Professional knowledge and skills?

① What are professional skills?

Professional skills mainly refer to the professional ability to engage in a certain occupation. In the process of job hun

① What are professional skills?

Professional skills mainly refer to the professional ability to engage in a certain occupation. In the process of job hunting, the recruiter is most concerned about whether the job seeker has the professional ability to do the job. For example, if you apply for a teaching position, what the other party values is whether you have the most basic teaching ability.

Specialty refers to the specific business norms of a certain category in enterprise management. Such as administration, human resources, training and development, marketing, sales, research and development, design, production, logistics, procurement, finance, informationization and so on.

(1) Extended reading of professional knowledge and skills: skill quality

Vocational school students face employment, whether they can find a good job or not, professional skills and quality are very important. The comprehensive qualities that secondary vocational school students must possess include "software" quality and "hardware" quality. The former refers to ideological and moral quality, cultural quality, physical quality, aesthetic quality, psychological quality and creative quality, while the latter refers to the key quality of career, that is, professional skill quality.

Vocational skills mainly include sports skills and intellectual skills. Motor skills, also known as operational skills, are legal operational abilities formed and consolidated through professional practice or repeated practice. Secondary vocational schools should highlight their own school-running characteristics, focus on cultivating students' knowledge and skills needed for a certain occupation or productive labor, pay attention to practical and operational skills training on the basis of imparting students with certain knowledge and theory, and promote the cultivation of secondary vocational students' professional skills through open forms and image teaching and training means.

To lay a solid foundation of professional theory, we should not only have a solid foundation, but also expand the scope of employment: we should strengthen professional skills training, give play to the leading function of schools, and highlight students' dominant position.

Only by mastering professional knowledge, mastering operation essentials, comprehensive practice, scientifically allocating practice time and paying attention to the use of hands and brains can we have better professional skills.

Strengthen professional skills training

China, which has entered the primary stage of industrialization, needs not only advanced science and technology, but also exquisite technology to achieve scientific and sustainable economic development. The improvement of technical level depends on the professional skill level of front-line workers in production management, and a large number of practical talents with strong professional hands-on ability are needed. The cultivation of students in secondary vocational schools, professional skills training and practical exercise play a decisive role. How to strengthen professional skills training?

(1) Give play to the leading role of the school. As a school, we should not only improve our ideological understanding, put the strengthening of professional skills training on the important agenda, but also pay close attention to implementation in actual operation. We must never let skills training become a mere formality, limited to coping, and give full play to its leading function. At present, we should focus on solving four problems:

1, strengthen the construction of professional laboratories and training venues. Professional laboratories and training places are the basic conditions for strengthening professional skills training. The shortage and backwardness of experimental training equipment in secondary vocational schools can not meet the needs of teaching, which has become a bottleneck restricting the cultivation of professional skills. Schools should take the armed professional laboratories and training venues as the first priority, and at the same time pay attention to improving the utilization rate of existing equipment to ensure that the practice rate of basic experiments reaches 100%. Some experimental internships can be carried out in factories and enterprises through joint operation between schools and enterprises and order training, so as to truly realize the docking between school gates and factories, classrooms and workshops, and training and production.

2. Improve the practical skills of professional teachers as soon as possible. At present, the professional teachers of some professional disciplines in some secondary vocational schools are not strong in professional hands-on ability, and their teaching is satisfied with the bright colors on the classroom blackboard, so the students' hands-on ability is naturally not much better. Therefore, on the one hand, secondary vocational schools should actively send professional teachers to participate in professional off-the-job training organized by competent departments at all levels or send professional teachers to practice in factories and enterprises to improve the practical ability of existing professional teachers.

On the other hand, it is necessary to strictly control the entry and exit of teachers, not only to prevent the loss of excellent professional teachers as much as possible, but also to select professional teachers with comprehensive theoretical knowledge and strong professional hands-on ability, and gradually eliminate professional teachers who sing well and do poorly. In order to avoid this gap, school decision makers should further emancipate their minds and break the traditional concept of personnel. They can invite professional and technical experts from famous factories and powerful enterprises to come to the school regularly to guide students' experimental training, or they can run schools jointly with some higher vocational colleges to realize the sharing of professional teachers and experimental training equipment.

3. Adjust the curriculum. At present, some secondary vocational school teachers are concerned about the curriculum structure model of general education, and are influenced by the inertia of general education in teaching ideas, teaching methods and methods. They don't want to leave the classroom to attend professional theory classes, and they don't have a strong sense of professional skills training and lack training. Therefore, the school should adjust the curriculum arrangement, increase the proportion of professional class hours, and at the same time compile special professional training hours, encourage professional theory teaching into the laboratory, and ensure the implementation of professional skills training.

4, increase the guiding role of vocational skills assessment. Secondary vocational schools should formulate feasible skills training programs around the training objectives, establish a perfect assessment system, refine the skills assessment links, and make professional skills training routine and standardized; It is necessary to pay more attention to the assessment of professional skills training, and link the assessment results of professional teachers leading students to practice with teachers' evaluation of teaching, job evaluation, evaluation first and performance pay, so as to effectively promote professional skills training and teaching; It is necessary to widely publicize the vocational qualification certificate and student employment access system, and fully mobilize students to actively participate in professional skills training.

(2) Highlight students' dominant position. Students are always the main body of vocational skills training, and all kinds of measures taken by schools to improve the quality of students' vocational skills must be realized through students. Therefore, students must actively play their main role to improve their professional skills.

1, professional knowledge is fully mastered. Professional knowledge is the prerequisite for the formation of professional skills. Mastering professional knowledge, you will have the appearance of professional skills, and then you can carry out correct operation training.

2. Master the operation essentials. Professional skills are composed of various operational links. To master professional skills, we must master the operating essentials of each link. To learn the essentials of operation, we should give full play to the role of vision and kinesthetic perception, and carefully imitate exercises on the basis of understanding, explaining and seeing demonstrations. Constantly correct the wrong operation in imitation and gradually master the operation essentials.

3, comprehensive practice, the formation of professional skills, first individual skills training, on the basis of basic mastery of individual skills, practice each individual skill together, so that each individual operation is coherent and coordinated. So as to fully master the whole operation skills.

4, pay attention to the use of hands and brains. In the training of professional skills, in addition to strengthening hands-on practice, we must also use our brains diligently, which is not only conducive to deepening our memory, but more importantly, we can also creatively master professional skills.

5. Scientifically allocate practice time. In skill training, we should combine centralized practice with decentralized practice. A better allocation scheme is that the training frequency should be high at the beginning of the learning stage, but the time should not be too long. In the future, the training times can be gradually reduced, but the training time needs to be extended.

6. Don't choose the time and place for practice. Skills training cannot be limited to schools, laboratories and workshops, nor can it be limited to semesters. In society, at home and on holidays, there are opportunities and places for practice. Secondary vocational school students should master it at any time, and closely combine skill training with production practice, which is conducive to cultivating more comprehensive professional skills.

② What professional knowledge and skills should managers possess?

Skills that managers should possess:

1, technical skills

Technical skill refers to the ability of managers to master and apply knowledge, technology and methods in a certain professional field. For example, a human resource manager should be familiar with human resource management system, recruitment, salary design and performance appraisal methods. Technical skills are very important for grass-roots managers, but for middle and high-level leaders, mastering technical skills is not so necessary.

2. Interpersonal skills

Interpersonal communication ability refers to the ability of managers to deal with personnel relations, that is, the ability to understand and motivate others and cooperate with others, including leadership, influence and coordination.

3. Conceptual skills

Conceptual skills refer to the ability to understand the complexity of a given environment and reduce this complexity. Specifically, conceptual skills include the ability to understand the relationship between things to find out the key influencing factors, the ability to determine and coordinate various relationships, and the ability to weigh the advantages and disadvantages and inherent risks of different schemes.

Managers should have all kinds of knowledge, including at least the following aspects: 1, international vision and strategic knowledge. 2. Knowledge of human resources. 3. Process management knowledge. 4. Time management knowledge. 5. Professional knowledge related to the business of the company. 6. Marketing knowledge. 7. Tax knowledge. 8. Financial knowledge, etc.

(2) Professional knowledge and skills to expand reading.

According to the management level, it can be divided into top managers, middle managers and grass-roots managers.

Lower-level managers: technical skills can contribute to many major advances in modern industry and are indispensable for improving operational efficiency, but at lower management levels, technical skills are the most important; With the gradual rise of the position of manager, technical skills become less and less important.

Middle managers: personnel skills, that is, the ability to deal with people, are essential for effective management at all levels, and it seems to be the most important at lower levels, because managers at this level have the most direct contact with subordinates.

With the rise of the position, the number and frequency of such direct contact will gradually decrease, and the required interpersonal skills will also decrease accordingly-although not so absolute. At the same time, due to the needs of major decisions and large-scale actions, conceptual skills are becoming more and more important. At the top, interpersonal skills give way to conceptual skills-the ability to integrate collective interests and activities.

Top managers: The influence of conceptual skills has been maximized, and some studies believe that conceptual skills are the most important skills for top managers.

Obviously, managers at all levels need to master these three skills to some extent. However, the importance of these three skills is relative and changes with different management levels. For low-level managers, technical ability and interpersonal skills are the most important. For middle managers, the effectiveness of management depends largely on interpersonal skills and conceptual skills. When it comes to top management, conceptual skills become the first skill for successful management.

Managers in organizations have two sources: external recruitment and internal promotion. Internal promotion refers to a higher position in which members of an organization are entrusted with greater responsibilities after their abilities have been enhanced and fully proved. External recruitment is to attract new people.

③ How to learn professional knowledge and skills well?

It has something to do with your personal habits and learning attitude, as well as your willingness to develop in this respect. If you have an enterprising and studious heart and enough enthusiasm for this industry, congratulations, you are not far from success.

What is the difference between professional knowledge and professional skills?

call a spade a spade

Professional knowledge is: understand theory, but not necessarily practice.

Professional skills are: knowing both theory and practice; Or you can practice, but you don't know much about the theory.

⑤ Can there be only one person with professional knowledge and skills?

Professional knowledge is to have better professional skills. If professional knowledge can be used, it will make you more valuable as a skill. Don't separate them, it will reduce your confidence and improve your ability. At the same time, without professional knowledge, professional skills will be limited. I hope you can combine the two and wish you a better development.

⑥ What are professional theories and professional skills?

20 14 there is no financial management major in Shandong college entrance examination.

Professional category:

Accounting finance

Professional category: computerized accounting, accounting manual operation.

Covering professional scope: medical and health accounting, accounting, computerized accounting, statistical affairs, financial affairs, insurance affairs, trust affairs,

You can search your saved content. Much the same, it should be similar.

⑦ Professional knowledge and skills that teachers should possess.

Under the new situation and requirements, teachers should have the following professional knowledge and skills:

I. Professional knowledge

1) Teachers should have rich knowledge of subject content, not only be familiar with the content of textbooks, but also constantly update and master a series of related knowledge in order to complete teaching tasks more efficiently;

2) Understand the trends of curriculum and reform, study the requirements and knowledge of curriculum and reform seriously, so as to better complete the teaching work;

3) Understand students and their characteristics, and put down the previous teacher's shelf. Students are the main body of the classroom. Only by understanding students' psychological characteristics and development characteristics can we use correct educational means to teach and educate people better.

Second, skills.

1) Ability to interpret text: Ability to analyze text content by itself according to text type. Teach students a unique reading experience and experience it better;

2) Teaching design ability: student-oriented, design the teaching implementation process according to the training objectives and teaching practice of the textbook unit;

3) Language expression ability: set an example, accurate expression ability and agile reflection ability are essential qualities for teachers.

4) Self-reflection ability: Teaching experience is improved and perfected through continuous reflection. As a teacher, we should always judge ourselves, sum up the shortcomings in the process of teaching implementation, and improve teaching methods in time.

How to improve professional knowledge and skills?

First, to strengthen staff training, we must correctly understand the outstanding problems existing in enterprises.

The demand for talents in enterprises is getting higher and higher, and so is the demand for employee training. But at present, there are still many shortcomings in employee training. First, employees' learning awareness is not strong. Due to the unreasonable knowledge structure and cultural structure of employees, some employees have low educational level and insufficient theoretical level. The practical operation ability depends on many years of work experience, so it is very difficult to learn the theory. At the same time, due to the lag of ideas, some employees have the idea of learning uselessness, and some employees can't, don't understand, don't learn or even ask. Second, the development potential is insufficient. Some employees show obvious inadaptability in the face of new technology and equipment, and there are many difficulties in the process of realizing the high integration of modern knowledge and skills. Third, individual departments lack long-term vision, and the training work is unrealistic and long-term. It is manifested in only paying attention to immediate interests, without long-term planning, and there are phenomena such as learning but not being practical, taking exams but not being practical, and lax assessment. Study and training are tight and loose, lacking supervision. Fourth, there is a shortage of training teachers and insufficient training ability, which leads to poor training quality. The company lacks internal full-time trainers, and most of the trainers involved in teaching are temporarily hired from various departments, so the professional level is uneven. Due to the limitation of time and experience, some trainers have some limitations in professional quality and teaching management, and their professional skills are not comprehensive and skilled, which affects the training quality.

Second, to strengthen staff training, we must establish and improve the training mechanism.

An enterprise should have a good training mechanism to cultivate outstanding talents. Perfecting the operation of training mechanism is an important driving force to improve the quality of employees. To strengthen staff training, it is necessary to establish and improve the training mechanism of enterprises and improve the motivation and vitality of staff quality.

1, enterprise leaders must attach importance to and establish the concept of long-term training. To do a good job in employee training, first of all, the company leaders need to stand at the height of enterprise survival and development, attach great importance to it ideologically, and fully realize the significance of strengthening employee training. At present, Haihong Company is in an important stage of implementing ex situ technical transformation, realizing the construction of a high-level modern cigarette enterprise and realizing the strategic goal of leaping development. With the development of enterprises, the industry situation is changing with each passing day. At present, the technical skills and professional knowledge of employees can not meet the needs of the company to build a modern cigarette enterprise. The knowledge of employees must be constantly updated and enriched, so that the enterprise can really develop well and quickly for a long time. Therefore, enterprise leaders should focus on the long-term, establish the concept of long-term training, truly unify their understanding and support them in action, put employee training on the work agenda as a major event to improve the core competitiveness of enterprises, formulate long-term training objectives and plans, and establish a sound long-term mechanism, so as to truly achieve good results in employee training and promote enterprise development.

2. Strengthen training management and establish incentive mechanism. In the final analysis, the competition and development of enterprises is the competition of talents. Adhering to the concept of "people-oriented" and cultivating outstanding talents are the key to the development of enterprises. For enterprises, not paying attention to the training of employees means not paying attention to the development of enterprises. For individual employees, it is impossible to improve their own level without strengthening training and learning. Therefore, enterprises should establish employee training centers and implement unified management. According to the characteristics of different types and levels of talents, the training of employees is determined with different goals and tasks, so as to grasp and manage the training of employees and continuously improve the training system of employees. Formulate the corresponding training incentive mechanism, and adopt the method of combining spiritual incentive and material incentive to stimulate the enthusiasm of employees to participate in training and promote personal improvement.

3. Strengthen training management and establish a long-term assessment mechanism. Regularly assess all kinds of professional and technical personnel and skilled personnel, and incorporate the assessment results into their performance appraisal, which is directly linked to their income, so as to encourage them to establish the concept of "applying what they have learned" and mobilize the learning enthusiasm of all kinds of technical personnel to the maximum extent, so as to improve their technical level.

4. Increase investment in training and establish a restraint mechanism. To do a good job in employee training, we must increase capital investment. The company should include the annual training cost of employees in the budget plan, and establish and improve a set of restraint measures and training systems, including pre-job training system, training evaluation system, training reward and punishment system, etc. Combine employee assessment, appointment, reward and training to prevent the situation of "more idle people training, less busy people training and fewer outstanding people"

Third, to strengthen employee training, we must scientifically determine the training content.

Whether the training content is scientific and reasonable will directly affect the quality and effect of employee training. If the training content fails to achieve the desired effect, it will cause a waste of time and money. Therefore, for the training of employees, we should focus on the production and operation of enterprises and the long-term development goals of enterprises according to the different needs of employees' technical skills and professional knowledge, and truly cultivate all kinds of talents with both ability and political integrity.

1, to improve the overall quality of employees as the training content. The comprehensive quality of employees determines whether employees can do a good job. Therefore, when determining the training content, we should pay attention to educating and cultivating employees' professionalism, team spirit, hard-working spirit and loyalty to enterprises.

2. The training content of employees should be targeted. The technical skills and professional knowledge of employees are high or low. Therefore, when determining the content of employee training, employees should be trained in different categories and levels according to their technical skills and professional knowledge, so as to achieve good training results and avoid the phenomenon of one pot of stew.

3. The training content of employees should be forward-looking. It is necessary to predict the future development needs of enterprises and the future production and operation needs of enterprises for all kinds of professionals, conduct advanced training and talent development, focus on cultivating some practical talents, and reserve human resources for the future development of enterprises in order to better adapt to the long-term development of enterprises.

4. Accelerate the pace of cultivating compound talents. With the constant change of the industry situation and the continuous progress of enterprises, the requirements of enterprises for talent quality have also changed from the original single major to the compound one. Therefore, enterprises should speed up the pace of cultivating compound talents, focus on cultivating a group of technical compound talents who are versatile, versatile and versatile, and truly transform them into generalists who can show their talents in the company's production and operation to meet the needs of enterprise development.

Fourth, to strengthen staff training, we must innovate training methods.

For employee training, in the past, we all focused on teaching, which led to unsatisfactory training results. Therefore, we should change the single teaching form in the past, learn from the training mode of advanced enterprises, innovate training methods, and effectively train employees with modern training means to achieve ideal results.

1. Make full use of "benchmarking" activities to train employees in various forms. Take advantage of the learning opportunities of employees in benchmarking activities, let all kinds of professional and technical personnel of the company study in domestic advanced enterprises or group headquarters, fully exchange and learn with the technical leaders of advanced enterprises and group headquarters, see more, learn more and learn from all kinds of advanced technologies of enterprises, and increase the level of professional and technical knowledge.

2, please all kinds of technical experts for guidance. For the weaknesses and shortcomings of various professional and technical skills of enterprise employees, we should regularly invite domestic technical experts to give effective lectures or on-the-job training, correct their technical shortcomings through training, and improve their professional and technical level.

3, send all kinds of excellent technical top for training. Plan to send some top technicians to domestic universities or domestic advanced enterprises for training and study, and then pass on the learned knowledge to employees again after returning, forming a virtuous circle and promoting the improvement of employees.

4 Interactive communication training among employees. After setting the training theme, according to the employees' own characteristics, the training content is decomposed into relevant employees, and they are required to study alone and be responsible for the teaching content. After the content of each part is finished, employees will discuss the content and teaching methods collectively, sum up their own strengths, improve their own shortcomings, improve the training effect, and achieve the goal of * * * *.

5, strengthen the "pass, help, take", take good mentoring. We should make full use of a group of professional experts and technical backbones in our company. By strengthening "passing, helping and leading", we can help the mediocre and teach the fools, so that employees can fully gain practical experience and promote the overall improvement of professional and technical quality of enterprises.

6. Carry out technical competition activities to promote training through competition. Carry out extensive and in-depth technical competition and on-the-job training activities for employees, replace training with competition and promote training with competition, so as to make full technical exchanges between employees, motivate employees to become talents in their posts, guide employees to improve in practice, improve in competition, enrich in struggle and strive to improve their own quality.

7, to carry out job retraining system. After working in the same job for a long time, on-the-job employees tend to be more and more lazy, the operation will change from skilled to mechanical numbness, and even the standardized operating procedures will be simplified. Therefore, employees who have worked in a certain position for a long time should be retrained and effectively assessed in order to review the past and gain new knowledge. Post retraining should closely combine the actual situation of employees, teach students in accordance with their aptitude, and make up for the shortcomings according to the problems and needs of employees in actual work.

Staff training is a long-term and arduous task. To cultivate a group of talents with both ability and political integrity, we should not only strengthen the training of employees, but also cultivate their interest in learning, form a learning atmosphere among employees, help employees establish the concept of lifelong learning, change "I want to learn" into "I want to learn", cultivate employees' self-improvement ability, meet the needs of enterprise talent reserve through the improvement of employees' quality, and realize the sound and rapid development of enterprises. To speed up the pace of talent training in enterprises, enterprises will surely achieve leap-forward development.