【正文】 ere is no increase in wages and promotion by giving employees the ability or strength difference, for those who like the same age and length of service of staff , there is no difference in wages, but also makes difficult to stand out talents, was repressed and wasted a mon phenomenon. In addition, the incentives of a single, particularly serious impact on narrowing ine gap and the suppression of the enterprise manager39。s enthusiasm and creativity classes. 人力資源管理 6 Both business management personnel management development trend From the development of management talent management trends, with the development of economic globalization, countries in corporate governance of mutual learning, mutual learning, a variety of management talent management is also evolving, and the main show the following main Features: United States and Britain began to learn German and Japanese management model management, attention to internal control and longterm incentive. GermanJapanese model shown has the advantage, banks and Enterprise Group Holdings in ways that favor longterm development to encourage enterprises to focus on。 and AngloAmerican capital markets to stockbased operators can easily lead to more inclined to take shortterm, in order to obtain shortterm return on investment lost the longterm business opportunities. To this end, Britain and the United States panies starting to focus on longterm incentive to change business in the short term behavior and shortterm employment means employees pay more attention to mobilizing the enthusiasm of years since the 20th century, the gradual relaxation of British and American control of the financial system. In particular the United States through 1999, Financial Services Modernization Act of 1999, the end of the mercial banks, securities and insurance subsector management and separate supervision of the situation. In 1986, the implementation of the London Stock Exchange, the first major reform to allow nonmembers can obtain 100% ownership of membership, which is equal to allow mercial banks to participate directly in the securities business. Deregulation will allow the bank39。s role in monitoring the pany increased. Under British management approach continues to pay rich Traditional pay system in order to avoid all the disadvantages brought to skillsbased pay system has bee a . corporate trend of pay reform. This salary system is based on the skills of employees are paid according to master, rather than the specific time they are engaged in paid work and reward. This kind of investment (including knowledge, skills and abilities) for the measurement based pay system will help encourage employees to consciously acquire new work skills and knowledge for enterprise innovation. In addition, the variable pay system and the nonmoary pensation system is constantly 人力資源管理 7 being used and developed. The gradual weakening of German and Japanese management model within the direct control of the external market began to strengthen monitoring From the 8039。s, along with the development of securities markets and enterprise selfaccumulation capabilities, direct financing business in Japan, Germany, the increase in funding to enable enterprises to reduced dependence on bank loans, corporate debt rate decreased to weakening the banks control of the business, Japan, Germany, the trend of concentration of share ownership structure began to weaken, the market external monitor role is being strengthened. Germany and Japan the traditional management mode of employment, selection methods are changing In Japan, the annual salary system, variable pay increases and other human resources management system for Performance feature has bee increasingly evident, the flow of employment, the expansion of contract employees, the tendency to further strengthen the costimpact on the business operations of the welfare system pension reform, the general direction of development can not be questioned. In Japan, staff work with the values of diversity, employee selfconscious high, and dismissal of the phenomenon of increase in the employment relationship and other adjustments, employees and business sense of the mon sense and progressive loss of one. Coupled with the increased mobility of the labor market to the premise of lifetime employment means employment is constantly loosening and changes. From the current actual situation, many Japanese panies have canceled the lifetime employment system, on Merits gradually being broken. The original step by step, the internal promotion, the rules have changed. So someone said, Japanese panies and personnel system three pillars of the two slowly fall. 人力資源管理 8 REFFERENCE [1] Lacroix M, Pirotte A. ILL: An English Structured Query Language for Relational Data Bases. in Nijssen,1977: 169176. [2] Codd E F. A Data Base Sublanguage Founded on the Relational of ACM SIGFIDET Workshop on Data and Control, 1977: 145160. [3] Bruce Eckel. Thinking In Java. Prentice –Hall. 537588. [4] LJ. ARACIL， ， . Analysis and stochastic characterization of TCP lows[J]. 559566. [5] Dick Oliver， Michael Morrison Sam . Teach Yourself HTML and CSS in 24 Hours[M]. California： Sams Publish， 2021： 20100. 人力資源管理 9 **本科畢業(yè)設(shè)計（論文）管理暫行規(guī)定 畢業(yè)設(shè)計（論文）是本科人才培養(yǎng)的重要實踐性教學(xué)環(huán)節(jié)，也是學(xué)士學(xué)位評定的重要依據(jù)。為了切實做好我 校 的畢業(yè)設(shè)計（論文）工作，規(guī)范畢業(yè)設(shè)計（論文）工作的管理，提高畢業(yè)設(shè)計（論文）的質(zhì)量，特制定本規(guī)定。 一、 畢業(yè)設(shè)計（論文）的 主要目的 （一） 培養(yǎng)學(xué)生運用所學(xué)知識獨立地分析和解決 本專業(yè)范圍內(nèi)一般 問題的能力，培養(yǎng)學(xué)生的創(chuàng)新意識和實踐能力，使學(xué)生 從事學(xué)術(shù)研究的能力 得到 初步 的訓(xùn)練； （二） 培養(yǎng)學(xué)生理論聯(lián) 系 實際的工作作風(fēng)和嚴謹認真的科學(xué)態(tài)度； （三）培養(yǎng) 學(xué)生分析設(shè)計能力、研究實驗 能力、工程實踐能力、經(jīng)濟分析能力、外文閱讀能力和計算機的運用能力，以及社會調(diào)查、文獻資料查閱和 論文寫作能力 。 二、 畢業(yè)設(shè)計（論文）的 基本要求 （一）按照各專業(yè)“ 畢業(yè)設(shè)計（論文） 教學(xué)大綱”的要求進