork.
It’s advisable for the HR department to consider expanding as this would allow proper management within the organization (Schniederjans, Schniederjans, & Schniederjans, 2015). Sharing the workload with external HR agency would also allow the HR manager to give more attention to managing human resource and ensure proper efficiency of the staff.One must keep in mind that the HRM is responsible for interacting with the staff thus the department must communicate with the staff at all levels. The HR manager is responsible for code of conducts, behaviour analysis, counselling, management and addressing of employee needs and requirements (Bohlander & Snell, 2010). This means it is necessary for an individual within the organization to participate actively in management of human resource. Nurturing the attitude that employee will limit their attention to only their job responsibility is not good for the development of the organization and must be stamped out immediately. Such attitude may promote negligence and ignorance among staff who would later fail to report certain malpractices at the workplace.

留学生作业代写：人力资源业务伙伴模式

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留学生作业代写：人力资源业务伙伴模式

人力资源业务伙伴模式建立在与组织内的业务领导者紧密合作的基础上。这意味着企业领导人将与部门经理紧密合作，并成为人力资源部门的一部分。他们还将参与人力资源活动，如员工招聘和选拔以及员工绩效管理。此外，Hendry(2012)认为，人力资源业务伙伴关系有助于组织的人力资源管理部门实现他们当前和未来的目标。在雪山酒店，通过商业伙伴模式，人力资源经理将作为商业伙伴工作，并将是唯一的人力资源员工，以帮助直线经理在组织内担任人力资源经理。驱动使用业务伙伴模型的主要外部因素是通过提高整体业务性能来节省成本和提高效率以获得竞争优势。另一方面，雪山酒店实施商业伙伴模式的主要内部因素是提高员工的工作效率，为他们的工作提供价值，并使他们积极参与组织。
通常情况下，直线经理不需要做任何与人力资源相关的事情。然而，随着人力资源业务伙伴模型的实施，直线经理将成为管理组织内部人力资源活动的参与者。人力资源商业模式在组织内部产生了积极和消极的影响。Oke(2016)确定了人力资源商业模式对员工生产力的影响。作为人力资源经理作为人力资源业务伙伴，他们更倾向于寻找有技能的员工，并利用他们(Stritesky & Quigley, 2014)。另一方面，由于对员工技能的关注，人力资源业务伙伴模型为识别、培训和发展熟练员工提供了空间，使他们能够在竞争激烈的酒店业务中获得竞争优势。Bennett & Ho(2014)指出，人力资源业务伙伴倾向于审查员工的绩效。这一审查有助于组织确定员工的优点和缺点，从而有助于制定与员工敬业度相关的战略决策。此外，我们亦可举办员工培训计划，提高员工的技能。

留学生作业代写：人力资源业务伙伴模式

HR business partner model lies on the very fact of working closely with business leaders within an organisation. It means that business leaders will work closely with the line managers and will be a part of the HR department. They will also participate in HR activities like employee recruitment and selection as well as employee performance management. Further, according to Hendry (2012), HR business partnering helps the HRM department of an organisation in order to achieve both their present and future goals. In Snow Mountain hotel, by using the business partner model, the HR managers will work as business partners and will be the only member of HR staff to help the line managers in acting as HR managers within the organisation. The main external factor that drives the use of business partner model is the cost savings and efficiency to gain competitive advantage by improving overall business performance. On the other hand, the main internal factors that are working in Snow Mountain Hotel for implementing the business partner model is improving the efficiency of employees as well as providing value to their work and engaging them actively with the organisation.
Normally, line managers do not have to do anything with HR activities. However, with the implementation of HR business partner model, line managers will be the players in managing HR activities within the organisation. HR business model has come with both positive and negative effects within an organisation. Oke (2016) identified the impact of HR business model on the productivity of employees. As HR managers works as HR business partners, they tend to focus more on finding skilled employees and harnessing them (Stríteský & Quigley, 2014). On the other hand, due to the focus on employee skills, the HR business partner model provides the scope to identify skilled employees, groom and developing them so that they can be used for gaining competitive advantage in the competitive hotel business. Bennett & Ho (2014) remarked that HR business partners tend to review the performance of employees. This review helps the organisation to identify the strength and weakness in an employee and thereby helps in the strategic decision making related to employee engagement. Further, employee training programmes can also be organised for improving employee skills.

加拿大论文代写告诉你论文关键步骤易出现的问题

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加拿大论文代写告诉你论文关键步骤易出现的问题

去加拿大上学，最让同学们头疼的应该就是论文写作了吧，瞧那一篇一篇又一篇的论文，感觉头发都要掉光了。其实加拿大论文代写的小编总结了一些论文关键步骤易出现的错误，教大家避坑，写出更好的论文。

文献的查找和选择

大家都是用数据库来搜索相关的论文和文献，但是很多同学在这个方面做的不是很好。有的时候查不到相关的内容，这个主要就是因为搜索的关键词不对。很多时候，换个关键词，就能出来更多相关的材料。另外，很多时候，大家可能只是依赖学校数据库，其实我个人一般会首先google，除了很多基础的概念之外，很多时候会出来一些相关的组织和机构，他们的数据一般也是比较有权威性的。然后google scholar一下，查看各个文章的引用次数和时间，基本就能知道哪些文章是比较重要的。

文献的阅读

这个部分学生普遍反映很花时间。这里跟大家介绍一个方法，–可以把文章copy到谷歌翻译，大概可以看明白这个文章讲的主要内容。虽然以上方法不是很推荐，尤其错误的翻译可能刚好是文献的重要信息。另外，文献阅读的时候，要注意选择要点。如果是文科的，一般要看abstract，然后看discussion;如果是商科，可能会看下图表的数据。其他专业的我接触的不多，但是大同小异。核心就是不要浪费时间在细节上。

内容

对于读本科和硕士的学生而言，论文基本上就是重复总结一下上课的内容，因为这个知识水平其实是很难提出崭新的观点。那么在写作的时候，可以先看一下讲义PPT。注意，在这个过程中，很多学生还是蒙蔽的状态，那我建议学生可以百度一下，用中文最起码把相关的概念能理解清楚。然后可以搜一下中文相关的东西。这样虽然不能保证内容是最新的，但是最起码是不会跑题的。这里还要重点说一下，不同的题目其实是有不同的写作的方法的。比方说case study，一般的方法就是“定义+把定义结合案例+评论”。很多学生就不写定义或者理论，这个其实就不行。

英文表达

其实考察的就是基本功了。建议大家在交作业之前，找个人做下校对。毕竟有的时候自己写的东西，自己都不知道是什么意思，或者有的同学对自己的表达能力迷之自信。。。这里说一下，很多同学特别愿意写很复杂的句子，结果就是越复杂错误越多。大学论文最重要的是内容，主要就是沟通。所以句子可以写的短点，尽量不要搞的那么复杂。

Turnitin

在国外上过学的同学们，几乎都应该对这个名字非常熟悉。毕竟这个东西是个磨人的小妖精一样的存在。我之前曾经对于这个软件有过很详细的介绍。这个东西简单来说，就是个数据库，通过字节长度来匹配，看一下提交的文章和之前的文章哪里是重合的。很多时候，中国学生不写引用来源，就会出现很高的重复率。这种情况下，建议做一下深度paraphrase。这个不仅仅是说替换个单词，可能还包括整个句型的替换。

以上就是论文写作易出现错误的五个关键步骤，大家在这里多注意一下。实在不行，还可以找我们加拿大论文代写帮忙，我们可以提供咨询、修改和代写服务，关键时刻一定能帮到你的，欢迎随时咨询。