Assignment代写：The behavioral finance

下面为大家整理一篇优秀的assignment代写范文- The behavioral finance，供大家参考学习，这篇论文讨论了行为金融学。现代金融理论是行为心理学产生的基础。而投资者行为与心理存在的关系，则是行为金融学的主要内容，它将投资者的心理分为价值感受和理性趋利。价值感受是行为心理学的主要内容，因为其中涉及到了投资者的心理活动与行为变化，但行为金融学只是单纯的将金融学与心理学进行融合，自身不能成为独立的学科。

Modern financial theory is the basis of behavioral psychology. In the early 1950 s, modern finance theory was formally put forward, it argues that the current stock market has a variety of risks, these risks can be divided into two categories, namely systematic and unsystematic. Diversification of investment will not lead to the disappearance of systemic risks, while non-systemic risks can disappear, which will result in the difference between risks, which can be dispersed and cannot be dispersed. Because risk distinction, investors have more choice, can choose a higher risk for more, also can be at lower risk of small to reduce their own profits, the benefits and risks of financial products as a whole has become the most concern of the investors.

Some western economists from the Angle of psychology, analyzes the behavior of investors, they found that most investors itself is not reason, because investors have too high expectations, so they don't know how to avoid risk. Many investors will appear after the earnings does not meet the psychological, did not realize the importance risk, expect it to increase, once appear losses, investors would recognize the risk, to learn to avoid risk. This theory can be thought of as the beginning of behavioral finance, because it incorporates elements of psychology. Behavior finance completely solidifies in the 1980 s, the researchers found the correspondency of finance and psychology, can explain many investors through psychology, the financial market for better development.

The relationship between investor behavior and psychological existence is the main research content of behavioral finance, which divides investor psychology into two parts, namely, value feeling and rational pursuit of profit. Value refers to the feeling is in the capital market, investors show a state of mind and emotions, some investors are susceptible to the infection of others, the behavior and emotions of others will affect their own investment behavior; Some investors bet against be swayed by considerations of gain and loss. Some investors love risk because they believe it pays. Rational who refers to understand all kinds of financial theory, portfolio theory, arbitrage pricing theory, for example, in theory as the foundation, to buy financial products, keep its able to invest through to get the corresponding benefit. Value is the main content of behavioral psychology, which involves investors' psychological activity and behavior change, but some scholars believe that behavioral finance simply will be fusion, finance and psychology itself cannot become an independent discipline, therefore, behavioral finance has always been controversial.

In general, investors have the following mentality in the investment process. First, conformity. Many investors are easy to be influenced by others, have the herd mentality when making investment, and are easy to adjust their decisions according to the behavior of others. Second, overconfidence. Many investors do not know themselves and the actual situation of the market. They tend to overestimate themselves and trust their own judgment too much. Third, too much emphasis on risk aversion. Every investor wants to gain more benefits through investment activity, but too many investors fear risk, when they invest in, the first to think of not make a profit but avoid risk, this will affect their investment behavior. Behavior finance can be from the perspective of psychology, analyze the mentality of investors, by means of psychology, the correcting wrong ideas and behavior of each investor, investors and investment market toward standardization direction.

Financial markets there are many investors, rational investors share is very small, most investors are irrational investors, irrational investors are influenced by their own information, attitude, mood is more serious. Every investor has certain differences, some investors have information sources, some investors lack information sources. Moreover, there is also a preference in the choice of information. Different understandings of the same information may occur, which will have many effects on investors. Financial markets dominated by rational investors, this is the ideal state, but the implementation of high difficulty, the conditions of the current difficult to meet, such as the irrational investors number less than rational investors, rational investors can grasp the financial market information, ensure that every investor in financial market. Irrational investors cannot disappear from financial markets and can only be controlled. Behavioral finance can form a corresponding elimination mechanism, control the number of irrational investors, reduce the emergence of irrational behaviors, so that every investor can develop in a rational direction.

The financial behavior itself has certain complexity, the rational investor and the irrational investor exist together, many theories and researches revolve around these behaviors. Behavioral finance argues that financial market is not fully possible reason, it let finance have more broad research content, have contributed to the behavioral finance and finance with the possibility of the fusion, let the behavioral finance has better prospects for development.

First of all, finance and behavioral finance share the same research object. They are included in the study content related to investors, finance study Angle towards rational and irrational investors, and behavioral finance study Angle to the normal view of investors. Their research concepts have certain commonality, and their research methods are similar to each other.

Second, there are differences between finance and behavioral finance, but they can be reconciled. Investors' rationality is the key to the divergence between finance and behavioral finance. In the view of behavioral finance, investors need to rely on information. Right? Q, and the different information sources, there exist deviations in understanding will let investors when the deviation caused by investment mistakes, and mistakes repeatedly occurs, investors will reflect on their actions, when investors have good sources of information, cognitive deviation will disappear, if correctly guide investors in financial markets, investors can also gradually to the rational development. Therefore, behavioral finance believes that investors can be rational, which is the same as finance.

Third, finance has the same theory as behavioral finance. Finance and behavioral finance are considered to have common features in many theories. For example, the asset theory of finance is generally regarded as a part of behavioral finance portfolio theory. Both the pricing theory of finance and the pricing theory of behavioral finance come from the thought of supply and demand.

These suggested that there are big contact finance and behavioral finance, with the development of the modern financial industry, the finance also constantly add new content, this also is the development of behavioral finance has opportunity, behavioral finance can rely on the development of finance, let oneself have better prospects for development, in the new era to ensure their own thoughts, the validity of the theory.

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作业代写：New development of human resources

下面为大家整理一篇优秀的essay代写范文- New development of human resources，供大家参考学习，这篇论文讨论了人力资源的新发展。在如今的时代，市场化、智能化和环保化都快速发展着，传统的以自然资源、劳动力为支撑的企业发展模式也发生了巨大的变化，取而代之的信息含量、技术含量为核心的知识经济模式。为了顺应新时代的到来，人力资源也要有新的发展。而企业，则需要不断提高人力资源管理能力，开发和留住更多优秀的知识型人才。

Knowledge economy is knowledge-based economy. In the tide of globalization and modernization, high-quality knowledge-based talents has become the main body of market competition, determines an enterprise's core competitiveness and the success or failure, the modern human resources management brings out the new formats. Our country is a human resource power, has a wealth of human resources, but because of the lack of knowledge workers, and human resources development and management of the backward, to a certain extent hindered the internationalization, marketization of enterprise development. Therefore, we must strengthen the research on human resources in the era of knowledge economy and promote the healthy and sustainable development of enterprises.

Information technology, the rapid development of computer network technology, communication technology, make we are in an era of intelligence, along with the deepening of the research and development of artificial intelligence, the enterprise to get sustainable development of the power, we must focus on development of intelligent talent, develop an Internet thinking, new talents with insight, judgment and creativity.

Innovation is the most distinctive feature of our times. From the central and local governments, from large state-owned enterprises to small and medium-sized high-tech enterprises, there is a growing demand for innovative talents. Enterprises are well aware that in the era of knowledge economy, the use of knowledge is the use of resources and capital. If we want to get rid of the single technology and production mode, we must take knowledge as the main driving force of production and create core technology, all of which cannot be separated from innovative talents.

Human resource management of enterprises has many requirements for talents, that is, we usually talk about compound talents, including scientific and technological skills, management skills, cultural quality, moral quality and so on. In the era of knowledge economy, the multidisciplinary cross and fusion of requiring more proficient in one aspect, a certain ability of senior talent in many aspects, so as to face the complex and changeable market situation, can is the enterprise management in perfect order, promote the healthy development of the enterprise.

This is a collaborative era, to some extent, the modern age when human beings have already said goodbye to self-sufficiency, people to achieve development, must through the collaboration and social relationships, for their daily needs. The nature of the business is the same, is a modern enterprise supply chain system, personal ability and wisdom alone is unable to complete a full product, must through the team cooperation, team work spirit, brainstorming, helping each other, we have power of common, they can better to complete a job, can produce a better product.

Most knowledge-based talents are employees with college degrees or above. They have read books for more than ten or twenty years, and paid a high price. R cost and money cost, obtained a socially recognized education and experience, and also have a high market competitiveness, so there are naturally high requirements for remuneration. This requires enterprises to have a scientific compensation and welfare system and meet their requirements in five social insurance and one housing fund, tourism, catering and other aspects.

Knowledge talents are not limited to high demands on salary. They want to achieve some achievements through what they have learned and worked hard to gain recognition from enterprises and society and realize their value. Going to enterprises must pay attention to the "men, material", respect for their personal value, provide growth and rising channel, inspire them to strive hard, to realize their dreams, to promote the development of the enterprise.

In the era of knowledge economy, the person who has mastered the core talents will master the core technologies and contacts. Enterprise to become bigger and stronger, must start from the introduction and training of core talents, at the same time of strengthening the people-oriented management, strengthen risk control talent, build a harmonious business environment, make people get more sense of security and access.

The implementation of dynamic management, i.e., all-around and whole-process management, is conducive to timely finding and solving problems. First of all, we should adhere to the overall management, which means that we should not only manage employees as a whole horizontally, but also strengthen the development and management of knowledge talents vertically. Secondly, we should adhere to a problem-oriented approach in human resource management and keep adjusting management concepts and methods while accumulating experience. Then, we should stick to the combination of management and service, improve the sensitivity of the market in management, correctly and timely understand the market situation, find out the needs of customers and provide better talents.

Education training is the basic project of human resource development and an important way to retain excellent knowledge talents. In the era of knowledge economy, the fast changing market demand not only the human resources management must constantly learning, constantly strengthen the training of employees, to establish lifelong training system, and establish the legal system of the training patterns, forms the enterprise unique training system. By hiring experts and related personnel training, regularly for human resources staff and staff training, improve their cultural level and professional quality, improve enterprise centripetal force and cohesion, boosting enterprise health sustained development.

Era of knowledge economy, enterprise's corresponding changes have taken place in positioning and management methods, human resource managers must see their own role, and make corresponding change, to adapt to the development of knowledge economy era. We should understand the advantages and disadvantages of our competitors, learn their advantages, turn their advantages into disadvantages, and effectively attack their weaknesses. We should take the initiative to shoulder our own responsibilities and develop and manage talents for enterprises through various channels. On this basis, accumulate work experience, gradually improve the human resource management system, and retain more excellent knowledge talents for enterprises.

To sum up, in the current rapid development of marketization, intelligent and environmental protection, the traditional natural resources, labor model to support enterprise development, great changes have taken place, instead of the information content, technical content as the core of knowledge economy. Therefore, enterprises should constantly improve their human resource management ability and develop and retain more excellent knowledge talents.

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英国留学生作业注意事项

对于英国留学生来说，论文作业是一个让他们欲哭无泪的话题，特别是那些有拖延症的童鞋，真的非常揪心。而且就算是辛辛苦苦写作出来的论文作业，也有可能不及格，所以同学们在写作论文作业的时候要注意下面这些事项。

英国留学生作业注意事项

英国的留学生课程论文除了本身的论文质量，还非常注重文章最后的Reference(参考文献)部分。也就是你在文章中所有的引用过的文章，你必须做一个专门的Reference List。如果你引用了别人的一句话或是任何的内容，而没有在Reference上说明的话，则会被视为盗用版权的行为，这在英国被看作是一个性质非常严重的道德问题，轻则重修，重则遣返回国。

dream刚来英国的时候，听说计算机专业的作业量多且难，再加上还有语言障碍，很多留学生心理没谱。一学期下来，果真是大部分时间用在对付留学作业。好在终于熬过了头一学期，而且成绩还不错（四科均为High Distinction, 相当于A）。dream愿把点点滴滴的心得体会与正在申请或即将来英留学的朋友分享。

总体来说，老师布置的作业都是用来巩固课堂所学知识的。但是我感觉国内的作业更像是练习（exercises），而国外的作业则像是一个小的项目（project）。无论何种专业，都要你做出一个比较完整的东西，这首先是培养你从全局思考问题的能力；其次是训练你的思维能力，面对一个项目怎样去实现。思考方向对了，剩下的就是如何实现它，这就涉及到掌握技术细节。在课堂上，你别指望能学到你想学到的全部知识。一般来说，课堂上老师（lecturer）只是引导你进入一个新的topic,他不会给你讲清楚技术细节，甚至还不给实例。Lecturer认为助教（tutor）的责任才是给学生讲懂细节（tutorial 是一种课堂讨论和事例讲解，在lecture之后进行）。因此，想凭在lecture和tutorial 上所学的知识去完成作业是不可能的。你必须自己课后去看书、去思考、琢磨，去弄懂技术细节。这样，每完成一项作业，你能确实感觉到专业能力的提高。这也是国外教育体系所倡导的东西：培养学生独立探索，思考，解决问题的能力。

就个人而言，也经历了从不适应到初入门径的过程。记得有一次做Database的作业，题目本身就给的不确切，加之语言障碍，我看了五六遍之后才领悟到题目的意图所在。作业不算难，但老师不给丁点暗示，凭lecturer 课上所讲的知识，根本动不了手。尽管心里暗怪老师为什么不在课上讲得细致点，可省去许多麻烦，但最终自己还得硬着头皮去借参考书、去琢磨、去解决。回头想来，可能lecturer认为这种培养学生独立拓展知识领域能力的训练是不能省却的。

所有的学生对作业都不敢掉以轻心，通常作业占最终成绩的40%，最高的达70%。头几回遭遇作业，大有泰山压顶之感。刚毫无喘息地完成一门作业，另一门作业马上就要due(到期)。一度很想去withdraw一门，但心里又不服输，只能继续拼命。偶尔遇上同样初到英国的同胞，问一句：“感觉怎样？”。答：“硬撑着呢”。大家都在拼命而已。

平时的作业肯定要比期末考试要难得多，作业没有标准答案，每个学生的思路不同，解决方法也不同。只要逻辑思维正确，条条大路通罗马。期末考试也是这样，尽管答案不正确，只要逻辑正确，一样能得到好分数。

成功完成作业，我体会有三：

1.吃透课本、真正掌握、驾驭知识，让reference book带给你某些启发，帮你解决一两个小技术细节。

2.不断和比较友善的tutor讨论作业，tutor一般不会正面告诉你答案，有的甚至拒绝回答关于某次作业的问题。但比较kind的tutor有时会说“要是我的话，我会如何去想，更愿意如何去做。”

3.如果某次作业实在太难，你可以直接Email或当面consult 你的lecturer。因为有时lecturer出完题目后，自己并没有意识到这次作业确实偏难。

以上就是关于论文作业的讲解，如果作业这一关顺利通过，那同学们就舒服多了，也能开始享受留学的生活了。

想要了解更多英国论文写作技巧或者需要英国代写，请关注51Due英国论文代写平台，51Due是一家专业的论文代写机构，专业辅导海外留学生的英文论文写作，主要业务有英国代写、essay代写、assignment代写、paper代写。亲们可以进入主页了解和获取更多关于英国代写以及英国留学资讯，我们将为广大留学生提升写作水平，帮助他们达成学业目标。如果您有英国代写需求，可以咨询我们的客服QQ：800020041。

Paper代写：The human resource crisis

本篇paper代写- The human resource crisis讨论了人力资源过剩危机。人力资源过剩，指的就是企业在人力资源上的配置程度超出其在经营发展过程中的实际需要。企业文化危机是目前企业最常见的一种人力资源危机。要探寻人力资源过剩危机的征兆，需要从现实出发，在众多人力资源管理问题中找出要因，分析其表现形式，最终确定为危机征兆。本篇paper代写由51due代写平台整理，供大家参考阅读。

Crises are often caused by things going beyond expectations or beyond management. The performance of the enterprise human resources crisis exists in many aspects, one of the most common is the enterprise culture crisis, however, in recent years, due to the large enterprises such as lenovo, huawei frequent large-scale layoffs, make human resources surplus crisis gradually gets more and more attention.

The so-called human resources surplus, refers to enterprises and institutions in the human resources allocation degree beyond the actual needs of enterprises in the process of operation and development. In general, there are several reasons for the surplus of human resources in enterprises:

Enterprises in the process of merger and reorganization of the redundancy phenomenon of human resources is inevitable, department of large-scale merger between enterprises, the cancellation of the low efficiency of departments, such as the occurrence of these processes are usually accompanied by slashing jobs, triggering an excess of human resources.

When an enterprise is at a disadvantage in the process of market competition and its market share is greatly reduced, the enterprise may reduce its production capacity and avoid overproduction. In this way, employees, especially those in the production department, will have a surplus.

Human resources crisis management refers to the enterprise in the human resources crisis causes and signs on the basis of the analysis of, before the crisis, for human resource crisis for effective identification, and according to the measures to prevent the crisis early warning signal, and in the human resources crisis happens in a timely and effective measures to cope with the crisis management process. However, different scholars have different interpretations on its concepts. Some focus on early warning, others on management measures and coping strategies. The following two scholars are listed to define the concept of human resource crisis management.

Domestic scholar huang made claims in a crisis and crisis management defined on the basis of considering the characteristics of the human resource itself to define the meaning of the human resources crisis management, put forward that human resources crisis management is found and confirmed human resources crisis factor, and carries on the analysis, evaluation, treatment, and then with the most effective, most rapid method of organization in the possibility of human resource crisis situation put forward effective management measures and coping strategies. The human resource crisis factor is the key factor of human resource crisis.

LeiYouCai at zhongnan university of economics and human resources research center pointed out that the talent crisis management refers to the enterprise safety management in its various potential or real crisis element in not yet take action ahead of a devastating impact, nip in the bud, the losses to a minimum degree, even have benefited.

Corporate culture crisis is the most common human resource crisis in enterprises. Performance for the employees lack of corporate social existence value and reason to cognitive or identity, corporate responsibility as a community, community of fate and benefit community, but there was no common vision, no soul contract, respectively for, all that in advance from individuals or small groups, the interests of the individual is higher than the overall interests and local interests, all for his intention to in advance and others after their first, the business enterprise inside no just, fair and so on. The essence of corporate culture crisis lies in the lack of a correct enterprise core values or the lack of effective communication and transmission way, core values dominate state employees in the mainstream consciousness, fragmented. Corporate culture is rooted in the entrepreneur or enterprise crisis supreme leader ability, lack of lofty spiritual realm or culture construction within the enterprise can't build a perennial drive for the sustainable development of enterprises and the spiritual prop.

The crisis of overabundance of human resources is caused by the fact that the stock of human resources or the allocation of human resources exceeds the needs of the development of enterprise management strategy and the people are floating in the matter. It usually occurs in three situations: first, in the merger and acquisition activities of enterprises, when repeated institutions are removed and merged, there will be a surplus of personnel; Second, when the enterprise's benefit is not good, it needs to cancel its branch or reduce its business scale, resulting in a surplus of personnel. Third, after the failure of the over-ambitious strategy, the high-target human resource allocation caused a large number of redundant personnel.

The crisis of human resource shortage is relative to the competitiveness that enterprises need to survive and develop in the fierce market competition environment. Enterprises in order to adapt to the needs of the survival and development, determine the future development strategy, and puts forward the specific requirements of enterprise core competence, many companies tend to find that right now, its human resources can not meet the needs of the development of business strategy, to realize the serious shortage of human resources. Therefore, when the operation strategy is being carried out, there is a crisis of shortage of human resources. This will lead to enterprise management strategy, or can't open and miss opportunities, or because of a lack of talent, failed implementation does not reach the designated position, or by personnel quality level is not enough, and make the strategic goal will not be finished on schedule. As a result, enterprises are always at a disadvantage in the fierce market competition and get into the dilemma of operation and management.

If we focus on the phenomenon of the crisis, to explore the root of the crisis, often find some regularity of aura, like an earthquake, there is a certain aura, even sudden crisis, before the crisis is bound to stir. These signs can help us predict crises ahead of time and prevent them ahead of time, thus reducing or even avoiding harm. Excess and explore human resources crisis warning, need to start from reality, find will rejoice in the many problems in human resource management, analyzes its form, finally confirmed for the crisis warning, then according to the characteristics of the enterprise itself to design the corresponding early warning indicators, to establish an early warning system for the enterprise to lay the foundation.

Before the outbreak of the overstaffing crisis, there must be an accumulation of overstaffing. Personnel and internal excess personnel will generate too much unclear division of labor or personnel, limited work can not get reasonable distribution, cause waste of human resources, the formation of the bloated phenomenon, at the same time, the staff of the work is a lack of initiative and enthusiasm, usually lazy, shuffle work phenomenon, make the whole work efficiency is reduced.

In many enterprises, personnel surplus phenomenon is accompanied by a large number of workers have nothing to do, there are personnel unreasonable phenomenon, but at the same time, due to internal staff too much, cause lack of jobs cannot add workers, this will lead to resource is not good, to work, personal effort can not good evaluation in advance, result in different positions and overcapacity and personnel shortage coexist.

If human resources surplus, in the same position of human resource saturation ratio, everyone's workload is limited, resulting in a decrease of individuals in the post exercise, the competitiveness of the staff is reduced, and this job enthusiasm, enthusiasm is not high.

If an enterprise has a surplus of human resources, its proportion of human resources costs will inevitably increase. We should make it clear that human resources do not represent human resources, and human resources do not equal human resources. Human resources is also a kind of resources, for the enterprise, it also has to be considered one of the comprehensive cost of enterprise, but due to the limited work, personal made profits for the company, the overall situation profit growth can't keep up with the growth of the human resources cost, can lead to increased proportion of human resource cost.

The crisis of human resource surplus in enterprise m&a is a kind of crisis frequently encountered during enterprise expansion. Large enterprises in the process of merger, acquisition and reorganization, in order to improve the management efficiency, reduce the management cost and business process optimization and reforming need, therefore, must be accompanied by a streamline repetitive institutions, the organizational structure and job redesign and comb. Some of the downsized departments and positions are bound to produce a large number of surplus staff, at which time enterprises must lay off employees. As a result, a large number of surplus staff to be resettled, the resulting a series of problems and difficulties, not only to the enterprise internal caused great shock, also can bring significant social impact, dealing with bad will bring bigger risk to enterprise management and image.

When the business performance is poor, the market is shrinking, and the prospects are dim, the human resource crisis is more prominent in many enterprise crises. In this case, various situations may appear in the corporate culture crisis, and the scale of business and the reduction of internal organization and post establishment will inevitably lead to the crisis of over human resources. On the one hand, in this crisis, people are not stable, and talented people may change jobs in large Numbers. On the other hand, most ordinary employees, even those with poor abilities, are reluctant to be laid off. This is a complex situation. It often happens that those who want to be cut off cannot leave, while those who want to stay cannot.

After the failure of overambitious strategy, the high target human resource allocation caused a large number of redundant personnel, resulting in the human resource surplus crisis. In the early stage of the organization, the organizational structure and human resources were set according to the high strategic goals. However, when there is a large gap between the actual achievement and the target, the organizational platforms at all levels are overcrowded with people floating on the job, causing the crisis of human resource surplus. Finally, firms have to a large number of layoffs, and at that time could lead to social or talent centre is full of these layoffs down flow force, both affect the company's image, is also a kind of irresponsible to employees.

When an employee retires or leaves a job, an already vacant position can be cancelled or replaced. When there is a requirement for new jobs, from the original a surplus on the post training selection operators, strengthen job rotation and internal consumption, in short to reduce external introduction of new employees, but that is only very little to solve the problem of excess.

Enterprises can negotiate with employees to advance the retirement age of employees' shares, and allow or encourage employees close to retirement to retire early. In general, the implementation of the early retirement can bring long-term benefits to the organization, old employees usually occupy a more important jobs, if they retire ahead of schedule, you can give young and middle-aged workers can create more opportunities for advancement, is beneficial to the development of the organization talent and progress. Moreover, older employees generally have higher employment costs and lower contributions than younger employees. Early retirement can improve the efficiency of the organization's human resources utilization, but it also depends on the position and personnel.

This approach not only partially reduces the problem of overstaffing. It can also effectively reduce the financial burden. When employees need it, we can give them more unpaid holidays, no layoffs, and a reserve of talent for later periods.

Whether large or small, the most direct way to cut labor costs quickly is to lay off workers. In order to solve the excess personnel crisis, can implement strict performance appraisal system, in order to streamline institutions, cut some efficiency is not high, along the employees, but also can form good competition among employees, after that, but also pay attention to the remaining employees psychological stability, improve work efficiency after restructuring.

For excess or may become excess personnel staff, organizations can train them to make, for these workers again obtain employment information, help them in the organization or to the market to find jobs. Various methods are different in the speed of solving the problem of overstaffing and the degree of injury to employees. The organization can choose appropriate measures to apply them according to its own actual situation.

There are three major parts of human resource crisis in enterprises, and this paper is from the perspective of overstaffing. _ this paper, mainly from the signs of the human resources surplus, the reasons of excess of early warning mechanism of the process is analyzed in detail, finally gives the processing methods of enterprise human resources crisis. This article is not involved in the early stage of the human resources crisis prevention methods, policy, such as good human resources planning, mainly from the rear, namely how to identify whether there is any personnel surplus phenomenon, excess human resources crisis happens and how to deal with, and so on. Due to the limited resource capacity, there is no detailed description of the design of some indicators of the overstaffing early warning system, but only the overall process of the whole early warning system.

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Essay代写：Germany's social pension system

下面为大家整理一篇优秀的essay代写范文- Germany's social pension system，供大家参考学习，这篇论文讨论了德国的社会养老保险制度。德国不仅是现代社会保险制度的发源地，也是最早颁布养老保险法的国家，其社会养老保险制度的建立在二战后重建中也显得尤为重要。在养老金改革时，德国把退休年龄定为男性65岁，女性60岁，且从职业生活过渡到退休的过程中，年老的雇员拥有更多机会的选择自由。而随着生产率和工资水平的提高，养老保险费率也进一步得到了提高。

Although the great economic crisis of the 1930s gave birth to the world war, it also gave birth to the "people's budget" of Britain and the "New Deal of Roosevelt" of the United States. In the settlement of people's livelihood issues after the war, these new welfare systems, which were subsequently established, were generally called welfare states. This paper will summarize and analyze the development process and problems of social endowment insurance system in welfare state Germany and the reform measures adopted.

Germany is not only the birthplace of modern social insurance system, but also the earliest country to promulgate the endowment insurance law. As an old capitalist country, Germany is also the defeated country in the two world wars. The establishment of social endowment insurance system is particularly important in the post-war reconstruction. At the end of 19th century, the second Reich of Germany gave birth to the first social insurance system determined by law in world history. In 1889, the German empire passed laws on disability and pension insurance, marking the establishment of Germany's social endowment insurance system. After more than 120 years of evolution and development, Germany's current social endowment insurance system has made clear provisions on its scope of use, sources of funds, payment standards and other aspects.

After entering the 21st century, the German pension system conducted a series of reforms, from the past the only pillar model into three pillars, namely by the statutory pension insurance, enterprise pension insurance and private pension insurance of three pillars, and Germany's endowment insurance payment by capital accumulation mode into pay-as-you-go. At the heart of the reform is the creation of a system of private pension accumulation, which is encouraged by the state to mark the event with the "rist" pension. Unlike other welfare states, Germany has created a breakthrough social welfare market that is tightly regulated and tightly controlled for market access and investment.

With the development of economy and the acceleration of industrial process, the operation of social endowment insurance system in Germany is facing many crises. And Germany's pension system has become one of the largest share of the national budget, which has undoubtedly brought great pressure on the German government's finance.

With the continuous improvement of social insurance system, the change of population structure has had an important impact on it. The improvement in medical conditions has reduced the death rate, and the birth rate has been declining or even decreasing. As a result, Germany's population is ageing. And the increase of elderly population will lead to the increase of the endowment insurance gold, at the same time, the social phenomenon of lack of labor will be left Germany under the operation of pay-as-you-go pension pay cut, there is narrow. This has undoubtedly posed a great threat to the social endowment insurance system that adopts the pay-as-you-go system.

The influence brought by the change of population structure is mainly reflected in the income and expenditure of the German government on social pension security. According to relevant data show that the German government fiscal expenditure of social welfare spending by 2012 euros in 21.5841 billion up to 2015 euros in 27.7 billion, and 2015 social welfare spending up 4.8% from 2014. An average full-time worker in Germany, meanwhile, gets 70 per cent of his salary when he retires, far more than in other developed countries such as the us. At the end of 2013, the balance of pension fund was 43.9 billion euros, accounting for 20% of the then GNP. Although Germany's fiscal revenue has been growing in recent years and its fiscal surplus has been expanding, the increasing social pension is still an important part of fiscal expenditure.

Germany has implemented a "flexible retirement age" since 1972, which allows people to receive a pension at the age of 60 or 63 if certain preconditions are met. In 1992, when the pension reform was introduced, Germany set the retirement age at 65 for men and 60 for women, and the transition from professional life to retirement gave older employees more freedom of choice. This results in the fact that the average retirement age of retirees is much lower than the statutory retirement age. So the German government plans to gradually raise the retirement age to 67 from 2012 to 2029 in the form of increasing each year.

Lower the pension level and raise the pension insurance rate. According to the measure, from 2009 to 2030, the German legal endowment insurance premium level before tax will fall from 53% in 2011 to 46% in 2020, and thus to 43% in 2030, the present decreasing trend, and will always below the level "list" pension, gap will continue to expand. At the same time, with the increase of productivity and wage level, the increase of pension insurance rate is inevitable. However, when the endowment insurance rate increase means that wages of additional costs rise, enterprise in order to reduce costs, will adopt measures of downsizing, lead to rising unemployment, resulting in a vicious cycle of pension insurance payments. Germany's pension reform aims to charge no more than 22 per cent by 2030.

The reform of the rist pension is to expand private pension insurance. In 2001, the coalition government of the ruling social Democratic Party and the green party began the most important pension reform in history. The reist pension reform act refers to the establishment of a separate fund accumulation model in addition to the statutory pension insurance, which has become one of the three pillars of German pension insurance. As long as German citizens sign private pension contracts with insurance companies, Banks or funds, they can receive subsidies from the state and the amount increases year by year. At present, the number of German citizens participating in the "rist" pension is also increasing, and the reform measures are being effectively implemented.

The establishment of the German social endowment insurance system, the development and reform, is an extremely complex process, is a constant process of combining theory with practice, it is a long process of evolving. From three pillars to "list" pension reform, these measures are put forward for the development of the system of social endowment insurance in our country and other countries change provides reference and experience, to solve the problem of social welfare of the people of the world made great contributions.

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