1、个人工作总结英文版个人工作总结英文版本文是个人工作总结英文版范文，总结是对前段社会实践活动进行全面回顾、检查的文种，这决定了总结有很强的客观性特征.它是以自身的实践活动为依据的，所列举的事例和数据都必须完全可靠,确凿无误，任何夸大、缩小、随意杜撰、歪曲事实的做法都会使总结失去应有的价值。让我们通过以下的文章来了解。个人工作总结英文版范文DELL to work for nearly a year。 Also learned a lot of knowledge and technology。 The most important is to learn the job and working
2、attitude。 beginning to DELL。 Is a very strange environment for anything. Dont know。 Its also met so many questions. For me, the best way is to put the record TROUBLESHOOTING。 Every time a new problems that are organized into their notes or document that appear similar problems can quickly after the
3、solution. customers coming。 TT I would first send mail to inform customer if I were to restart type or shutdown would first and customers confirmation DOWNTIME。 To solve the problem。 If the problem is I will notify to the OWNER problem。 When there is progress of SERVER to BUILD. Found a very efficie
4、nt way is to support the DHCP。 Premise. Visit ALTRIS SERVER in the SERVER list ALTRIS DRAC through ISO files。 Connect to ISO and then BUILD do in the local computer by REMOTE control DRAC open again.ARTIRS SERVER effect is starting to ISO files。 ALTRIS SERVER must correspond to the local LAB or DC）
5、such as dalian and xiamen corresponding XMN2MAX01 is local computer is open and REMOTE control operated interface。 Reduced pressure ARTIRS SERVER. Dont need ARTIRS in the SERVER remotely operated for four SERVER startup. Is no problem。 I tested。 Plus， if network AUDIT and CONFIG without problems or
6、hardware. Within one day after can be successfully completed 8 sets the REMOTE SERVER BUILD. there is a problem. The methods to solve the problems actually there will be many。 But only one best way。 When problems arise when the work under simple analysis process。 Make a clear， and efficiency of work
7、ing process is very important. But must be good at summing up. Many SERVER broken， for example， memory and disk after such a motherboard hardware problems。 Under normal circumstances should be to apply for to buy new again， but can be found in the SERVER these home before the SERVER can provide the
8、corresponding hardware REPLACE (premise is to REPLACE the hardware specifications must match。） this is neither can solve problems can also reduce unnecessary costs。 Dalian on the SERVER is so many home in the SERVER drop again. faced with a new problem didnt know how to solve。 Absolutely not relying
9、 on their ideas or experience to do。 To understand must consult the expert predecessors。 Only in this way can we know what to do， why do， what to do good to others. When will consult the euphemism polite people not to ask. this year. Do yourself。 Research job is LINUX operating system and the VMWARE
10、 has been my pursuit of the path and ideals. If there is a chance for DELL. Will IT do in a proficient LINUX VMWARE senior engineer. didnt finish all the training. Ill try to attend the training must be on hand. If no matter the job。 Ill pick out some additional training and career development to he
11、lp me to attend.Finally DELL。 Thank you very much for me to let me in good chance landings study and work here. Thank you for the recognition and KENNIE me at work all the people who helped me。 Ill work harder to make their own contribution to DELL.个人工作总结英文版范文Up and down the chain of command, year-e
12、nd performance reviews fill people with dread or with resentment， and very rarely with joy. Both the givers and the receivers spend a lot of time on the reviews， yet they generally see them as an empty exercise。 After all the procedural Ts are crossed and the Is dotted， it takes people skills to get
13、 a real return on investment from this important, laborintensive process. Leaders need to set an example by turning a ritual into a productive effort。This column addresses giving a review. In a subsequent article Ill tackle how to get the most out of receiving a review。 Both articles aim to challeng
14、e you to shift your focus to the emotional experience on both sides of the table， and to increase the payback from yearend reviews by developing some key psychological skills。The organizational barriers to having productive year-end reviews can be formidable. The tight link between reviews and compe
15、nsation discourages openness and honesty。 Managers at all levels may think as much about their organizations needs as about individual performance when they do the reviews. For example， interdepartmental rivalries can force a kind of uniformity on your reviews as you try to do the best you can for y
16、our people in terms of compensation。 If your organizations culture discourages open and honest feedback (”we dont do warm and fuzzy”）， you may feel constrained to just focus on the numbers. Anything else might make you feel like an outlier and make your direct report feel singled out and anxious。But even in an unfavorable organizational environment there are things you can control to get more from the process. By better under
