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某工程项目施工阶段，业主与监理单位、施工单位分别签订了监理合同、施工合同。在主体施工阶段(12层框架一剪力墙结构)，施工之前监理工程师对现场施工单位存放的一批钢筋进行了检查。施工单位出具了钢材的试验报告(合格)，专业监理工程师同意使用该批材料进行施工。在施工过程中监理工程师现场旁站监督，并对某检验批完成后进行了验收，对其主控项目和一般项目经抽样检验合格，监理工程师签署该检验批质量合格。当施工到某层(框架)时，施工单位没有通知监理工程师又进场一批同规格的钢筋(同上一批钢筋为同一厂家)．，监理工程师发现后，要求施工单位出具书面材料，施工单位出具进场材料的出厂合格证、技术说明书、材质化验单等质量保证文件(齐全)。施工单位认为长期使用该厂家材料且该厂信誉较好，所以该批材料可以免检，由于工期较紧，施工单位取得专业监理工程师同意指令使用该批材料进行施工。 ( )是指在施工质量形成过程中，应对影响施工质量的各种因素进行全面的控制。
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Employee Selection Techniques That Are Too Good to Be True Selecting future employees is one of the most important and difficult processes for (21) human resource managers are responsible. The time-honored approach of interviewing, investigating an applicant’s experience and education, and talking with references, although time-consuming, may still be the best method. (22) interviewing today is a minefield of legal do’s and don’ts. You may ask an applicant about (23) convictions but not about arrests. You may ask about medical background but not about race and (24) And, (25) if you hire a person who then hurts a customer, you can be sued for not having known about his or her prior arrest record. Faced with such difficulties, many companies buy quick-and-easy solutions to the selection (26) Many of these solutions are, in fact, too good to be true. Take the 1980s, for example, Polygraph—lie detector-tests seemed at that time to be the wave of the future. Companies began relying on machines and polygraph experts to screen applicants. Disturbed by this trend and by the (27) of many of the best results, Congress severely restricted polygraph use. In the 1990s, equally questionable selection techniques are being offered as the human re source manager’s best friend. Some companies borrow a technique from country fairs and try to (28) applicants on the basis of their (29) Others turn to "honesty tests" which claim to be able to uncover applicants who would be problem employees. Some pencil-and-paper tests do provide (30) managers with useful information, but many tests now being marked simply do not live up to their claims.
建设单位与施工单位按照《建设工程施工合同(示范)文本》签订了施工承包合同。该工程包含两个子项工程，估计工程量甲项为4 000m3，乙项为2 000m3，合同单价甲项为220元/m3，乙项为560元/m3，工程预付款额度为合同价的12%，主要材料和构件所占比重为60%。同时，施工合同中规定：(1)设备由建设单位采购，施工单位安装； (2)建设单位原因导致的施工单位人员窝工，按18元/工日补偿，建设单位原因导致的施工单位设备闲置，按下表中所列标准补偿； 设备闲置补偿标准表机械名称台班单价（元/台班）补偿标准机械名称台班单价（元/台班）补偿标准大型起重机1060台班单价的60%自卸汽车（8 t）458台班单价的50%自卸汽车（5 t）318台班单价的40% (3)施工过程中发生的设计变更，其价款按建标[2003]206号文件的规定以工料单价法计价程序计价(以直接费为计算基础)，间接费费率为10%；利润率为5%，税率为3.41%。 该工程在施工过程中发生以下事件。 事件1：建设单位采购的设备没有按计划时间到场，施工受到影响，施工单位一台大型起重机、两台自卸汽车(载重5t、8t各1台)闲置5天，工人窝工86工日，工期延误5天。 事件2：某分项工程由于建设单位提出工程使用功能的调整，须进行设计变更。设计变更后，经确认直接工程费增加18 000元，措施费增加2 000元。 上述事件发生后，施工单位及时向建设单位造价工程师提出索赔要求。 在索赔文件中，( )是要注意引用的每个证据的效力或可信程度，对重要的证据资料最好附以文字说明或附以确认件。
Employee Selection Techniques That Are Too Good to Be True Selecting future employees is one of the most important and difficult processes for (21) human resource managers are responsible. The time-honored approach of interviewing, investigating an applicant’s experience and education, and talking with references, although time-consuming, may still be the best method. (22) interviewing today is a minefield of legal do’s and don’ts. You may ask an applicant about (23) convictions but not about arrests. You may ask about medical background but not about race and (24) And, (25) if you hire a person who then hurts a customer, you can be sued for not having known about his or her prior arrest record. Faced with such difficulties, many companies buy quick-and-easy solutions to the selection (26) Many of these solutions are, in fact, too good to be true. Take the 1980s, for example, Polygraph—lie detector-tests seemed at that time to be the wave of the future. Companies began relying on machines and polygraph experts to screen applicants. Disturbed by this trend and by the (27) of many of the best results, Congress severely restricted polygraph use. In the 1990s, equally questionable selection techniques are being offered as the human re source manager’s best friend. Some companies borrow a technique from country fairs and try to (28) applicants on the basis of their (29) Others turn to "honesty tests" which claim to be able to uncover applicants who would be problem employees. Some pencil-and-paper tests do provide (30) managers with useful information, but many tests now being marked simply do not live up to their claims.
已知在文件IN4.DAT中存有100个产品销售记录，每个产品销售记录由产品代码dm(字符型4位)、产品名称mc(字符型10位)、单价dj(整型)、数量s1(整型)、金额je(长整型)五部分组成。其中：金额＝单价×数量。函数ReadDat()的功能是读取这100个销售记录并存入结构数组sell中。请编制函数SortDat()，其功能要求：按产品名称从大到小进行排列，若产品名称相同，则按金额从大到小进行排列，最终排列结果仍存入结构数组sell中，最后调用函数WriteDat()把结果输出到文件OUT4.DAT中。 注意：部分源程序已给出。请勿改动主函数main()、读数据函数ReadDat()和输出数据函数WriteDat()的内容。 [试题程序] #Include #include #include #include #include #define MAX 100 typedef struct char dm[5]; /*产品代码*/ char mc[11]; /*产品名称*/ int dj; /*单价*/ int s1; /*数量*/ long je; /*金额*/ PRO; PRO sell[MAX]; void ReadDat(); void WriteDat(); void SortDat() void main() memset(sell,0,sizeof(sell)); ReadDat(); SortDat(); WrheDat(); void ReadDat() FILE *fp; char str[80],ch[11]; int i; fp=open("IN4.DAT","r"); for(i=0;i＜100;i++) fgets(str,80,fp); memcpy(sell[i].dm,str,4); memcpy(sell[i].mc,str+4,10); memcpy(ch,str+14,4);ch[4]=0; sell[i].dj=atoi(ch); memcpy(ch,str+18,5);ch[5]=0; sell[i].s1=atoi(ch); sell[i].je=(long)sell[i].dj*sell[i].s1; fclose(fp); void WriteDat(VOid) FILE *fp; int i; fp=fopen("OUT4.DAT","w"); for(i=0;i＜100;i++) fprintf(fp,"%s%s%4d%5d%101d\n",sell[i].dm,sell[i].mc,sell[i].dj,sell[i].s1,sell[i].je); fclose(fp);
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