留学生individual assignment个人作业代写-新加坡的知识经济。本文是一篇由于本站代写服务提供的留学生individual assignment个人作业写作范文，主要内容是讲述知识经济是当今世界新兴的上升型经济。本篇作业认为与知识相关的活动现在被公认为生产力、经济增长、财富创造和维持各行各业就业能力的驱动力。作业同时指出现代经济学已从物质消费型经济逐步向信息型和知识型经济转变，这将促进当今经济的发展。
基于知识的经济学建立在日益专业化、研究、创新和学习的基础上。本篇作业提出向知识经济的转变正在全球范围内发生，并影响了国家之间现有的基于物质资源的竞争被基于与人力资源、知识和新技术有关的无形资源的竞争所取代。知识经济需要一些关键的先决条件才能成为真正有效的经济。这是四大支柱：教育和培训、创新、信息基础设施和体制。以下内容就是这篇individual assignment个人作业代写范文的具体内容，供参考。
INDIVIDUAL ASSIGNMENT ON KNOWLEDGE BASED ECONOMY 知识经济条件下的个人作业
Introduction 引言
Knowledge-based economy is the new ascending economy observed in the contemporary world. Knowledge-related activities are now recognized as the driver of productivity, economic growth, wealth creation and sustain employability across all trades of businesses. The modern economics have gradually transferred from material consuming economy to information and knowledge based economy that would promote the economic development in the present day.
Knowledge-based economics are founded on increasing specialization, research, innovation and learning. The change towards the knowledge-based economy is happening on a global scale and had influence the existing competition between countries based on material resources are substituted by competition founded on intangible resources related to Human Resources, knowledge and new technologies. Knowledge-based economies require some critical requisites to become real and efficient economies. These are the four pillars: Education and training, innovation, information infrastructure, institutional regime.
Globalization has been a crucial factor for knowledge-based economies. The opening up of global markets and the internalization of trade in knowledge sectors have exposed the economies to an international competition level. The creation of global labor markets for highly skilled employees, the provision of investment capital and access to latest technology, information, ideas and knowledge flows from around the world have accelerated the transition to a knowledge-based economy.
全球化一直是知识经济的一个关键因素。本篇作业认为全球市场的开放和知识部门贸易的内部化使经济体处于国际竞争水平。为高技能员工创造全球劳动力市场，提供投资资本，并获得来自世界各地的最新技术、信息、思想和知识流，加速了向知识经济的过渡。
Over the years, the knowledge-based economy has become vital to Singapore. Singapore’s ability to acquire, create, disseminate and applying of knowledge will be the key to sustain its economic growth. Further efforts that Singapore would need to work towards are enhancement on its national innovation system, entrepreneurship and education capability.
多年来，以知识为基础的经济对新加坡至关重要。新加坡获取、创造、传播和应用知识的能力将是维持其经济增长的关键。新加坡需要进一步努力加强其国家创新体系、创业精神和教育能力。
The emergence of the knowledge-based economy and the revolution in information and communications technology (ICT) are closely interrelated. Most features of knowledge-based economy are based on the rising use of information and communications technology. Information and communications technology (ICT) gives the knowledge-based economy an innovative and different technological base that drastically changes the conditions for the production and distribution of knowledge as well as its coupling to the production system. The rise of the information and communications technology (ICT) has produced new industries, created new areas of demand and transformed people ways of working and living.
知识经济的出现与信息和通信技术革命密切相关。知识经济的大多数特征都是基于信息和通信技术的日益使用。信息和通信技术为知识经济提供了一个创新和不同的技术基础，极大地改变了知识的生产和分配条件及其与生产系统的耦合。信息和通信技术的兴起产生了新的产业，创造了新的需求领域，并改变了人们的工作和生活方式。
As a multinational organization in the wine and spirits industry, Diageo has more than 36,000 talented people working and growing with its business globally. Diageo is a British multinational alcoholic beverages company headquartered in England and it is the world’s largest producer of spirits and a major producer of beer and wine.
作为一家葡萄酒和烈酒行业的跨国组织，帝亚吉欧拥有36000多名人才，在全球范围内与业务一起工作和发展。帝亚吉欧是一家总部位于英国的英国跨国酒精饮料公司，是世界上最大的烈酒生产商和啤酒和葡萄酒的主要生产商。
Diageo seeks to maintain a diversity workforce in which the different contributions are made by all of their employees, through the variety of their experiences, personalities and perspectives, which creates a rewarding and inspiring working environment. Diageo believes that having employees from different background helps the organisation to gain deeper insights into consumer needs and at the same time enhancing relationships with all their stakeholders.
帝亚吉欧致力于保持员工队伍的多样性，让所有员工通过其丰富的经验、个性和观点做出不同的贡献，从而创造一个有回报和鼓舞人心的工作环境。帝亚吉欧认为，拥有不同背景的员工有助于组织更深入地了解消费者需求，同时加强与所有利益相关者的关系。
Maximizing employee growth is a crucial lever to achieve Diageo’s business growth and at the same time embedding its organisation’s values. Diageo strong beliefs in standing by their values which are:最大限度地提高员工增长是实现帝亚吉欧业务增长的关键杠杆，同时嵌入其组织的价值观。帝亚吉欧坚持其价值观的坚定信念：
Being innovative – constantly searching for new ideas that will drive growth and gaining more in-depth insights on consumers’ perspective.创新——不断寻找能够推动增长的新想法，并从消费者的角度获得更深入的见解。
Giving employees the freedom to succeed – being open in communication at the same time allowing employees to unleash their full potential.给员工成功的自由——在沟通中保持开放，同时让员工充分发挥潜力。
Being restless and agile – always learning, always seeking improvements in the ways of learning.不安分和敏捷——总是学习，总是在学习方式上寻求改进。
Valuing each other – Seek to benefit from diverse employees and their perspectives and insights.相互重视——寻求从不同的员工及其观点和见解中受益。
By embracing these set of behaviors in its employees, Diageo will be able to further its ambitions of business, people and communities.通过在员工中接受这些行为，帝亚吉欧将能够进一步实现其对企业、员工和社区的抱负。
In 1997, Diageo decided to establish one of its regional offices based in Singapore. During that point of time, Singapore was one of the affected countries struck by the economic crisis in 1997 – 1998. By early 1999, Singapore economy was already showing signs of recovery, however the challenge facing the economy as it enters the twenty-first century is to sustain its record of nearly four decades of high economic growth. Diageo has to continuously change its job processes, restructuring of the organisation to harness new technologies.
1997年，帝亚吉欧决定在新加坡设立一个区域办事处。在那段时间里，新加坡是1997-1998年经济危机中受影响的国家之一。到1999年初，新加坡经济已经显示出复苏的迹象，但进入二十一世纪时，新加坡经济面临的挑战是保持近四十年的高经济增长记录。帝亚吉欧必须不断改变其工作流程，重组组织以利用新技术。
The transformations towards the knowledge-based economy are altering on ways how organizations are working. Although there are many changes in the ways of working, we will be drilling down into two main changes and issues of Diageo’s Human Resource Department: Recruitment and database management system.
向知识经济的转变正在改变组织的工作方式。尽管工作方式有很多变化，但我们将深入了解帝亚吉欧人力资源部的两个主要变化和问题：招聘和数据库管理系统。
Recruitment 招聘
For every organisation including Diageo, the recruitment of potential candidates and having a qualified workforce is critical to an organization’s ability to build its business and drive future growth. An organisation’s workforce typically drives the organisation productivity, level of performance and competitive advantages is largely dependent on the quality of its workforce.
对于包括帝亚吉欧在内的每个组织来说，招聘潜在候选人和拥有合格的员工队伍对组织建立业务和推动未来增长的能力至关重要。一个组织的劳动力通常会推动组织的生产力、绩效水平和竞争优势，这在很大程度上取决于其劳动力的质量。
The traditional methods of recruitment used by Diageo to source for potential candidates were newspaper advertising, employee referrals and recruitment agencies. Human Resource Manager and hiring managers would spend many hours poring over application letters and curriculum vitae.
帝亚吉欧用于寻找潜在候选人的传统招聘方法是报纸广告、员工推荐和招聘机构。人力资源经理和招聘经理会花很多时间仔细研究申请信和简历。
Curriculum vitae received were input by the Human Resource administrative assistant using the Microsoft excel spreadsheet. The Microsoft excel spreadsheet also serves as a database for all curriculum vitae. The storage of physical copies of the curriculum vitae would be store in ring files, making retrieval of applications difficult to access and sort through. Sometimes, there would be a wrong fit of the selected incumbents for the role offered and this would resulted in cost, time and effort wasted. This is because the Human Resource Manager does not have a clear understanding of how the role will fit into the overall work picture of the organisation and unable to guide the hiring managers on the selection process that should be aligned with organisation objectives.
人力资源行政助理使用Microsoft excel电子表格输入了收到的简历。Microsoft excel电子表格也是所有简历的数据库。简历实物副本的存储将存储在环形文件中，这使得申请的检索难以访问和排序。有时，选定的现任者会错误地适合所提供的角色，这会导致成本、时间和精力的浪费。这是因为人力资源经理不清楚该角色如何融入组织的整体工作格局，也无法指导招聘经理进行与组织目标相一致的选拔过程。
In order to upkeep with growth of Information and communications technology (ICT) and gain a competitive edge over its competitors, organisation needs to strategize in Human Resource functions to enable and support the business functions. Therefore, it is vital that Human Resource and business functions have become interrelated. Diageo’s present recruitment processes have improved tremendously and evolved to a model of talent network as compared to the past. Recruitment is one of the specialized functions in Human Resource Department. A resourcing manager role has been created to drive the identification and recruitment of the highest caliber candidates and provide the full cycle of recruitment processes. Hiring managers play a major role in the recruitment process and partnering with resourcing manager to work on sourcing and assessment aligned with the organisation’s strategic plan and overall business needs.
本篇作业指出为了保持信息和通信技术的发展并获得相对于竞争对手的竞争优势，组织需要在人力资源职能方面制定战略，以启用和支持业务职能。因此，至关重要的是，人力资源和业务职能必须相互关联。与过去相比，帝亚吉欧目前的招聘流程有了巨大的改进，并发展成为人才网络的典范。招聘是人力资源部的一项专门职能。已经设立了一个资源管理员角色，以推动识别和招聘最优秀的候选人，并提供整个招聘流程。招聘经理在招聘过程中发挥着重要作用，并与资源经理合作，根据组织的战略计划和整体业务需求进行采购和评估。
BrassRing, a web-based recruitment-technology system has been introduced to the business to drive performance and upkeep with the increasing demand on talent management. Features of BrassRing includes requisition creation, processing and posting, resume searching, sorting and filing, applicant workflow, interview scheduling and tracking, candidate communications and reporting. The integration to BrassRing web-based recruitment-technology system enhance the speed in recruitment processes, incorporate managers into the hiring process, cost effectiveness are achieved by the business and reduction of 70% in non-strategic administrative tasks allows Human Resource Department to have more focus on business strategic issues. BrassRing will pre-populate most of the required fields in the system when an electronic version of curriculum vitae is uploaded. Key advantages of storing curriculum vitae electronically are it is not as time consuming as paper-based filing, candidates’ profile can be easily accessed by anyone who require it and Human Resource can determine quickly who has applied for which positions previously rather than having to dig through the pile of files. Generating and customizing of reports from BrassRing for business strategies and talent management analysis can be accessible at one’s finger tips, the data enables the top management to make recruitment decision.
BrassRing是一个基于网络的招聘技术系统，随着对人才管理的需求不断增加，该系统已被引入企业，以提高绩效和维护水平。BrassRing的功能包括申请创建、处理和张贴、简历搜索、排序和归档、申请人工作流程、面试安排和跟踪、候选人沟通和报告。与BrassRing基于网络的招聘技术系统的集成提高了招聘流程的速度，将经理纳入招聘流程，企业实现了成本效益，非战略性行政任务减少了70%，使人力资源部能够更加关注业务战略问题。BrassRing将在上传电子版简历时预先填充系统中的大部分必填字段。电子存储简历的主要优点是，它不像纸质档案那样耗时，任何需要的人都可以很容易地访问候选人的档案，人力资源部可以快速确定谁以前申请过哪些职位，而不必翻查一堆档案。BrassRing为业务战略和人才管理分析生成和定制报告，触手可及，这些数据使最高管理层能够做出招聘决策。
From an organisation level point of view, the introduction to this new system not only contributes and value add on improving processes but driving optimal levels of success by acquiring high performing potential candidates in the organisation.
从组织层面的角度来看，引入这一新系统不仅有助于改进流程并增加价值，而且通过在组织中获得高绩效的潜在候选人来推动最佳的成功水平。
With the implementation of BrassRing, recruitment processes have been streamlined and integrated with other functions of Human Resource with broader business functions.
随着BrassRing的实施，招聘流程得到了简化，并与人力资源部具有更广泛业务职能的其他职能相结合。
Decentralizing and relooking at the functions of Human Resource Department were the initial integration towards the modern recruitment processes. Preplanning for the migration to the web-based recruitment-technology system, BrassRing, had to be made at least two years in advanced. The programmer and the Human Resources business partners will work closely to ensure that the system had met all the specific needs and aligned with the business objectives. Each and every stage of the project was equally importance and contributes to the overall success of the new system. Although the new system may offered a clear return on investment, however there were several challenges faced on the changes of the recruitment processes.
人力资源部职能的权力下放和重新审视是现代征聘程序的初步整合。迁移到基于网络的招聘技术系统BrassRing的预先计划必须至少提前两年进行。程序员和人力资源业务合作伙伴将密切合作，确保系统满足所有特定需求并与业务目标保持一致。该项目的每个阶段都同样重要，有助于新系统的整体成功。尽管新系统可能会带来明显的投资回报，但在招聘过程的变化方面仍面临一些挑战。
Human Resource Department’s employees felt uncertainly and insecure on the new changes, as they had concerns that their role might be made redundant or have difficulties in coping with the new ways of working processes and obsolescence of their existing skills. In additional of all these changes, Human Resource Department’s employees felt pressurized and worn out having to run through each individual physical file on top of their daily work cycle.
人力资源部的员工对新的变化感到不确定和不安全，因为他们担心自己的角色可能会变得多余，或者难以应对新的工作流程和现有技能的过时。除了所有这些变化之外，人力资源部的员工还感到压力和疲惫，不得不在日常工作周期的基础上浏览每个个人的物理文件。
Diageo’s management had concerns on the employees’ resistance to change in the new technology system and recognizing behaviors that indicate possible resistance will raise awareness of the need to address the concerns. To ensure that the change is accepted, people’s attitudes and behaviors need to be influenced. The first measure that the management had taken was to ensure that the employees in the Human Resource Department have the necessary skills to cope with the new system, by sending the employees through training on the functions new system. As the training plan is composed of a single session prior to the software use, employees may forget how the functions of the system work before they have a chance to practice them. Therefore, Elearning was introduced to make the training program more effective, employees can take the refresher modules that they require and practice until mastery is achieved.
帝亚吉欧的管理层对员工对新技术体系变革的抵制表示担忧，认识到可能存在抵制的行为将提高人们对解决这些担忧的必要性的认识。为了确保改变被接受，人们的态度和行为需要受到影响。管理层采取的第一项措施是确保人力资源部的员工具备应对新系统的必要技能，派遣员工接受有关新系统功能的培训。由于培训计划由软件使用前的一个环节组成，员工可能会在有机会练习之前忘记系统的功能是如何工作的。因此，本篇作业认为引入Elearning是为了使培训计划更加有效，员工可以参加他们需要的复习模块，并进行练习，直到掌握为止。
Having an open and effective communication from the management to the employees to build the case for why these changes are needed and helping the employees to indentify the benefits that the change will bring to them as individuals and positive impacts on their career. Diageo’s management had engaged and empowered the Human Resource team to contribute to the aspect of the change that they can manage.
从管理层到员工进行公开有效的沟通，以建立为什么需要这些变革的理由，并帮助员工确定变革将给他们个人带来的好处以及对他们职业生涯的积极影响。帝亚吉欧的管理层已经让人力资源团队参与并授权他们为他们能够管理的变革做出贡献。
A weekly Human Resource meeting had been set up to gather feedback and seeks any continuous ways of improvements. By displaying leadership’s skill of listening deeply and showing empathy from the management towards the employees, it increases morale and loyalty and letting the employees expressing their point of view in a non-judgmental environment will reduce the resistance to change. Part timers were recruited to lighten the workload of the Human Resource team by helping the employees to vet through the documents and ensure that all the required information were accurately key into the excel spreadsheet.
每周召开一次人力资源会议，收集反馈意见，寻求持续改进的方法。通过展示领导层深入倾听的技能和管理层对员工的同理心，它可以提高士气和忠诚度，让员工在非评判性的环境中表达自己的观点将减少对变革的抵制。招聘兼职人员是为了减轻人力资源团队的工作量，帮助员工审查文件，并确保所有所需信息准确输入excel电子表格。
Database Management 数据库管理
Diageo’s traditional method of filing its employees’ personal data record was stored by paper-based filing system and there were no electronic copies of records saved. Each Diageo’s employee had their own individual file with their personal documents, employment contracts, leaves application and mandatory compliance forms in the folder. Time taken to access the files were very time consuming as the Human Resource administrative assistant would need to locate the file before retrieving it from the filing cabinet.
帝亚吉欧传统的员工个人数据记录归档方法是通过纸质归档系统存储的，没有保存记录的电子副本。帝亚吉欧的每位员工都有自己的个人档案，文件夹中有他们的个人文件、雇佣合同、休假申请和强制性合规表格。访问文件所花费的时间非常耗时，因为人力资源行政助理需要在从文件柜中检索文件之前找到文件。
There would be discrepancies between the mandatory compliance forms and the tracking list if the records have not been updated timely and accurately. Sometimes, if there is a misplacement of the compliance form, Human Resource would need to request for another signed copy from the employees and these would result in inefficiency and unproductively. Updating of information from employees would be difficult as there were no system to capture their details.
如果记录没有及时准确地更新，强制性合规表格和跟踪清单之间就会存在差异。有时，如果合规表放错地方，人力资源部需要向员工索取另一份签名副本，这会导致效率低下和效率低下。更新员工的信息将很困难，因为没有系统来捕捉他们的详细信息。
Tracking of employee benefits’ such as leave management can be a very taxing as every updates or changes had to be amended on the excel spreadsheet. The tracking list was not up to date because sometimes Human Resource was not informed of the leave application.
跟踪员工福利（如休假管理）可能会非常费力，因为每次更新或更改都必须在excel电子表格上进行修改。跟踪列表不是最新的，因为有时人力资源部没有收到休假申请的通知。
Keeping and maintaining these paper-based documents were unnecessarily cumbersome and costly. There are many wasted man hours spent on filing, searching, retrieving and re-filing of documents.
保存和维护这些纸质文件是不必要的繁琐和昂贵的。在文件的归档、搜索、检索和重新归档上浪费了许多工时。
With rapid growth in Information Technology, it had drastically impacted the way organizations handle documents. By converting from paper-base filing into electronic filing system, storage and retrieval issues inherent in paper-basing filing systems have been resolved while simultaneously reducing business costs. Following up on missing documents is at the user convenience as time is not wasted on locating the information as compared to paper-based filing system.
随着信息技术的快速发展，它极大地影响了组织处理文档的方式。通过将纸质归档转换为电子归档系统，解决了纸质归档系统固有的存储和检索问题，同时降低了业务成本。与纸质归档系统相比，查找丢失的文件不会浪费时间，因此用户可以方便地跟进。
Diageo has also implemented a customized Human Capital Management system, HRIQ, which provides a unified secured platform for employees and managers with personalized content to their role. HRIQ is also integrated with other core management modules such as leave, benefits and claims and overtime and timesheet. The system also captured employees’ personal information including their educational levels, marital status and dependent information. Employees can update the system by providing an attachment of the supporting document and Human Resource will look at the document provided and validate if the updating of information should be approved. Reports that are generated from HRIQ, can be used for monitoring of leaves utilization for reimbursement purposes from the Central Provident Fund Board. Leave application for Diageo’s employees is not a hassle, employees will just select on the dates they want to apply for leave and an email will be automatically trigger to inform their line manager of the request for leave application. Line managers and employees in the same department will be able to have calendar view of the leave schedules in the department. This function allows Diageo’s employees to manage their project and deadlines more efficiently and avoid conflict with other co workers’ leave schedule during peak seasons.
帝亚吉欧还实施了一个定制的人力资本管理系统HRIQ，为员工和经理提供了一个统一的安全平台，为他们的角色提供个性化内容。HRIQ还与其他核心管理模块集成，如休假、福利和索赔以及加班和时间表。该系统还捕获了员工的个人信息，包括他们的教育水平、婚姻状况和受抚养人信息。员工可以通过提供支持文件的附件来更新系统，人力资源部将查看所提供的文件，并验证是否应批准信息更新。HRIQ生成的报告可用于监测中央公积金委员会用于报销目的的休假使用情况。帝亚吉欧员工的休假申请并不麻烦，员工只需选择他们想要申请休假的日期，就会自动触发一封电子邮件，通知他们的直线经理休假申请。同一部门的直线经理和员工将能够查看该部门的休假时间表。该功能使帝亚吉欧的员工能够更有效地管理他们的项目和截止日期，并避免在旺季与其他同事的休假时间表发生冲突。
One of the greatest challenges that Diageo’s Human Resource had encountered during the transition to electronic filing system was the loss and misplacement of personal document that was not transmitted to electronic copies. Human Resource administration assistant had frustrations as she was overwhelmed at work and uncertainties in incomplete documents of employees in the electronic filing system contributed more stress on her. She has concerns on managing HRIQ system and her adaptability towards the changes.
帝亚吉欧人力资源部在向电子归档系统过渡期间遇到的最大挑战之一是未传输到电子副本的个人文件丢失和错位。人力资源管理助理感到沮丧，因为她在工作中不堪重负，电子档案系统中员工文件不完整的不确定性给她带来了更大的压力。她关心的是管理HRIQ系统以及她对变化的适应能力。
After addressing the concerns and issues of the Human Resource administration assistant, Human Resource manager rectify and resolve the issues by reaching out to Diageo’s employees and requesting them to provide Human Resource scanned copies of their personal information such as employees’ employment pass and their dependant pass for mass updating of information in the new system. A temporary part timer was hired to work along with the Human Resource administration assistant by ensuring that all the employees’ personal folder in the electronic filing system was complete. Human Resource manager will do the final auditing on the employees’s personal folder to be assured that all documents required are in place.
在解决了人力资源管理助理的担忧和问题后，人力资源经理通过联系帝亚吉欧的员工并要求他们提供其个人信息的人力资源扫描副本（如员工的就业通行证和家属通行证）来纠正和解决问题，以便在新系统中大规模更新信息。雇佣了一名临时兼职人员与人力资源行政助理一起工作，确保电子档案系统中所有员工的个人文件夹都是完整的。人力资源经理将对员工的个人文件夹进行最终审核，以确保所需的所有文件都已到位。
Human Resource administration assistant went through a one day training course on how the system works. HRIQ has delegated two of their employees to manage Diageo’s account and assist to resolve any technical issues or troubleshoot problems that the Human Resource administration assistant had encountered. It was the start of a new fiscal year during the implementation of HRIQ and there were no implications on the annual leave migrations as any unutilized annual leaves will be forfeited.
人力资源管理助理参加了为期一天的系统工作培训课程。HRIQ已委托其两名员工管理帝亚吉欧的账户，并协助解决人力资源管理助理遇到的任何技术问题或故障排除。这是HRIQ实施期间新财政年度的开始，对年假迁移没有影响，因为任何未使用的年假都将被没收。
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Conclusion 结论
One of the important factors that contribute to Singapore’s economic competitiveness is the effective harnessing of Foreign Direct Investment.
It is essential for foreign organisations to introduce advanced and sophisticated technology and know-how through the foreign direct investment processes.
本篇individual assignment个人作业总结：
有效利用外国直接投资是提高新加坡经济竞争力的重要因素之一。
外国组织必须通过外国直接投资程序引进先进和尖端的技术和专门知识。
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