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well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow. Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creat ive. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. establishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, t he eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both "pragmatic" enough, take a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p and se rvice base, serve the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take care of the bala nce, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal point of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the development of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

Xxxx 学院

2009/2010 学年第一学期

生产实习报告
系 班 别: 级: 工商管理系 物流

姓 学

名: 号:

xxx

指导教师:

2009 年 9

月3



people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er t han la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to understand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to the dema nd of the masses m ore and more sit uat ions, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use rea li stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink some water to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is to for ce you to get dri nking wate r, go back to y our s eat busine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a lea ding cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for implementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impleme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow. Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creative. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. establishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, the eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both "pragmatic" enough, t ake a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p and se rvice base, serv e the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take care of the bala nc e, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal point of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the development of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

一、实习目的或研究目的 本次实习的目的在于通过理论与实际的结合、个人与社会的沟通,进一步培养自 己的业务水平、与人相处的技巧、团队协作精神、待人处事的能力等,尤其是观察、分析和 解决问题的实际工作能力, 以便提高自己的实践能力和综合素质, 希望能帮助自己以后更加 顺利地融入社会,投入到自己的工作中。 一般来说,学校的生活环境和社会的工作环境存在很大的差距,学校主要专注于 培养学生的学习能力和专业技能, 社会主要专注于员工的专业知识和业务能力。 要适应社会 的生存要求,除了要加强课堂上的理论知识外,还必须要亲自接触社会参加工作实践,通过 对社会工作的了解指导课堂学习。 实际体会一般公司职员的基本素质要求, 以培养自己的适 应能力、组织能力、协调能力和分析解决实际问题的工作能力。 实习在帮助应届毕业生从校园走向社会起到了非常重要的作用,因此要给予高度 的重视。通过实习,让自己找出自身状况与社会实际需要的差距,并在以后的学习期间及时 补充相关知识,为求职与正式工作做好充分的知识、能力准备,从而缩短从校园走向社会的 心理适应期。

二、实习内容 实习的内容主要是销售 TCL 彩电,学习公司的企业文化、销售技巧、 团队协作精神、礼仪等各方面的知识。凭着对本公司产品的了解和与其它公司产品的对比, 突出本公司产品的优点和公司的良好信誉,积极开拓客户源,向顾客推销产品,并尽量推销 系列产品,完成公司分配的任务。 三、实习总结或体会 2009 年 6 月 20 日到 7 月 6 日 , 我在 xx 莲花新华都进行了为期两个星期的实习。 这期间公司的同事给予了我热情的指导和帮助, 而我也虚心向他们请教学习, 把大学所学的 知识加以运用, 在理论运用于实践的同时, 也在实践中更加深刻地理解了以前没有理解透彻 的知识。经过这些天的实习,我对公司也有了更深刻的了解,也初步熟悉了销售员的实际操 作步骤。更重要的是,这是我踏入社会的第一步,虽然只有两个星期的时间,但是也让我看 到了自己的很多欠缺,让我深知出身社会,还需要很多学校里学不到的能力。

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to underst and. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office , i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to the dema nd of the masses m ore and more sit uations, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use reali stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink some wat er to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is to for ce you to get dri nking wate r, go back to y our s eat bu sine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a lea din g cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for im plementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impl eme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow . Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creative. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. estab lishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, the eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both " pragmatic" enough, take a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p an d se rvice base, serve the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take car e of the bala nce, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal p oint of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the develo pment of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

首先介绍下实习的单位, TCL 集团股份有限公司创办于 1981 年,是一家从事家电、 信息、通讯、电工产品研发、生产及销售,集技、工、贸为一体的特大型国有控股企业。经 过 20 年的发展,TCL 集团现已形成了以王牌彩电为代表的家电、通讯、信息、电工四大产 品系列, 并开始实施以王牌彩电为龙头的音视频产品和以手机为代表的移动通信终端产品的 发展来拉动企业增长的战略。二十年来,TCL 发展的步伐迅速而稳健,特别是进入九十年代 以来,连续十二年以年均 50%的速度增长,是全国增长最快的工业制造企业之一。目前 TCL 涉及的家电、通讯、信息、电工几大主导产品都居国内同行前列。2001 年,TCL 集团销售总 额 211 亿元,利润 7.15 亿元,税金 10.8 亿元,出口创汇 7.16 亿美元,在全国电子信息百 强企业中列第 6 名,是国家重点扶持的大型企业之一。2001 年 TCL 品牌价值 144 亿元,在 全国知名品牌中排第 5 名。

在 20 年的发展中,TCL 集团以超前的观念和行动,主动去认识和培育市场,创造了 “有计划地市场推广”、 “服务营销”等市场拓展新理念, 系统形成了一种全新的经营理念 和管理机制。TCL 集团以市场为先导,十年来致力于市场营销网络的建设,目前已建立起遍 布全国各地的由 IT 网络支撑的 300 多家营销网点和一支近万人的营销队伍,在世界十多个 国家和地区建立销售公司或商务代表处, 在越南和印度设立彩电制造基地, 大力开拓海外市 场,为 TCL 的国际化打下基础。TCL 以科技为依托,不断加大科研投入,1998 年成立了企业 技术中心, 2000 年 1 月被评为“国家认定企业技术中心”。 TCL 集团还成功地把产品经营和 资产经营两者结合起来进行统筹经营, 发挥品牌和网络的两大优势, 继把 TCL 品牌从电话 机扩展到以“TCL 王牌”彩电为代表的音视频产品、 电工产品之后, 1996 年一举兼并了香港 陆氏公司彩电项目,开创了国企兼并港资企业之先河,1997 年又与河南美乐彩电实现强强 联合,1999 年,又以资产无偿划拨方式,受让内蒙古彩虹电视机厂,2001 年 2 月又兼并无 锡永固电机厂,成立 TCL 无锡数码有限公司,2000 年 12 月又兼并中山索华空调厂,使 TCL 的产品规模和整体实力得到了进一步发展和壮大,增强了 TCL 在市场上的竞争优势。1998 年 TCL 集团开始全面进入信息产业, 生产销售 TCL 品牌的信息产品, 并拓展互联网接入设备 业务,建立互联网服务能力,提升分销网络功能,为电子商务时代做准备。1999 年,TCL 又进军白家电和空调领域,并取得不俗业绩。

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to un derstand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's ol d ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovativ e pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to th e dema nd of the masses m ore and more sit uations, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use reali stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink som e water to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is t o for ce you to get dri nking wate r, go back to y our s eat busine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a l ea ding cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for implementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impleme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow. Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creative. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. establishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, the eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both "pragmatic" enough, t ake a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p and se rvice base, serv e the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take care of the bala nc e, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal point of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the development of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

秉承“为顾客创造价值、为员工创造机会、为社会创造效益”的企业宗旨,三万 TCL 人将继续发扬“敬业、诚信、团队、创新”的企业精神,以“研制最好的产品,提供最好的 服务,创建最好的品牌”三个最好作为竞争策略,不断进行经营变革和管理创新,增强企业 的整体素质,力争用 10 年左右时间,实现我们创建世界级中国企业的宏伟目标。 我是在位于 xxx 内莲花新华都里实习的,在那里当销售员.实习的第一天,店铺主管对我简单地 介绍了整个店的基本运作情况和一起工作的员工.那里销售的是 tcl 电器.工作中,同事教了我 很多知识:首先是有电器的知识,原来不同型号的电器都显示出不同的风格,其次是"顾客就是 上帝"的道理. 有一个事例,让我至今还记忆犹新.有一天,天气不是很好,有两位顾客拿着湿透的雨具走 进店内看电器,看了快半个小时了也不问价格 ,雨具上的水不断地往下滴 ,他们还动手去摸灯 具,要知道该店的 货品全是高档货,无论是店员还是顾客都是不允许随便敲打触摸的,可这两 个顾客此时却偏偏往屏幕上东敲敲西敲敲,按常理谁都会上前用直接的言语制止他们,但店里 的主管走过去并没有这样 ,而是亲切地问他们:"请问你们需要哪一种型号的电器呢 ",其中一 位顾客说道:"这些电器似乎过时了,手工也不那么好……",接着还装出一副潇洒的样子走了. 表面上看,这位主管好像并没有制止他们的这种行为,但明理的人都知道已有制止的意思在里 边,他只是用了很委婉的言语罢了.这样一来既不会对这些顾客造成逆反心理 ,也给了这些顾 客下台阶的余地,还为店赢得了声誉,真是一举三得呀!这件事确实让我感受很深.事后,我对主 管说:"真佩服你呀!",她说:"在销售这个行业很多时候会遇到这类顾客,他们进店不一定会买, 但无论他们怎样找麻烦或贬低商品 ,我们都要以诚相对 ,以礼待人,要亲切热情地向他们介绍 商品,因为’顾客就是上帝’.千万不要以衣着和打扮去对待顾客,要知道有些顾客他们今天不 买东西,明天可能会买,或者他们自己不买却会介绍他的亲戚或朋友来买 ,因此,我们的服务一 定要最好的,留给每一们顾客一个美好的印象.".主管所说的话给我触动很大,让我明白了作为 一名销售员应具备的素质.这就是我在第一个实习单位学到了最珍贵的东西. 回想起来,实习是有成绩的,但也有做得不够的地方,主要表现在以下几方面: 1,工作欠主动, 2,工作有时缺乏认真的态度.如在工作的过程中与同学聊天. 经过老师的提醒,我终于认识到这些不足,同时让我明白:①对待工作绝不能马马虎虎,随 便了事.因为我现在已经是成年人了,要对所做的事情负责,况且现在的社会竞争激烈,大学生 都很难找到工作,更何况我只是一名大专生,所以一定要珍惜每一次的实习机会 .②要踏踏实 实地工作,虚心请教,刻苦钻研,努力发挥自己的潜能,这样才能进步,也更容易地被用人单位接 受以至留用,否则,便会失去就业的机会.③不断地向他人学习.一个人的知识和本领是很有限 的,要想使自己的知识和本领不断提高 ,就需要向他人学习.每一个人的周围都有很多很有才 华的人,他们就像一本无字的书本,因此,我们要仔细分析每一个人的优点,并把他们作为自己 的学习榜样. 这次实习,给了我很深的体会:

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to underst and. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office , i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to the dema nd of the masses m ore and more sit uations, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use reali stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink some wat er to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is to for ce you to get dri nking wate r, go back to y our s eat bu sine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a lea din g cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for im plementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impl eme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow . Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creative. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. estab lishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, the eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both " pragmatic" enough, take a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p an d se rvice base, serve the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take car e of the bala nce, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal p oint of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the develo pment of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

对客户要长久,要真诚,不要将个人情绪带到工作中。

对客户来讲,他看重你的可能是你的产品、可能是你的品牌,可能是你的价格,可能是 你的服务等等,当然最后是否选择你,还有很多其他因素,包括经济的、政治的等等,是一 些非常复杂的因素最后综合影响的一个结果, 因此你不要对一个项目过于耿耿于怀, 你拿下 了一个项目,不见得能够拿下这个客户的第二个、第三个项目;同样,你丢掉了这个客户的 第一个项目,也不一定就丢掉后面的项目,而后面的项目有可能比前面的要大的多!因此, 对客户要长期的跟踪,长期的保持一个非常良好的、互利互惠的关系,不要过于急功近利, 过于看重眼前利益,拿下项目,大家都好;拿不下,对不起,拜拜,这样的人很难有什么大 的作为!

对渠道, 我们要以诚相待, 以理服人! 因为客户里面形形色色的人都有, 有真心对你的, 有存心来骗的, 要有一双慧眼。 但是我觉得对客户重要的是真诚, 真诚的告诉他们你的优势、 你的劣势,你能提供给他们的支持、服务,哪些是你做不到的,不要怕客户知道你的缺点, 因为你不说他也会从别人那里了解到!因此对客户要真诚的合作,容忍客户的“小心眼”、 “小把戏”,相信绝大多数客户是好的,是真心和你合作的,“欲取之,先予之”,经过真 诚的沟通和交流,客户一定会成为你的忠实伙伴的!

另外,做销售很重要的一点是不要将个人的情绪带到工作中。这个情绪指消极、悲观、 愤怒的情绪。因为一个人在家庭、单位、组织甚至大街上都能碰上不愉快的事情,但是要自 己能够很快的排遣不良的情绪,千万不要带到工作中,这样对你没有任何好处。

总之要不断的总结和学习,将不好的改正,将好的保持下来,积累经验,取长补短。

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to un derstand. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return to t his, s ee thing s but not people's ol d ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovativ e pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office, i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to th e dema nd of the masses m ore and more sit uations, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use reali stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink som e water to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is t o for ce you to get dri nking wate r, go back to y our s eat busine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a l ea ding cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for implementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impleme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality

well, with the effectivenes s of servi ces to defend t he interest s of the mass es. T hird, we shoul d strive to do well. To a chieve g ood practi cal res ults, the key i s to know the la w, to gras p the law s and us ing laws . Office of e conomic development, social progre ss, there are rule s to follow. Only a ct according to the la w, to overcome blindne ss and stre ngthening initiative , creative. Working i n the Office, we s hould be good at analy zing the ess ence of thing s, to find regular thing, cha nge from passiv e to active, t o seek one . Investee 2. establishme nt of evaluati on system. Eval uation system is ess entiall y an incentive mechani sm, the eval uation was obje ctive and fair, reas ona ble, a nd can stimulate a pers on's energ y, mobilizing people's enthusia sm or be misl eadi ng, dam pene d the e nthusiasm of people. At pres ent, the concept of pe opl e-oriente d pe ople , but t o establi sh a nd perfect evaluati on sys tem is still lagging behi nd. Work in t his area s hould be seri ously ca ught up. "Three em pha sis on" to take advantag e of. Is a focus on sta ndards and s cientifi c. A fundamental poi nt of the evaluati on criteria, is t o keep contact, development, compre he nsive eye eval uation of ca dres. Office w ork, both "record" and "pote ntial performa nce"; bot h s ubje ctive efforts, take another l ook at the obje ctive condition; both "pragmatic" enough, t ake a nother look at the "retreat" level. Se cond, focus on partici pating t he brea dth of the s ubj ect. Eval uation of ca dres must give f ull play to democracy, ca dres a nd t he masse s ha ndi ng over evaluation. Office work service s leadershi p and se rvice base, serv e the pe opl e, the n nominate d the mai n obje ct will contai n a variety of s ervices , so that as sessme nt was a ccurate and to avoi d one -sidedness. Third, pay attenti on to t he s eriousne ss of the conclusion. The us e of evaluati on fi ndi ngs is mai nly embodie d in his directi on. Permitted to choose one, it w oul d be ta ntamount to establi shi ng a banner. Evaluation can't take care of the bala nc e, ot herwis e it would undermine t he offset the positive significa nce of evaluation. Office of the party committees at all level s s hould take the finding s as on the cadre s ' bonus-pena lty, a n importa nt basi s for future moveme nts, incentive a nd re straint effect of making evaluati ons. 3. Prevention of under standi ng "infidelity". People-centere d devel opment , concrete i s diale ctical ,. In practi ce in t he pr oce ss, to prevent one -si ded a nd still l ook , from actual people. One i s to use di alecti cal point of view t o understa nd. H umani st is the core of the scientific Outl ook on development, remains the development of the sci entific Outlook on dev elopme nt empha sizes, i s still taki ng economic constr ucti on as t he Ce nter. A ny de parture from the development of thoug ht and acti on, i s a misinter pretation a nd mis understanding of pe ople -orie nted. A dhere to people-oriente d both to overcome one -si dednes s of the old, but als o to prevent one -s idedness, not a ccel erating the development of people a nd the opposition. M ust be very clear, pe ople oriente d and spee ding up deve lopme nt is not opposed, but consistent, we shoul d never be

people-oriente d in the name of reduci ng our enthusia sm. Premier We n Jiaba o's G overnme nt work report this yea r, ide ntified as 7% gr owth, 2 .1% low er than la st year's 9.1% , but i n 8 work remai ns to a ccelerate development i n the first pla ce ... Work standards. Second is to use the scale of development to underst and. Society is ev olving, human nee ds are als o changi ng. Pra ctice of humani sm is a long-term pr oces s and ca nnot be achieve d overnig ht. To treat people if you stand still and rigid dogma, it is poss ible t o return t o t his, s ee thing s but not people's old ways. T herefore, w e have to foll ow the development of the times, a nd continue de buggi ng the humani st pers pective , innovative pe ople -oriented wa y. Under the new histori cal conditions, we are re que sted by the times, set up a bra nd new concept, a high starting poi nt, hig h standard of armed people, s hapi ng, exerci se, people, consta ntly taking the new connotation of the times. Terms of Office , i s to lead t he vast num bers of ca dres to a ctively 员 权 授 无 病 因 ; 字 理 代 定 法 其 时 力 能 为 事 民 全 完 备 具 不 。 情 知 署 签 人 本 由 当 应 , 动 活 疗 医 的 行 进 可 方 意 同 面 书 者 患 得 取 需 对 adapt to t he knowledge faster a nd a ctively ada pt to the i ncrea singly high level of leader shi p situati on, a ctively ada pt to the dema nd of the masses m ore and more sit uations, eager t o learn, enhance accum ulation, efforts, hone d the a bility to overcome a g ood servi ce, pani c. Thir d is to use reali stic understanding. A dher e to pe opl e-oriente d must be base d on reality, not divorced from reality. Desk no water cups here i n H ong Kong, staff need to drink some wat er to t he dri nking fountai n on a floor, the gla ss used i s a one-time non-cone type . Drink t his cup can only hol d, ca nnot be put dow n. This is not only to save on glass materials , more important is to for ce you to get dri nking wate r, go back to y our s eat bu sine ss. Our empha sis on people-oriente d, does not imply y ou ca n indulg e the desires, t he comfortable, t he pursuit of enj oyment. Office of the party committees at all level s of our comrade s, must conti nue t o maintain t he style of plain livi ng and har d struggl e, to sta nd up to t he tests of temptations, ex citing "energy" conservation "dis position" to t he s pirit of selfle ss de dicati on a nd provi de servi ces . Investe e 4. clearly defi ned res ponsi bilitie s. Putting people first is a common vi sion of dev elopment, every one i s a liability. People -orie nted, a bove a nd below with t he res ponsi bility for coordi nating system must be e stablis hed and hold every one a ccountable . First, we m ust strengt hen t he lea dershi p. "I n its pla ce, its g overna nce, its level, bear the responsibility of the D ivision." Thi s is the minimum re quireme nt for leader s, is a meas ure of the ba sic criteria for whether a lea din g cadre is com petent. Leaders ne ed to "it is a n official term for the be nefit of" mission, consci ously ass ume responsibility for im plementi ng pe opl e-oriente d. Dire ctor of the Office of the party committees at all level s is the responsibility of the units t o impl eme nt pe ople -ori ented, to manage t heir people, "pl ug in own re spons ibility", effectively e nha nce t he e ducation of leadi ng ca dres, cadres a nd cadre s work , efforts to revitalize the Office of human res our ces, Office work is full of vigor and vitality


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