The United States added 1 1 China enterprises to the list of sanctioned entities.

This announcement announced that the sanctions against these 44 entities will take effect on the same day. The reason for the sanctions is that these entities are "recognized by the US government as violating the interests of US national security or foreign policy", that is, they are recognized as participating in activities that violate US national security or foreign policy or posing significant risks in these activities. Among the 44 entities, there are 8 entities and 36 affiliated institutions, including the Second Institute of China Aerospace Science and Technology Corporation (8 affiliated institutions, 13 affiliated institutions), the Thirteenth Institute of China Electronics Technology Corporation (6 names, 12 affiliated institutions) and the Fourteenth Institute of China Electronics Technology Corporation (7 names, 2 affiliated institutions); Wait a minute. The "hardest hit" China Electronics Technology Group currently has eight listed platforms, including Sichuang Electronics, Guo Rui Technology, Jiesai Technology and Taiji.

Announcement on the website of the Federal Gazette on adding 44 high-tech entities in China to the sanctions list. The screenshot is from the website of the Federal Chronicle.

The ZTE embargo has just ended, and the US-China trade war continues. The day before (July 3 1), the news that "the United States and China are in contact to resume trade negotiations" and "the United States may impose a 25% tariff on China's products exported to the United States" just came out. Today, the Ministry of Commerce added China entities to the sanctions list, which increased the pressure on China. Moreover, since the vast majority of the 44 China entities sanctioned this time are aerospace and military high-tech enterprises, it has triggered speculation that the United States will impose a technical blockade on China.

Related Q&A: Human resource management can be divided into four modes in terms of function, among which public employment opportunities are the main concern. The first part of multiple choice questions 1. Only one of the four options listed in each multiple-choice question (this big question * * 30 small questions, each small question 1 point, ***30 points) meets the requirements of the topic. Please fill in the letter before the correct option in the brackets after the question. 1. The working age stipulated in China's labor law is () A. 14 years old B. 16 years old C. 18 years old D.20 years old 2. In the modern concept of human resource management, the human resource management department is regarded as () A. transactional organization B. pure service organization C. unproductive and non-profit-making department D. productive and profit-making department 3. The stage of personnel management called "hunger policy" by Marx is based on the assumption that a. People are naturally lazy and must take coercive measures B. People are economic people. Just working for personal interests such as eating and drinking. People work to get recognition from others. People don't just work for money and material things. People have a sense of social responsibility. 4. The dual goal of human resources development is () A. To enhance talents and enhance vitality. B. improve academic qualifications and increase welfare. C. raise awareness and exercise will. Strengthen health care and enhance physical fitness. A job series with exactly the same job nature is called () A. Position level B. Position, etc. D. post system. The basis for classifying job categories, job groups and job systems is () A. Complexity and difficulty of the job B. Responsibilities of the job C. Qualifications of required personnel D. Nature of the job 7. In the prediction of human resource changes in enterprises, the basic idea of Markov analysis is () A. According to the current personnel structure of enterprises, the future personnel change trend is predicted. B. predict the future trend of personnel changes according to the production situation of the enterprise. C. Find out the law of personnel changes in the past, so as to infer the future trend of personnel changes. D. predict the future trend of personnel changes according to market changes. 8. Enterprises should focus on () A. Key personnel B. General personnel C. Temporary workers D. Front-line workers 9 when forecasting the supply of external human resources. "There is no shortage of gold, and no one is perfect" is embodied in the principle of selecting people () A. The principle of employing people's strengths B. The principle of democratic centralism C. The principle of being different from person to person D. The principle of having both ability and political integrity 10. People who are "withdrawn, slow-moving and good at observing small things" experience profound characteristics, and their temperament types belong to () A. Depression B. Mucus C. Bloody D. Bile 1 1. The effective working time of producing products refers to () A. The pure working time of workers B. The time from work to work C. Preparation time, operation time, meal and rest time D. The total time for workers to stay in the enterprise is 12. The essence of division of labor in the production process is () A. Labor simplification B. Labor specialization C. Labor continuity D. Labor personalization 13. It is the requirement of the production process to maintain the proper proportion of production capacity in each process. A. continuity B. parallelism C. coordination D. intersection 14 The relationship between organizational culture and ideological and political work is () A. Intersection and interdependence B. They are the same thing C. Organizational culture is a supplement to ideological and political work D. They are irrelevant 15. "Devil" training is a kind of () A. Internalization training B. Externalization reverse "frustration" training C. Externalization physical training D. Externalization forward training 16. Improve employees' analytical and decision-making ability, writing and writing. Training with interpersonal skills as the main content belongs to () A. Skills training B. Knowledge transfer training C. Attitude change training D. Work method improvement training 17. In nature, the personnel training of administrative organs, enterprises and institutions belongs to () A. Formal education B. School education C. Continuing education D. Basic education 18. The absolute standard assessment is () A. Measure everyone with the same scale B. Measure everyone with the same position C. Measure everyone with different scales D. Measure people with the same position with different scales 19. Through incentives, this form of incentives is called () A. Positive incentives B. Negative incentives C. Internal incentives D. External incentives 20. Pre-incentive is to announce the task indicators and corresponding reward and punishment measures before the start of work. This kind of incentive is mainly applicable to (a) projects with long duration and unclear tasks B. projects with long duration and clear tasks C. projects with short duration and clear tasks D. projects with short duration and unclear tasks 2 1. When a person's behavior does not meet the needs of society, he will be bound by sanctions, thus changing his behavior direction. This kind of motivation is () A. Internal motivation B. External motivation C. Positive motivation D. Negative motivation 22. As a means of distribution of personal consumer goods, the only basis for its distribution is () A. The length of effective working hours B. The advantages and disadvantages of working environment and conditions C. The technical level of workers D. The size of workers' labor achievements 23. Under the wage system, the wages that can reflect the actual quantity of goods and services that employees can exchange are () A. Monetary wages B. Nominal wages C. Actual wages D. Actual wages 24. Public welfare refers to () A. Benefits required by society B. Benefits required by law C. Benefits required by employees D. Benefits provided by organizations according to their own development needs 25. In the process of labor, the main measures to prevent casualties and occupational diseases are () A. Strengthening welfare treatment B. Improving working conditions C. Raising employees' awareness of self-protection D. Protecting workers' rights and interests 26. "Goal consistency theory" holds that when personal goals are consistent with organizational goals, people will not flow. This theory was put forward by () A. American psychologist Cook B. American management scientist Drucker C. Japanese scholar Yoshiro Nakamatsu D. American psychologist Lei Wen 27. American scholar Katz studies organizational life. It is considered that the best organizational age zone with the highest level of information communication and the most achievements is () A.0.5-3 years B. 1-3.5 years C.2-6 years D. 1.5-5 years 28. At present, the type of endowment insurance implemented in most countries in the world is (). A. compulsory savings pension insurance B. national overall social insurance C. subsidized social insurance D. child-rearing pension 29. According to the unemployment insurance regulations of China, the payment of unemployment insurance benefits is determined according to the employees' continuous working hours in the enterprise before unemployment. For those who have worked continuously 10 years or more, the longest period for receiving unemployment insurance benefits is () A. 12 months B.24 months C. 18 months D.30 months 30. The labor dispute arbitration commission shall implement a summary system for each labor dispute. A. One award B. Two awards C. Three awards D. Four awards II. Two to five of the five options listed in each sub-topic of the multiple-choice question (the university *** 10) meet the requirements of the topic. Please put letters before the correct options in brackets after the title. Multiple choices, fewer choices, and wrong choices all have no scores. 3 1. The basic principles of human resource management include () A. The principle of investment appreciation B. The principle of complementarity C. The principle of encouragement and reinforcement D. The principle of individual difference E. The principle of dynamic adaptation 32. The external recruitment of enterprises can be carried out in the following ways: () A. advertisement B. employment service organization C. headhunting company D. institutions of higher learning and various vocational and technical schools E. recommendation and self-recommendation 33. personnel incentive mechanism includes the following contents () A. incentive opportunities B. incentive frequency C. incentive degree D. incentive depth E. incentive breadth 34. in performance appraisal, the evaluation angles of factor evaluation method mainly include: () A. self-evaluation B. peer evaluation C. According to the Provisional Regulations on State Civil Servants, the types of rewards for civil servants in China are as follows: () A. Award B. Remember the third class merit C. Remember the second class merit D. Remember the first class merit E. Award the honorary title Part II Non-multiple choice questions III. Noun explanation (this big question is ***4 small questions, 3 points for each small question, *** 12 points) 36. Human resources development. Appointment system. Ability to work. 4 1. "A good horse can take risks, but its fields are not as good as cattle. A strong car can carry heavy loads, and crossing the river is not as good as a boat. " What enlightenment do these poems have on our work of selecting and employing people? 42. Briefly describe the methods to solve the "frustration" psychology of organization members. 43. Briefly describe the task of personal protection. 44. Briefly describe the meaning of the principle of combining regular assessment with continuous assessment in performance appraisal. 5. Essay questions (this topic is entitled ***2 small questions, each small question 14 points, ***28 points) 45. Try to explain the meaning of personnel compensation and the principles that organizations should follow when formulating personnel compensation. 46. On the role of human resources in the process of social wealth creation. Human resource management exam 1 answer 1, 20 multiple-choice questions (65438+ 0 points for each question); A, B, D, C, A, C, D, A, B, A, A, B, A, D, A, multiple-choice question 15 (2 points for each question); ABC，ABC，ABC，AB，ACD，BCD，ABCD，ABCD，ABCD，ABCD，ABCD，ACD，CD，ABC III。 True or false 14 (65438+ 0 point for each question); 1. Error 2. Error 3. Correct 4. Error 5. Error 6. Correct 7. Correct 8. Error 9. Correct 10. Correction 1 1. Correct 12. Error 13. Correct 13. 1. Contents of the statement of work. ① General situation of work: including job name, job number, department to which the work belongs, job level, work place, etc. ② Work objectives and tasks; (3) scope of responsibilities (or work activities and procedures); ④ Physical working environment: temperature, light, humidity, noise, safety conditions, etc. The name of the workplace; ⑤ Working social environment. Including the number of working groups and their related relationships, the number and degree of interpersonal communication needed to complete the work; Relations with various departments, etc. The content of the work specification. General requirements: including age, gender, education and work experience; ② Physiological requirements: including health status, strength and physical strength, flexibility of exercise and sensitivity of sensory organs; (3) Psychological requirements: the psychological elements required for the incumbent to be competent for the job. 2.① The external labor market; ② People's awareness of employment; ③ Attractiveness of enterprises; ④ Analysis of existing human resources; (five) the flow of personnel; 6. Personnel quality. 3.① Select the interviewer. ② Clarify the interview time. ③ Understand the applicant's situation. 4 Prepare interview materials. ⑤ Arrange the interview place. 4. Halo effect, logical error, recent error, primary effect, contrast effect, spillover effect and leniency tendency. 5. Select the position to be investigated, determine the scope of investigation, conduct actual investigation and analyze the results. 6. The enterprise staff training system includes: training service system; Induction training system; Training incentive system; Training evaluation system; Training reward and punishment system; Training risk management system. 5. Analysis and Design Question 2 (8 points for each question); 1. Explain with the theory of human resources development and training. 2.( 1) Analyze the main problems existing in employee performance appraisal, such as the selection of appraisal indicators, appraisal methods, and the artificial linkage between performance appraisal results and salary. Therefore, the company's personnel flow and employee relations are tense. (2) The assessment plan should include the following contents: a. Managers should adopt gender-oriented and quality-oriented assessment methods, and salespeople should adopt result-oriented, behavior-oriented and quality-oriented assessment methods; B. explain the main indicators and standards of evaluation (list description); C. explain the specific steps and requirements of performance appraisal. Six, two essay questions (8 points each). 1. Human resource management is a new type of personnel management developed on the basis of traditional personnel management. Compared with traditional personnel management, human resource management has the following characteristics: first, people-oriented. Second, regard human resources as capital; Third, put human resources development in the first place. Fourth, human resource management has risen to the height of organizational strategy. Fifth, the human resource management department is regarded as the production and benefit department. 2. The development of human resource management in China is only ten years. After the founding of People's Republic of China (PRC), with the completion of socialist transformation, China established a socialist system and determined the economic system of planned economy. In line with the economic system, China implements the employment system of "all-in-one contract and all-in-one distribution", and enterprises have no autonomy in employing people, so they can't recruit the required personnel by themselves: personnel can only enter and leave, and there is no normal exit mechanism; At the same time, in the enterprise, there is no assessment of workers' work, and everyone does well and poorly, so do one more; There is a serious egalitarianism in wage distribution, which has nothing to do with job performance and jobs; Personnel management still stays in the stage of simple file management and data statistics, which is far from modern human resource management; At the same time, people generally have no concept of "human resources". It can be said that there is no real "human resource management" in China at this time. Since the Third Plenary Session of the Eleventh Central Committee of the Communist Party of China, especially after the reform and opening up, with the deepening of China's economic system reform, the labor and personnel work of state-owned enterprises is also making continuous progress. After 1979, the State Council issued a series of documents on expanding the autonomy of state-owned enterprises' operation and management, gradually relaxing the scope of responsibilities and authority of enterprise personnel management, and allowing enterprises to decide their own institutional settings according to the principle of streamlining and improving efficiency and actual needs within the limits; Have the right to choose the best employees according to the national labor plan indicators; Have the right to reward and punish employees according to their performance; Those who seriously violate labor discipline, violate rules and regulations, refuse to change after repeated instruction, and cause great economic losses may be dismissed. 1988 In September, "ILO Asia Human Resource Development Network, China Human Resource Development Research Center" was established and the first academic research conference was held in Guiyang, marking the beginning of China's theoretical research on human resource management. Since then, the editorial board of Human Resources Development Series, Guangming Daily and other units have held a theoretical seminar on human resources development, and discussed the basic concepts and ideas of human resources management. The theory of human resource management began to spread in China. 1992, the College of Labor and Human Resources of China Renmin University renamed the personnel management teaching and research section as the human resources management teaching and research section. 1993, the personnel management major was changed to the human resources management major, and the first undergraduate course of human resources management was enrolled in China, which was a milestone in the development of human resources management in China, marking the professional stage of human resources management development in China. At present, the development of human resource management in China can be said to be the coexistence of opportunities and challenges, which requires the joint efforts and active exploration of theoretical and practical workers of human resource management in order to continuously improve the theoretical and practical level of human resource management in China.