英文實習報告匯編6篇
隨著人們自身素質提升，報告對我們來說并不陌生，我們在寫報告的時候要注意邏輯的合理性。一聽到寫報告就拖延癥懶癌齊復發(fā)？以下是小編精心整理的英文實習報告6篇，僅供參考，大家一起來看看吧。
英文實習報告 篇1
Although the study is that economic, trade and English, professional counterparts, or are confused, after all, only a concept on the books, the specific operation and did not teach you. The next day the two sisters I copy, fax, go to the bank, open wire I do very seriously. I like the trade, and I want to do it well. I am very active discussion to do, because the dry sat depressed really do not know why, my smile dropped almost stiff. During that time learned some of the more trivial things, but do appreciate the work of the bitterness felt in school a serious shortage of expertise, can not meet the requirements of intense work, such as customs clearance, inspection, this highly practical operational work to us, just out of no work experience, and its no good school specialized courses in schools for people who simply can not compete with those veterans, their foreign trade companies The vast majority of cases are simple words, and that are foreign terms, do not understand, said merchandise code, the other I was surprised that one of them is actually in English, Japanese can speak (in the and foreign customers to do business, although that's not very good, but I can understand Japanese, in addition to outside)
There is a serious lack of work experience. Sounds like work experience and time, but does most of our graduates is the soft underbelly, something you do not personally try, simply do not know how to start. Today, the sister sitting on my left check out a thousand dollars to the food safety regulator let me help him buy a GSP certificate. I do not understand anything of this to the food safety regulator, to buy a certificate is still very smooth, after buying a certificate after the window, the relevant documents showed that as the master of view, I asked him after reading what is not to things to sign, and he heard me say this, frowned, and you do not know how this is not in your right hand to sign the book at it? After signing I asked a silly question B, asked him if he is not good, he glared and said you do not you give me five, and four did not take it, you are not the first time to, ah, cough ! Whatever the outcome, also a school of foreign undergraduate students, was said to be like this.
英文實習報告 篇2
librapport.org/
這里是一報告的樣本
下面是一份指導
CONSEILS PROPOS DU STAGE
Plan 1
- page de garde (1 page env.)
- remerciements (1 p. env.)
- Mini-résumé sur le stage (1 p.env.)
- I Introduction (3 pages max.)
- II Le cadre de travail (3 p. max)
- III Le problème à résoudre (détails du but du stage etanalyse du problème à résoudre) (5 p. max)
- IV Le travail réalisé (10 p. max)
- V Les difficultés rencontrées (lesquelles, pourquoi, comment fait-on pour résoudre ces difficult és habituellement, qu’avezvous choisi comme solutions et pourquoi, etc.) (10 p. max)
- VI Conclusion (3 p. max
- Bibliographie
- Lexique
- Annexes
- Résumé et quelques mots-clefs au verso en franais et anglais
Plan 2
- page de garde
- remerciements
- Mini-résumé sur le stage
- I Introduction
- II Le cadre de travail (Entreprise,etc.)
- III Le problème à résoudre
- IV Le travail réalisé 1ère partie
- V Le travail réalisé 2ème partie(Les difficultés rencontrées peuvent être mêlées à ces 2 chapitres IV et V)
- VI Conclusion
- Bibliographie
- Lexique
- Annexes
- Résumé et quelques mots-clefs au verso en franais et anglais
Nombre de pages
Il est conseillé aux étudiants de L3 de faire un mémoire de 25 à 35 pages, aux étudiants de M1, de 30 à 45 pages, et aux étudiants de M2 de dépasser 40 pages. Ces chiffres ne sont donnés qu’à titre indicatif et sont, bien sr, fonctions de la police de caractères utilisée (ici, police de 10 points avec une interligne *** et des marges normales). 這里有點意思, 防止用大字體湊數
英文實習報告 篇3
Beijing University of Agriculture
Urban and Rural Development
College
An Report on Internship at (填上公司英文名)____
By
_(填上自己漢語拼音名字)_
An Internship Report
Submitted in partial fulfillment
of the requirements for graduation in Beijing
University of Agriculture Urban and Rural Development College
May 30, 20xx
實習報告格式要求
1.中英文封面(如上)
2.打印要求：
1.實習報告一律使用A4紙打印成文。
2.字符間距設置為“標準”。
3.段落設置為“單倍行距”。首行縮進2個字符。
4.字號設置為：
�、俅髽祟}：黑體小二號;
②正文一級標題：黑體小三號;
�、壅亩墭祟}：黑體四號;
�、芷溆酀h字均為宋體小四號;
�、菡闹兴蟹菨h字均為Times New Roman字體。
5、頁面設置頁邊距為上下各2.54cm，左右各3.18cm。
6、裝訂方法：兩枚書釘左側0.5cm處上下四分之一處裝訂。
3. 實習報告內容及順序：
全文用英語寫成，按下列順序打印成冊：
1. 畢業(yè)實習報告
前言 (introduction)
(1) 實習目的 (The Purpose of Internship at ___Name of the Company_______
(2) 實習時間 (Period of Probation)
(3) 實習地點 (the Place of Internship)
(4) 實習單位簡介(the brief on the Company in question)
(5) 實習內容：要求字數不低于1000字(The contents of your internship at this Company )
(6) 實習總結(Conclusion)
2. 附件：學生專業(yè)綜合實習考核表(由實習單位填寫)、學生專業(yè)綜合實習考 核表(由實習指導老師填寫)、畢業(yè)實習成績表。
3. 商務英語畢業(yè)實習報告審批表
具體寫作要求及提交時間表
1. 畢業(yè)實習報告
前言：按照論文的Abstract的寫法，簡要闡述一下實習的內容，包括時間、地 點、內容等。
(1) 實習目的：簡要闡述一下為什么選該公司為實習單位，要解決什么問題。
(2) 實習時間：要具體，什么時候開始，什么時候結束。具體上班的時間。
(3) 實習地點：要具體，在北京的什么區(qū)，實習地離家遠嗎?你是如何去上班及
下班的?做地鐵或公交車，上班與上學，哪個累，有什么體會?
(4) 實習單位內容：具體闡述一下，在實習期間，你的工作情況，你覺得該工作
對你有什么困難或挑戰(zhàn)，是如何解決的'?你從實習工作中學到了什么?你喜
歡這項工作嗎?今后愿意從事這項工作嗎?闡述一下那些學歷比自己高的人是如何工作的?你想干他們一樣的工作嗎?等等，至少1000字。
(5) 實習總結：寫一下你從實習中的體會，以及今后自己的打算。
2. 附件：附件均可用中文填寫，其中包括：學生專業(yè)綜合實習考核表(由實習單位填寫)、學生專業(yè)綜合實習考核表(由實習指導老師填寫)、畢業(yè)實習成績表(請實習單位負責人對你作個評語)，復印在A4紙上，作為本實習報告的附件。
3. 20xx年5月15日交初稿，5月20日至29日交終稿，30日商務英語專業(yè)負責人審批簽字最終定稿。
備注： 下面的《商務英語畢業(yè)實習報告審批表》為本畢業(yè)實習報告的最后一頁。 請按要求填寫。(最后打印時要刪除備注)
北 京 農 學 院 城 鄉(xiāng) 發(fā) 展 學 院
商務英語畢業(yè)實習報告審批表
專業(yè)： 商務英語 專業(yè)方向： 對外貿易
英文實習報告 篇4
Internship unit: XX Grand Hotel
Internship time: XX September - November XX
Preface
Until finally the practice time, long ago there heard from senior internship junior half of the semester, it can be said to be eagerly looking forward to the arrival of this day, because we can't stand cramming for the current day in and day out of teaching, although learned from the seniors practice is not as imagined it is a happy thing.
Combined with my overall plan, I decided to practice in Select Hotel, and drew a five star hotel, that is what I want to know and study of a more ideal hotel. This is the Nanning city a five star hotel only -- Xindu Hotel (TheMajesticHotel), the name for the people of Nanning and even the whole Guangxi is big, the coincidence is the hotel general manager Mr. Chen Xiaowei made a report by invitation in the school, learned that the Mingyuan large the hotel was built in 1995, is composed of a four - star Ming Yuan Hotel and a five star Nea Metropolis Hotel a nine star hotel. Chen's report is so vivid and powerful that it inspires me to think about the desire of the hotel - what they say is consistent with what they do? Or what are the problems that need to be solved? I even started to think about what I could learn at this hotel
So what about the hotel? What can we learn from it? What else needs to be improved? What does it feel like to me? So listen to me.
Part one: Chinese food department
Mingyuan Xindu catering department can be roughly divided into the following departments: the Chinese Department (including Guangdong Xuan, multi function hall and 6 rooms), Western-style food department (including the garden restaurant and cafeteria) and beverage department (including the lobby bar, bar, bar, Lok Yi Chinese Western-style food bar and buffet). The 10 of us are divided into 3 groups, each in different departments, and changing departments every 20 days, so that we can have a comprehensive understanding of the service, sales and management of the entire catering industry. The hotel is very pleased with this, and that's what we're thinking about.
The 4 people in our group were first assigned to the Chinese restaurant - "this is the hardest part of the hotel and restaurant department!" Before we started to work, we heard someone who was telling us that in private. Well, I really have to be prepared for it!
The work of the Chinese restaurant is as hard as the predecessors said!" The hotel did not give the waiters to develop their own responsibilities and job description, although this is the key of modern enterprise human resource management in a ring, the staff of the impression that their daily job is to listen to the foreman of the task order, ready to obey the leadership, there is no fixed job, or as long as the waiter needs, what can! Fold napkin, table, dishes, dishes, these so-called withdrawal of Taiwan must do their own work part-time job handyman, what carry the table chairs, carpet and some dirty work, heavy work, hard work is our male attendants. More incomprehensible is the hotel's work time is 9 hour, and have to work overtime every day about 1 hours (no overtime), I do not know the rest system there is no violation of the "labor law", but as a true to life people who have a minimum the bottom line is, because after all, not a machine, can be used to freely use. At the beginning of the work of the three days really complain incessantly ah, every day except work or work, the most wronged to be foot, 9 hours a day, the feet standing have made a serious protest, the first thing to work is to find a place to sit down and rest. The difference between the desirable human management and the cruel reality is evident.
Another thing that makes me feel embarrassed is Guangdong Xuan uniforms is really simple, because the hotel does not spare clothing for me "tall" boys wear, so they simply let me wear pants and white shirt, vest and tie even also saved, this dress makes me the waiter and the guest is almost no difference, that once I was ready to provide services for a meeting, but the other is that the guests to attend the meeting to extend my cordial greetings to me!
The whole staff represents the image of the hotel, this is a very important aspect in the design of the VI Hotel, good staff uniforms can not only make employees more spirit so as to enhance the work efficiency and staff uniforms reflect an inherent culture of an enterprise, there is no culture of the enterprise as a person without a soul. It is just a lack of a dead-alive person only, the morale of the enterprise how to benefit?
But I am delighted that the hotel staff mostly are so warm and friendly, they did not because we are indifferent to our interns and stiff, in a long time, a sweet smile from my colleagues, but a re General of the "hard" will make people moved, it seems the employees can understand the mood of the people, because they can stand in their own point of view, because they tell people the truth "." This is also one of the qualities that hotel leaders lack!
In the restaurant's day on this day is over, in these days, I really learned a lot of things: in addition to learn Chinese catering service procedures and techniques, Guangdong characteristics and kinds of lessons on what can be learned outside the classroom can learn some more difficult to learn: how to deal with their own the interests and the interests of the hotel, how to deal with the relationships between colleagues, how to adjust their mentality, but I understand that as a waiter should have a strong sense of service. In a chat with a department manager, the manager mentioned the service consciousness, I very much agree with his point of view: "service consciousness but has asked the waiter to provide quality service to guests and the concept of desire, at the same time should also have the same sense of their colleagues." Yes, this is the true meaning of "service consciousness", which is the embodiment of a real quality of a waiter.
The second part: Western food department
The western restaurant named "GardenRestaurant" is called "Garden Restaurant". I think it may be because there is a small artificial garden outside the dining room. The dining room is comfortable, a typical Western style restaurant, which is divided into smoking and non-smoking areas. But if you can put in place with some western art crafts or murals this may attract more guests to far away guests have a feeling has returned to the motherland.
The management of the western restaurant is quite different from the Chinese restaurant, from the service process to the management of staff are more standardized and more stringent than the Chinese restaurant. When I came to the western restaurant, I felt like I was unloading a heavy load, because the work in the western restaurant was so relaxing! You don't have to do anything, even if it's the easiest thing to do: wipe the dishes, take the table, set up the table, which is just too far away from the Chinese restaurant. But in the western restaurant, if you don't do anything, you have to stand, which makes people feel the time is very slow, feet began to protest. Sometimes, there are more waiters in the restaurant than guests, and the guests are very uncomfortable when looking at the guests together. Therefore, suggestions of the restaurant management personnel can flexibly arrange, such as allowing employees to take turns to rest, in less time as long as two waiters enough, let everyone rest not only can make the staff to reduce foot fatigue, but also create a harmonious environment, and do Why not??
The service of Western food and the service of Chinese food are very large, which often makes us interns do not know what to do, and how to do it well. But what makes us puzzled is that we were just at the time of the internship, and the hotel was training some new employees, but the hotel was not allowed to take part in the training. This makes us very dissatisfied, why not give us training? Although we have only a short internship in the hotel, we have come to study in the hotel. Should the hotel consider more for our interns?
The third part: Beverage Department
Finally, we came to the last stop of the internship: the wine department, because of the National Day holiday and the end of the week practice, make our last stop time is particularly short, probably only a week ago.
On the first day, he came to the liquor department and didn't know what to do. A big day has passed, and some of us do not know what to do with a few headless flies. Finally, a colleague came to tell us to wipe the glass, and then we found something to do. But after wiping the glass, I don't know where to go. Well, the feeling of being abandoned is not so good.
When the wine department is busiest, I think it's about the evening. Because it was the hotel of the season, so almost every night, the guest box or table table wedding, so we finally have a place to fly without head, that is for the guests to pour the wine, for a long time we have come to realize that our work is mainly to help wipe the glasses, glasses, swing stands pouring for the guests, but for how cocktails, grinding a good cup of coffee, we are absolutely ignorant of it does make people feel sorry.
In the bar the time is too short, then this is not too much. But there is one thing I can say without reservation, not only is this department, other departments also let me have this feeling: that is the lack of a hotel to cohesive corporate culture, one will do a culture different from other hotels and other restaurants, which makes each hotel give people a feeling of deja vu, a clone of feeling, and this culture is enough to support the whole hotel!
The fourth part: summary
The above is my experience in the process of practice, from the overall perspective of the hotel management, from my two months of practice, can generally summarize the following aspects of the deficiencies:
First, we should change the traditional attitude towards employees. Man is the main body of management, which is small and should be grasped by all managers. In the management of subordinate relationship is a division of labor, the relationship is not a rule and ruled; on the contrary, modern management philosophy tells us: management is a special service, managers only do lower levels of service, help subordinates and make outstanding achievements in the work, managers will have their own management the performance. The management of modern enterprises must adhere to the "three God", namely: market, customers and employees! An old employee said to the leader in the BBS of the hotel: "be kind to your employees and be a good leader. Remember, you don't manage all machines."." I think that's probably what every employee wants to say to the leader.
Two, enterprises lack a kind of spiritual enterprise culture which can unite people's minds. A nation has its own national culture, and an enterprise also needs to have its own corporate culture. The construction of enterprise culture is not dispensable, but necessary for the survival and development of enterprises. When enterprises are facing various challenges, and all the people in the enterprise need to work together to unite together. For the construction of enterprise culture, and he will usually lacking spirit of cooperation, to each of the mind, and no one really for the development of enterprises have been seriously thinking, in other words, is not himself into the enterprise. Thus, the construction of corporate culture is the necessary guarantee for the survival and development of enterprises.
Three, enterprises lack a set of effective incentive mechanism and promotion system. In hotel incentive mechanism, too much attention is paid to material incentives, while spiritual incentives are ignored. In fact, in addition to the traditional rewards and punishments incentives, there are many incentives for our managers to draw on. Sometimes, a smile or an appreciation from a leader is more effective than a reward for a pay increase!
The above is my thoughts and feeling of this practice, as a kind of feeling, it may be a lot of subjective traces, but only employees can really enjoy this feeling, therefore, hope that managers in making decisions, but also consider the interests of the station in the hotel can more consideration for their employees, the only way the decision to get more of the employees. Finally, thank you for offering such internship opportunities and thanking the teacher for your help, and wish the hotel better and better.
英文實習報告 篇5
Position:
Recruiting manager of the testing department
Duty:
This August I found a new job which is a recruiting manager of a famous software company。 Because of the operation of our company is providing world-class IT solutions to global clients。 So every position requires good English communication skills including mine。 In this job I lead a hiring team and be responsible for supporting staffer needs of the testing department。 The latter half of the year is the busiest period， because many new projects have been processing。 Almost all the project teams are short of hands。 Software outsourcing is an agreement that provides deadlines for completion of the work。 If we could not find employable engineers in time， the vender must change the order to other competitory company。 In order to drive for quality hire with short cycle time。 I communicate with testing projects leaders to know every projcet’s distinctive characteristic， technical details， position salary and tensity of the task。 Then list a rate of progress， arrange recruiters in charge of different project according this plan。 For expedite the recruiting progress， I also take on the role with responsibility for ADOBE and EMC (clients’ company)。 Define the job and recruiting action plan。 Choosing resumes， interviewing with candidates and commending qualified candidates to attend client’s final test are my daily grind， to most effectively coordinate with staffing processes。 If the candidates pass the final test， we will announce correlative dept to transact procedure。 Implement testing department staffing processes to ensure compliance。 Up to last month our recruiter team has hired seventy eight qualified staffers including I found the nineteen engineers。
英文實習報告 篇6
function and application of descriptive translation studies
1 introduction
the intention of this study is to explore possible advantages of descriptive translation studies as in its application in translation practice and translation analysis.
since early 20th century, translation studies gradually broke away from the marginal status within other related disciplines and established itself as an empirical science. from then on, schools of thought have kept coming out and each claims its legitimacy for existence. among these schools is descriptive translation studies (dts).
dts approaches translation from an empirical perspective. translation is viewed to be a social activity having significant importance in the receiving culture and for the target community. therefore, translation is dealt with beyond the linguistic realization and language comparison, and is incorporated in social and cultural context.
my attention was first directed to dts by its peculiar characteristic of observation, description and explanation. the subject is whatever happens in translation practice, from the determination of prospective function of translation to the process of translator&’s choice of strategies, brainstorming and the revision, to the final product making appearance in the target community.
the method of dts is basically descriptive. the prescriptive tendency and the problem-solution pattern is abandoned. translation phenomena are noted down. with accumulated data, some underlying truths about translation will come out which will prove to be instructive not only for theoretical probe but also for applied translation practice. i will apply this descriptive method in the case study of this thesis.
a convenient tool has been set up to conduct dts. norm is operative at every stage of description and explanation. function, process and product and their relationship as well are skeletal structure of what constitute descriptive studies. translation phenomena are accounted for with the help of norm.
the case taken in this thesis is the chinese classic the dream of red mansions. two english versions translated respectively by yang hsien-yi and david hawks are compared and observations are made in regard to their translation approaches.
in this regard, my observations are limited to several aspects, i hope in-depth observation and explanation will done in light of dts.
2 outline
2.1 development and major concepts of dts
in this part i will describe holms&’ basic map of dts and the relationship between function, process and product. i will also discuss some important concepts such as pseudo-translation, multiple translation, translationese, norm etc.
2.2 methodolgy
i will in this part discuss the methodology of dts before i apply the same to the case study in this thesis with emphasis to be placed on semiotic approach and the concept norm.
2.3 dts in contrast to other theories
a contrast study will be conducted here with the objective to find the difference of dts from other theories such as equivalence theory and the chinese xin da ya criteria. some advantage will possibly be shown in this study.
2.4 case study
in this part, translation of the dream of red mansions (also translated as the story of the stone) will be under investigation in light of dts. translation samples to be quoted here will be selected at random.
2.5 conclusion
based on the above elaboration of dts and the case study, possible conclusion will be on the advantage of dts in specific study of translation. suggestions on further research efforts will be made also.
(note: while the topic will remain the same, the above arrangement of contents is subject to change in the process of writing.)
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