工作與性規訓 的英文怎麼說

中文拼音 [gōngzuòyǔxìngguīxùn]
工作與性規訓 英文
and sexual discipline
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 性 : Ⅰ名詞1 （性格） nature; character; disposition 2 （性能; 性質） property; quality 3 （性別） sex ...
  • 規 : Ⅰ名詞1 （畫圓形的工具） instrument for drawing circles 2 （規則; 成例） rule; regulation 3 [機械...
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  1. The correlation theory to the human resource management of thesis has been in progress the survey, and management and working satisfaction degree has carried on the analysis investigation to police staff and workers in lu nan prison has announced in the police staff and workers management existence to be short of the human resource planning and does not have concrete post analysiss and the invitation works not, and standard and excitation measure must not energetically wait the problem, work analysis that has put forward laying down the distinct human resource planning and open - minded detailed and standard police staff and workers employs and promotes to a higher office the police staff and workers of system and formulation system train and the development plan and has revised firewood fulfills distributes the scheme etc the countermeasure

    論文對人力資源管理基礎知識進行了綜述，對魯南監獄幹警職工管理和工作滿意度進行了分析調查，揭示了幹警職工管理中存在的缺乏人力資源規劃、沒有具體的職務分析、招聘缺乏系統性、激勵績效差等問題，提出了制定清晰的人力資源規劃、開展詳盡的工作分析、規范幹警職工招聘與晉升制度、制定系統的幹警職工培訓計劃、制定了薪酬分配方案等對策。
  2. Human resource management pays attention to give the employe - es sound organization, training and collocation with a modern methods on the basi - s of suitable human resource planning for the sake of the best match of position an - d personnel. through a series of management mechanism, it can stimulate the employee ' s job motivation. as a result, a person has a right position and a post correspon - ds to a right person with right ability

    人力資源的開發和管理是指，在合理制定人力資源規劃的基礎上，運用相關現代化的科學方法，對員工進行合理的培訓、組織與調配，實現組織崗位與員工的最佳匹配，並通過制定一系列管理機制，激發員工的工作動機，充分發揮員工的主觀能動性，使人盡其才，事得其人，人事相宜，以保證組織目標的實現。
  3. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  4. Finally, this dissertation reviews the federation security and the next works need to do. in practice, this dissertation has creatively finished the following works : to derive and expand the theory and method for simulation development based on hla ; to develop the object model developing tool kd - omdt that is complied with dmso hla omt specification and will be updated to comply with ieee 1516. 2 soon ; to design and guide to implement the object model library ( oml ) shared by internet net ; to modify a large scale flight analysis and training system with hla ; to use the case tool rational rose to develop hla simulation system ; to design and guide to implement a automatic tool used to develop hla simulation with matlab / simulink

    特別地，本文在實踐中創新性地完成了以下工作：系統地提煉、擴展了基於hla進行模擬應用開發的原理與方法；開發了具有自主版權、符合dmsohlaomtv1 . 3規范的對象模型開發工具kdomdt ，向ieee1516 . 2的移植工作正在進行當中；設計並指導實現了基於internet網共享的hla對象模型庫（ oml ） ；成功地採用hla對某大型飛行分析訓練系統進行了改造；成功地將case工具rationalrose軟體應用於hla模擬系統的開發；設計並指導實現了基於matlab simulink開發hla模擬應用的自動化工具。
  5. Second, since the trend towards the kbe is irreversible, it also brings with it formidable adjustment challenges with implications for firms, individuals, educational institutions and governments. these adjustment challenges may happen in the aspects of organisational structure, management, employment, investment, training, policies and regulations. the goal is to smoothly transform the current post - industrial economy into the future knowledge - based economy

    其次， 「知識經濟」的發展潮流不可逆轉，也為企業個人教育機構和政府部門帶來了全新的挑戰，即如何在組織管理人員投資培訓政策法規等方面作出戰略性調整，使現行「后工業社會經濟體制」向未來「知識與資訊經濟體制」成功轉型。
  6. The civil aviation staff is required to be professional to work under the international operation standards and strict safety requirements, and to cultivate an expert coinciding with the international standards relies on an intensive and active training

    民航從業人員所從事之工作，本身就是一項具有國際性，又需採行共同作業與安全規范之專業性行業。欲達此合乎國際級專業之標準，實有賴于積極之訓練。
  7. Firstly, this paper analyses concepts, characteristics and logic development relation of agent, software agent and mobile agent. this paper pays more attention to key components of intelligent model of mobile agent and migration plan of mobile agent, training and learning of mobile agent, choice of host, migration strategy of mobile agent based on machine learning and correlation analysis. referring to masif and the exploitation of mobile agent platforms at present, this paper hammers at interlinking these platforms to realize true rem otion independent of them, which premises for manufacturing a mobile agent platform

    本文首先分析了agent 、軟體agent 、移動agent的概念、特性及其邏輯發展繼承關系，顯示出了移動agent計算模式在低帶寬、高延遲環境下的優勢，重點研究移動agent智能遷移模型、移動agent遷移計劃、 agent的學習與訓練、 host選擇、基於機器學習的移動agent遷移策略等有關移動agent的關鍵技術，參照互操作性的規范masif ，根據目前移動agent平臺開發情況，致力於把這些平臺互連起來實現agent真正的跨平臺移動，為研製開發移動agent平臺做前提性研究工作。
  8. Nine major improvements to state - owned enterprise management training are put forward in this thesis : first, improve the rational thoughts of management training, and systematically carry on the construction of the mechanism of manpower resources development of state - owned enterprise ; second, make great efforts to structure enterprise ' s training mechanism, complete the rules and regulations and make sure the enterprise ' s training regularization stepping into normal and perfect process ; third, observe and guide the reform of training and make it systematical, level quality, harmony and dynamic quality ; fourth, training content to be upgraded, the method to be reformed, regard improving training quality as the core and vitality of the training ; fifth, strengthen training controlling, set up strict system of training assessment, cultivate the working environment of transforming the training outcomes ; sixth, strengthen the measure of evading of the training risk, establish the correct training idea, set out loyal training mode ; seventh, exert the government ' s function, strengthen the macro - management, use legal means and policy to support the development of management training ; eighth, dispose enterprise training resource reasonably, accelerate independence, socialization and marketlization ; ninth, pay attention to study and utilize wto rule, establish the consciousness in line with international standards, strengthen the work of absorbing wisdom of enterprise, expand international cooperation to training

    其次，對國有企業管理培訓提出了九大改進建議：一、提高對管理培訓的理性認識，系統地進行國有企業人力資源開發機制的建設；二、努力構建企業培訓工作新機制，建立健全企業培訓規章制度，保證企業培訓步入正規化、完善化通道；三、用系統觀考察、指導管理培訓的改革，使企業管理培訓具備整體性、層次性、協調性及動態性；四、培訓內容要更新，培訓方法要改革，培訓形式要靈巧，把提高培訓質量作為培訓工作的核心和生命力所在；五、加強培訓控制，建立嚴格的培訓評估體系，培育培訓成果轉化的工作環境；六、強化國有企業管理培訓風險的規避措施，樹立受訓人員的正確培訓觀念，建立相互忠誠的培訓模式；七、發揮政府職能，加強對培訓的宏觀管理和協調指導，運用法律手段和政策支持引導管理培訓的發展；八、合理配置企業培訓資源，加快企業培訓自主化、社會化、市場化；九、注重研究和利用wto規則，樹立與國際接軌意識，加強企業引智工作，拓展國際合作培訓。
分享友人
分享到 Line

分享到臉書