包邮实用职业英语系列丛书:会展英语

内容简介

简介 　　本书以*新实用的会展英语材料为基础编写，内容涉及会展产业历史、会展产业现状、会展教育、会展筹备、会展推广和展后跟进等各个方面，入选的材料注重时效性、趣味性和客观性，具有实用性强——以本专业实际运用为宗旨，职业性强、针对性强等特点。本册共有15个单元，每一课包括text，notes，background等内容，为提高学生的阅读理解能力，在课文后加注notes，使学生掌握必要的会展英语词汇，在背景知识中结合课文，介绍相关的知识，每个单元至少有两篇趣味性强的reading materials，以扩大学生的阅读量，培养阅读的兴趣。

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So, what should today's federal, state, and local workers employers do？First, recognize that training and development are not costs but investments in the development of the employee and the success of the agency. In fact, with nearly one in four government workers scheduled to retire in the next five years, current employees are the best ones to ensure that an agency can continue meeting its mission. The Performance Assessment Network uncovered that those employees who participated in training and development opportunities provided by their employer were significantly more engaged,and significantly less unengaged than those employees who were not given training opportunities-and employee engagement leads directly to the types of behaviors desired of employees.Second, do a better job of selecting employees, ensuring a good fit in the organization. With more than one in five new state/local employees leaving voluntarily or being fired by their organization, all government agencies need to do a better job of finding the right person for the right job at the right time, the definition of "recruiting,"the first of the "4 R's of Workforce Engagement."Third, do something simple. Create mentoring programs as part of an organizational on-boarding process, select and train the mentors, match mentors with "mentees," and create incentives for both to succeed. This-inexpensive program improves the productivity of new employees as well as their retention, and teaches the mentors supervisory skills that might be of benefit to an organization in the future.Fourth, make sure that front line supervisors and managers understand the importance of providing training for the short term and the long term. Remember,employees quit a boss, not a company.Fifth, realize that training doesn't have to be directly related to the day-to-day job.Giving employees time to join a not-for-profit board, paying for ongoing professional certification, even giving lessons to specific