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點擊試聽全國翻譯專業(yè)資格(水平)考試在國家人事部統(tǒng)一規(guī)劃和指導(dǎo)下,中國外文局負(fù)責(zé)翻譯專業(yè)資格(水平)考試的實施與管理工作;人事部人事考試中心負(fù)責(zé)各語種、各級別筆譯考試考務(wù);國家外國專家局培訓(xùn)中心承擔(dān)各語種、各級別口譯考試考務(wù)工作。各省、地區(qū)人事考試中心具體承擔(dān)筆譯考務(wù)工作,國家外專局培訓(xùn)中心指定的考試單位具體承擔(dān)口譯考務(wù)工作。其中新東方教師通過多年的翻譯經(jīng)驗,總結(jié)使用技巧,對于翻譯工作做出了巨大貢獻。
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購買系統(tǒng)提升口譯綜合能力,扎實通關(guān)三級口譯考試
45課時完備課程體系,隨學(xué)隨練夯實知識點,系統(tǒng)掌握無遺漏,全方位系統(tǒng)提升
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購買新東方一線翻譯名師帶你突破聽說讀寫困境
新東方一線名師,翻譯難點全突破,備考群貼心督導(dǎo)
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購買新東方一線翻譯名師帶你突破聽說讀寫困境
低起點穩(wěn)扎穩(wěn)打,新東方一線名師,翻譯難點全突破,備考群貼心督導(dǎo)
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基礎(chǔ)薄弱,時間又少,如何高效備考?
內(nèi)容靈活,難度升級,如何從容應(yīng)對?
This isn’t a coincidence: the drive for transparency has actually helped fuel the spirallingsalaries. For one thing, it gives executives a good idea of how much they can get away withasking for. A more crucial reason, though, has to do with the way boards of directors setsalaries. As the corporate-governance experts Charles Elson and Craig Ferrere write in a recentpaper, boards at most companies use what’s called “peer benchmarking.” They look at theC.E.O. salaries at peer-group firms, and then peg their C.E.O.’s pay to the fiftieth, seventy-fifth, or ninetieth percentile of the peer group—never lower. This leads to the so-called LakeWobegon effect: every C.E.O. gets treated as above average. With all the other companiesfollowing the same process, salaries ratchet inexorably higher. “Relying on peer-groupcomparisons, the way boards do, mathematically guarantees that pay is going to go up,” Elsontold me.
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