论文外文翻译部分

毕业论文的外文文献是什么意思?是说找一篇外文文献，然后把它翻译成中文吗？~

不是，意思是你的论文中需要引用外文文献；证明你在写你的论文时，参考了外文文献。
跟翻译外文文献没关系，只是证明你广泛涉猎、查阅了很多资料，其中包括国外相关研究的资料。

《关于毕业论文书写格式》

关于毕业论文书写格式

(参考某一学校的要求)

论文书写格式

论文全部要采用word 来书写，文件名统一为“report95´ ´ .doc”，其中´ ´ 代表自己的学号。

学位论文一般应包括下述几部分：

论文首页格式：
其中学位论文题目用黑体二号字，其余用宋体四号字

论文题目应能概括整个论文最重要的内容，简明、恰当，一般不超过25个字。

中文摘要及其关键词（宋体5号字b5排版）：
4 论文第二页为500字左右的中文内容摘要，应说明本论文的目的、研究方法、成果和结论。

学位论文摘要是学位论文的缩影，尽可能保留原论文的基本信息，突出论文的创造性成果和

新见解。论文摘要应尽量深入浅出，通俗易懂，少用公式字母，语言力求精炼、准确。

4 在本页的最下方另起一行，注明本文的关键词3╠5个。

英文摘要及其关键词（宋体5号字b5排版）：
论文第三页为英文摘要，内容与中文摘要和关键词相同。


学校名称：东北师范大学

院（系）名称：计算机系

本科生学号：


学 位 论 文 题 目


学 科、专 业：计算机科学技术

本科生姓名： _____ _

指导教师姓名：_________

指导教师职称：___________


东北师范大学计算机系学位评定委员会


年 月

摘 要（粗宋体居中四号字）

（空一行）

摘要内容（宋体5号左对齐）

（空一行）

关键词：词1、词2


目录：
论文各章节的详细目录。格式如下：

计算机概论……… ………………………………..……1
1.1 计算机产生……..…………………………………………..1

1.2 计算机的发展……………………………………………..2

1.3 计算机中的进制 …………………………………………3

一 二进制表示法…………………………………………..….3

第二章 计算机文化基础……………………………………….6


其中：“章”部分使用宋粗体四号字；“节”部分采用宋体5号字

引言（或序言）（宋体5号字b5排版）：
内容为本研究领域的国内外现状，本论文所要解决的问题，该研究工作在经济建设、

科技进步和社会发展等某方面的实用价值与理论意义。

正文是学位论文的主体:
4 要求采用宋体5号字b5排版。每页36行，每行32个字。页码打印在页面下方中间位置，

论文装订后尺寸为标准b5复印纸的尺寸。页眉部分奇数页使用“东北师范大学计算机系

学士学位论文”，偶数页使用论文题目的名称。

4 论文中图表、附注、参考文献、公式一律采用阿拉伯数字连续（或

分章）编号。图序及图名置于图的下方；表序及表名置于表的上方；论文中的公式编号，

用括弧括起写在右边行末，其间不加虚线。

4 学位论文一律在左侧装订，要求装订、剪切整齐，便于使用。

4 论文字数控制在1万字至3万字之间。


宋体3号字居中显示
（空一行）

§1.1 宋体4号字居中显示

（空一行）

粗宋体5号字左起
正文部分宋体5号字，语言要简练，不能有错字、别字。也不能有错误的观点。


参考文献：
按学位论文中所引用文献的顺序、列于文末。

[编号]、作者、文章题目、期刊名（外文可缩写）、年份、卷号、期数、页码。

文献是图书时，书写格式为：

[编号]、作者、书名、出版单位、年份、版次、页码。

附录：
包括放在正文内过分冗长的公式、以备他人阅读方便所需的辅助性数学工具、重复

性的数据图表、论文使用的符号意义、单位缩写、程序全文及有关说明等。

Chinese and Western cultural differences in human resources management

[Abstract] With the acceleration of the process of economic globalization, Chinese and Western cultural differences in corporate human resources management has been a wider range and higher-level exchanges and integration. Multi-cultural context of coexistence to resolve the cultural differences and cultural conflicts arising from the enterprise human resources management, enterprise development. This article mainly from the cultural differences on the impact of human resources management and cultural differences in human resources management applications to discuss the proposal.

[Key words] cultural differences impact on human resources management proposals

First, cultural differences on the impact of human resources management
With the global economic and cultural ties in depth, in order to fierce competition in the market to obtain a competitive advantage and initiative, a growing number of companies go out of the country, the global search for the efficient allocation of resources at the same time, in Western cultural differences to corporate human resources management put forward a new topic for discussion. Enterprise human resources management to a large extent by a national culture, including values, ways of thinking and the impact of social customs and constraints. Cultural impact on business recruitment, promotion, performance appraisal methods, such as a series of human resources management policy. For example, in the design of the remuneration of transnational corporations, it is necessary to consider the views of different countries. Chinese people to increase their wages with benefits linked to the foreign public with the price index, inflation and other factors linked. Similarly, in the promotion of cadres, the Chinese people attach importance to the political quality of the qualifications and interpersonal relationships, while the volume of foreign and line only. Therefore, the human resources of transnational corporations need to enterprises as a whole, to managers of local culture and familiarity with local culture, to adapt to local culture, the condition that the selection of fusion power.
Chinese and Western cultural differences for enterprise human resource management is a double-edged sword, because of cultural differences led to the management of ideas and exchanges on the differences, so that enterprises develop human resources management strategy difficult. Practice has proved that as a result of different cultural backgrounds of people values and behavior patterns of different cultural friction, is the failure of operation and management of transnational corporations and the implementation of its global strategy in trouble one of the root causes. Traditional human resources management, the members have common values, a single management of the environment, in the multi-national corporations, the members have different cultural backgrounds, management organizations difficult. Chinese and Western cultural differences but also in human resources management functions more diversified, and human resources management to promote the realization of a change in the way to improve the human resources management in the enterprise status.
Second, cultural differences in human resource management application in the proposal
1. Integrated corporate culture, strengthen communication, the establishment of common values
Different countries have different cultural values, and as an orthodox, they have their own according to their own thinking and the concept of law, to the enterprise's human resources management has led to great difficulties. Therefore, human resource managers to find the combination of points of different cultures, absorbing the essence of both culture and give full play to the advantage of commonality and individuality of each other, in order to adopt effective measures to establish a step-by-step characteristics of the enterprises, but also to adapt to the environment of the new enterprise culture, and gradually establish a common values. And by organizing various activities, to continue to strengthen exchanges between staff and cooperation to fully understand each other's cultural backgrounds, values and so on, to enhance cross-border employees, as well as staff-to-business identity, so that their staff's personal culture can truly into the corporate culture, their own thoughts and actions with the company's purposes and business combine in order to give full play to the Chinese and Western cultural differences in human resources management in value.
2. Actively engaged in cross-cultural communication and training
Multinational corporations should be taken to strengthen the cultural communication means, such as the enterprise in favor of establishing a common language to communicate; greater use of task orders, memoranda, and other forms Checklist simple, fast and accurate transmission of information; to collect the views of staff and reasonable, so to enable the employees speak their minds; organization of Chinese and Western seminars to strengthen exchanges. At the same time, human resource managers to enhance cross-cultural training. The so-called cross-cultural training, refers to a variety of cultural backgrounds in the organization, carried out by groups aimed at eliminating or reducing a variety of cultural differences arising from a variety of obstacles, and cultural conflict in training activities. The purpose of cross-cultural training is by making employees aware of the different cultures and learn to respect each other's culture and improve the staff's sensitivity to different cultures as well as in the work of international environment and reduce cross-cultural communication as a result of misconduct brought about by the mistakes and daily work as a result of cultural differences arising from a clash of cultures. Cross-cultural training is considered by many multinational companies to reduce the cultural conflicts, to achieve effective cross-cultural management of one of the main instruments. The main content of cultural awareness, cultural sensitivity training, language learning, cross-cultural communication and conflict management, cultural adaptability training, the local environment simulation.
3. The management of localization strategies
Transnational corporations localization of human resources management refers to the overseas subsidiaries of transnational corporations, whether managers or general staff, usually in the host country for recruitment, selection and appointment. The substance of the multinational corporations in the production, marketing, management, personnel and other operating aspects of all-round integration process of the host economy, but also bear the responsibility of the host country citizens, and will integrate into the corporate culture and rooted in local culture. The use of local people can be eliminated by the cultural background and language gap caused all sorts of misunderstandings, and can use them in the local good interpersonal relationships, quickly open up the market, improving the competitiveness of enterprises; is conducive to reduce the overseas dispatch of multinational corporations and transnational business operation the high cost; narrow local subsidiary and the parent company of the location of the differences between the levels; and can choose the one best suited to the posts of staff. Is also beneficial to the host country's economic security, increase job opportunities, manage change, to accelerate in line with international standards. Therefore, we should actively promote the cultivation of local talent and recruitment.
III Conclusion
In short, human resource managers of multinational companies to manage staff should be in full knowledge of the corporate culture and foreign culture on the basis of thorough, systematic and comprehensive study of enterprises in the western culture of human resources management, so that the different culture to achieve the best combination to play its greatest advantage. Only to build their own cross-cultural management strategies, effective realization of enterprises in the management of the Western cultural differences in order to increase its presence in multinational operations in the likelihood of success, to enhance their competitiveness.

References:
[1] Song Yan: Analysis of corporate human resources, cross-cultural management. Scientific and technological information for development and economic, in 2007 the first three
[2] LIU Jing-jing: On cross-cultural human resources management. Business Administration, in 2007 the first five
[3] Chun-kit: a joint venture operating in the development of cross-cultural differences. Enterprise Zone, 2004 No. 11
[4] Li-Jun Zhao Deng Wu Xiaodong sister: International Enterprise Human Resources Management cross-cultural adaptation research. Techno-economic, 2005 12
[5] Peng ZHANG Peng-cheng: multinational cross-cultural management. Beijing Institute of Finance and Trade Management Journal, 2001 4

仅供参考，请自借鉴。

希望对您有帮助。

补充：
出处：
http://www.5151doc.com/xzlw/xzgl/rlzy/200812/203961.html

呵呵。只能帮你这些了，还是希望对你有点帮助吧。

我空间博文有一些方法介绍，你可以去瞅瞅，具体点我名称，找到我的空间

找出论文名称关键词的英文翻译，在谷歌学术中搜索

[Abstract] With the acceleration of the process of economic globalization, Chinese and Western cultural differences in corporate human resources management has been a wider range and higher-level exchanges and integration. Multi-cultural context of coexistence to resolve the cultural differences and cultural conflicts arising from the enterprise human resources management, enterprise development. This article mainly from the cultural differences on the impact of human resources management and cultural differences in human resources management applications to discuss the proposal.

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罗田县18533646298： 论文的“外文文献翻译”格式怎么样的? - ？
傅晶牛黄： 2. 翻译格式: (1)外文(附被翻译外文资料原件的复印件); (2)翻译成中文格式:①标题 ②署名 ③翻译正文 ④外文著录正文主体 由于涉及的学科、选题、研究方法、工作进程、结果表达方式等有很大差异,对正文主体很难作统一的规定,但一般包括绪论(前言)、正文和结论三部分.一级标题为三号黑体字,二、三级标题为四号黑体字,内容为小四号宋体,首行缩进二字符.

罗田县18533646298： 毕业论文外文资料翻译? 是翻译英文论文,还是英文书籍中的一部分就行? - ？
傅晶牛黄： 英文文献和书籍中符合你自己主题的一部分吧

罗田县18533646298： 毕业论文翻译怎么搞阿? - ？
傅晶牛黄： 毕业论文的翻译,是指你的英文参考文献的原文+译文,原文一般你找相关学科的英文文献就可以了,但是翻译的话,最好自己翻译(那怕有译文,你也要自己去翻译),当然翻译的时候还要注意很多方面的问题,不如文字表达的专业性啊,翻译的准确性啊,等等.

罗田县18533646298： 知网论文检测会检测出毕业论文的外文翻译这一块吗 - ？
傅晶牛黄： 从知网提供的对比库资源来看外文这一块是检测不出来的,因为根本就没有收录外文论文.除非你的外文部分也是抄袭其它人的.

罗田县18533646298： 论文的文献翻译是不是指论文的正文翻译一遍??? - ？
傅晶牛黄： 不是,一般论文的文献翻译是指的参考文献,在完成论文的最初查找的比较有参考价值的英文版的参考文献翻译成中文的,毕业论文的时候有这一道程序的

罗田县18533646298： 毕业论文外文文献翻译没有摘要关键词可以吗? - ？
傅晶牛黄： 外文文献翻译我们公司做过很多,你的问题不是很清楚,1.毕业论文是“翻译外文文献”;2. 毕业论文中引入“外文文献译文”,前者肯定要完整翻译了,后者就看你论文中到底需不需要了.如果需要帮忙,可以联系言必达翻译公司.

罗田县18533646298： 论文外文翻译有什么内容格式要求吗,随便百度翻译交上去可以吗 - ？
傅晶牛黄： 不要用百度翻译,不准确,肯定会被退回来的,你去找北京译顶科技让他们帮你翻译,都是人工翻译的

罗田县18533646298： 请问本科生毕业论文的外文翻译去哪里找? ？
傅晶牛黄： 先到百度文库,找一篇此类文档中文的,然后用有道翻译,或是谷歌在线翻译翻成英文,然后把英文放上面,中文放下面.希望可以帮到你.如果要找标准的PDF格式外文...

罗田县18533646298： 最近毕业论文需要翻译一篇外文文献,学长们都在哪里翻译的? - ？
傅晶牛黄： 1.金山词霸的翻译,可以整段翻译2.手机微信扫一扫,右下角的翻译,3.金山pdf,选择哪部分那部分就自动翻译4.word自带翻译功能,审阅-翻译,需要发给第三方