操作管理人 的英文怎麼說

中文拼音 [cāozuòguǎnlǐrén]
操作管理人 英文
manager operations
  • 操 : Ⅰ動詞1 （抓在手裡; 拿; 掌握） hold; grasp 2 （做; 從事） act; do; operate 3 （用某種語言、方言說...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 操作 : 1 （按照一定的程序和技術要求進行活動） operate; manipulate; handle 2 （所進行的若干連續生產活動的...
  • 管理人 : administrant
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. Qiaopai team, formed by hundred of technicians, qualified administrators and skilled workers, after 10 years endeavor has become the leading enterprise both on agro - products cleaning, hulling and separating industry and kernels decorticated seeds industry in china

    由上百名工程技術人員和各具專業資格的管理人員及上百名技術操作工人組成的公司團隊，經過十多年的努力，已經成為中國除雜脫殼分選行業米仁行業的領先企業。
  2. In the process of designing an effective prompting system for nppe, the dissertation discussed the physical aspect of prompting system in terms of stock prompting and salary prompting, designed a salary prompting scheme for managerial staff, technical staff and operational staff. based on the theory of marginal utility degression in terms of salary and prompting theory, the principle of psychic prompting has been ensured. consulting industrial and other company ' s prompting system, and based on the principle of psychic prompting, psychic prompting system, which shapes an individual and effective psychic prompting scheme in allusion to different staff for nppe, has been established respectively for managerial post, technical post and operational post in allusion to behavior characteristic in different type of worker

    在對東北管道工程有限公司激勵機制設計的過程中，分別從股權激勵和薪酬激勵兩方面研究了該公司的物質激勵機制，並設計了管理人員、技術人員及操作崗位員工的薪酬方案；在論述了薪酬的邊際效價遞減問題的基礎上，根據各種激勵理論，確定了精神激勵機制的原則，參考行業和其他企業的方法，研究了該公司總體精神激勵，針對不同類型員工的行為特點分別對管理崗、技術崗、操作崗確定了相應的精神激勵機制，形成東北管道公司對不同員工獨特的而有效的精神激勵機制方案。
  3. Consequently, to operationalize strategic intent, top management set ‘ challenges ' that are of much shorter duration, yet contribute to the ultimate goal

    所以，為了使戰略意圖有操作性，高層管理人員需要建立短期的「挑戰」來達到最後的目標。
  4. Yinglong company now has a group of consummately skillful and well qualitied computer operators and professional designers and a large group of well - experienced managing persons and workers

    迎龍公司現擁有一批技術精湛、素質優良電腦人員和專業設計師、還有一支強大的具有豐富經驗管理人員和操作員工。
  5. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  6. The center plays a key role in the bio - fuels industry for workforce training to assist in the growing need for qualified personnel to operate and manage bio - fuel refineries across the country

    該中心在生物燃料工業的勞動力培訓上扮演著關鍵的角色，協助全國范圍內生物燃料提煉廠對合格的操作和管理人員的增長需求。
  7. Finally, based on studies of the last 20 years development and current situation, utilizing the statistic information, we have planned the development stage and strategic guiding ideas, implementation steps and measure ( lay emphasis on service quality and customer satisfaction, external marketing and management, etc. ) of international tourism development in china

    因此，在旅遊業中，服務營銷理論的研究、應用以及對實踐操作的探討成為當務之急。如何吸收和消化西方旅遊業服務市場營銷理論，加強對我國國際旅遊業服務營銷的研究，提高管理人員把握和應用這些理論與技巧的能力，無疑是具有十分重要的意義。
  8. This article is match the exigent demand of improving the automation level of electric power. the new system is based on the old one and aimed to the standardization. the new system is wanted to get breakthrough in these aspects : improving the system performance, aggrandizing system function, improving the automation level of the system, replacing the handwork operation, reducing the working intensity, improving the productivity, offering intelligent data service

    本文針對電力系統對提高電力系統管理現代化水平的迫切需求，基於現有的電力管理系統，向著標準化方向發展，提高系統性能，拓展系統功能，提高系統的自動化水平，取代手工操作，降低人員勞動強度，提高生產效率，提供智能化的數據服務。
  9. Millions. at present, these are more than 500 employees in our company ( including over 10 medium & high grade managerial personnel ), and it occupies over 5, 000m2, which is an enterprise specilized in the production of jacks, merging managerial modernization, marketing globalization, intelligent office operation and comprising manufacturing, sales, technical development and design into the whole. now we have telephone jack, computer jack, ft2 clipped connection module, telephone wall module jack, net exchanger, rj11 and rj45 connector and so on over 200 products

    管理人員數十人，工廠佔地面積5 ， 000平方米，是一家管理現代化，產品營銷全球化，辦公操作智能化以及集技術開發、設計、生產、銷售於一體的專業接插件生產企業。公司現有電話、電腦插座、通訊卡接模塊、電話接線盒、網路轉換器及rj11 、 rj45連接頭等200多種產品。
  10. Shandong jofo has plenty of honest and prudent professionals and managers with rich experiences as well as a self - restrained team of production - line operators. we adhere to the managing philosophy of creating a win - win situation with professional expertise and wish to conduct extensive exchanges and cooperation with friends both at home and abroad

    我公司擁有高水平的管理人員，敬業、嚴謹的專業技術人員，和一支紀律嚴明的生產線操作隊伍，總定員80人，企業自動化程度非常高，經濟技術力量雄厚，願以高性能的產品、優質的售後服務與中外朋友進行廣泛的交流與合作。
  11. It makes the management personal familiar with digital governor speed control parameters and obtain experience under simulating environment

    使輪機管理人員在模擬環境下熟悉調速器各項性能參數的調整，並獲得操作經驗。
  12. In the implement period of this system, the thesis supplies relatively sounded concrete and feasible chart for every levels and every departments administers

    在體系的實施中，論文給出了德達公司各層各部門管理人員相對全面、具體、具有一定操作性的績效考評表。
  13. The combination will involves these questions, such as running, ensuring, motive force, etc., namely what a issue of setting up and perfect the operating mechanism, security mechanism and power mechanism etc. : 1, operating mechanism about the two : should first clear perfecting leader and organize system that the two agree with, set up and regard party committee as leader, regard full - time political and ideological work staff, cultural construction personnel of enterprise as backbone, regard administrative personnel as cadre, to build the masses of vertical horizontal network system of organization that staff participate in actively ; secondly should define the mechanism of working routine, set up thinning, standardized operation system, making a whole set of thinning, quantization, standardized operation method

    這就涉及到兩者契合的運行機制、保障機制和動力機制等問題。 1 、關于兩者的運行機制：首先要明確和健全兩者契合的領導和組織體系，建立以黨委為領導、以專職政工、企業文化建設人員為骨幹，以行政幹部、各層管理人員為主體，廣大員工積極參與的橫向到邊、縱向到底的組織網路體系；其次要明確工作程序機制，建立細化、規范化的操作體系，制定出一整套細化、量化、規范化的操作辦法，實施定量和定性相結合的全過程式控制制管理。
  14. Provides links to topics discussing visual designers that enable architects, operations managers, and developers to design service - oriented solutions that can be validated against their operational environments

    提供了一些指向特定主題的鏈接，這些主題討論各種可視化設計器，這些設計器可幫助設計師操作管理員和開發人員設計出可根據操作環境進行驗證的面向服務的解決方案。
  15. Companies with advanced production lines and improve the management system, high - level professional and technical personnel on - site operation and guidance, the production of pp - r products through national quality inspection qualified, entered the market, the recognition by the great majority of consumers, the company has been formed, production 6, 000 tons pipe and tube production scale, the current company employees more than 200 people, including management staff of more than 20, overall responsibility for the company ' s production, quality, sales and service, companies are products system, products 36 series, 315 varieties, transmission system pipe tube, and so on, there are various control systems, such as valves

    公司具有先進的生產線及完善的管理體系，高水平專業技術人員進行現場操作及指導，所生產的pp - r產品經過國家質量檢測合格，進入市場以來，受到廣大消費者的認可，公司已形成年產6000噸管材、管件的生產規模，目前公司員工200多人，其中管理人員20多名，全面負責公司的生產、質檢、銷售、服務工作，公司現產品體系完善，產品36個系列， 315個品種，輸送系統有管材管件等，控制系統有各種閥門等。
  16. 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。
  17. The design adopts bravely some advanced operation methods in compensation management, such as h - type job evaluation, and proposes or perfects creatively some rules in compensation operation, such as annual pay for managers and the principle of personnel risk mortgage

    在設計中，大膽採用了一些薪酬管理的先進操作方法，如工作評價的海氏評價法，創新性地提出或完善了一些薪酬操作制度，如管理人員的年薪制、全員風險抵押金制度等等。
  18. Last, designs a reasonable procedure for salary. chapter 5 according to the characteristics of the state - owned enterprises, designs the operable salary modes for the knowledge - typed employees ( basic level management personnel, professional and technical personnel, sales personnel, top management personnel )

    第5章針對知識經濟下國有企業的特點，為國企各類知識型員工（基層管理人員、專業技術人員、銷售人員、高級經理人員）設計了操作性極強的薪酬模式。
  19. The design and operation of the workshop must comply with stringent environmental requirements. the operator is required to submit an operational plan laying out the details on operating procedures, techniques, facilities, managing staff, environmental and safety standards etc. for approval. the workshop is required to pass operating tests before the license is issued

    工場設計及運作須符合嚴格的環保要求，營運者並須提交一份操作計劃書詳述有關運作的方法、技術、設施、管理人員、環保及安全的水平等作審批，及通過運作的測試，方可獲發牌照。
  20. The process and measurement of images are all accomplished by using the powerful image processing software imaq vision. take labview as the platform finally, we have developed a human - computer interface for the notched impact specimen of system - run operation, management and display

    圖像處理與測量都是利用功能強大的圖像處理軟體imaqvision進行，最後以labview為平臺，開發出系統的操作?管理?顯示的人機交互界面。
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