晉升制度 的英文怎麼說

中文拼音 [jìnshēngzhìdù]
晉升制度 英文
promotional practice
  • 晉 : Ⅰ動詞1 （進） enter; advance 2 （升） promote Ⅱ名詞1 （朝代） the jin dynasty （265 420）2 （山西...
  • 升 : Ⅰ動詞1 （由低往高移動） rise; hoist; go up; ascend 2 （等級提高） promote Ⅱ量詞1 （容量單位） lit...
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 晉升 : promote to a higher office
  1. The selection and the evaluation of military cadres, taken as an main method in the army ’ s choosing and promotion of cadres, has played an important role in the promotion of talents showing themselves and the enhancement of battle effectiveness

    軍隊幹部選拔考評制度，作為軍隊選用幹部、幹部晉升的重要手段，對促進優秀軍事人才脫穎而出，提升軍隊戰鬥力發揮了重要作用。
  2. 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。
  3. The fourth part put out the strategies that put up the effect of schoolmasters leading form the administering system, the institution building and the ability exaltation. on the aspect of administering system : should defmitude the relation between the government and school, should fulfill the real system of schoolmasters leading

    在管理體制方面，要明確政府與學校的關系、落實真正的「校長負責制」 ；在制度建設方面，要建立和完善校長資格證書制度、校長選拔任用制度、校長績效評價制度、校長培訓制度、校長晉升激勵制度等基本制度。
  4. One former product group manager, having come up through the first line, traced the source of tension between line and staff to the bonus system.

    一位從基層晉升上來的前任生產部門經理認為，基層和職能部門人員之間的緊張關系源出於獎金制度。
  5. Firstly, as for the functional institutions concerned of the government, they should implement the concept of attaching importance to education into practice thoroughly and give priority to the development of the education ; set up education priority area for the ethnic minority and make allowance for the disadvantages ; hasten the infiltration and reform of the market - oriented economy, bring about the independent change of the production mode in the ethnic minority area ; strengthen the activity of running the education and better the way of check and promotion to the leading cadre ; strengthen the teacher ranks and heighten its social status ; deepen the curriculum reform of the basic education, transmit the culture of the ethnic minority fully ; accelerate perfect law on education and administer the education with legal provisions

    其一，對政府職能部門，建議進一步落實重視基礎教育的理念，真正實現基礎教育優先發展；設立少數民族教育優先發展區，照顧弱勢群體；加大市場經濟的滲透和改革力度，促進民族地區生產方式的自主性變革；強化政府的辦學行為，改進領導幹部的考核和晉升方式；深化基礎教育課程改革，充分反映少數民族文化；加強教師隊伍建設，提高教師的社會地位；加快教育法制建設，依法治教等。
  6. We offer bus commuting to tianhe guangzhou city and machong dongguan city every day, 5 days a week, a package of training, challenging salary & fringe benefit and career opportunities

    公司每天提供到廣州天河及到東莞麻涌鎮交通車，五天工作制，完善的培訓制度，具競爭力的薪金及福利，且晉升機會良好。
  7. At the last part, the author introduces methods of employee flow management. first, hr manager should hold the pass of job application ; second, she or he should establish scientific promotion system and job rotation system to stimulate flow within enterprise ; finally, the company should try the best to retain ability employees and cut off redundant personnel. using these specific measures, the problems in state - owned enterprises will be improved

    國有企業人力資源部門應當從企業員工招聘環節開始把關，真實評估應聘員工的職業發展潛力，作出真實職位預觀，並做好試用期管理；同時應當做好員工內部流動管理，採用科學的晉升制度和內部輪換制度，疏通職業通道，使企業內部橫向流動和縱向流動均暢通無阻；企業還要做好員工流出管理，包括員工辭職管理和裁員管理；除此之外，企業還要樹立正確的人才流動觀念，創造吸引人才的機制，防止人才流失。
  8. Further development is underway to improve the annual appraisal and promotion systems. these two initiatives will enable the force management and supervisory officers to better manage the career development of their staff

    此外，我們正著手制訂措施，進一步改善周年評核及晉升制度，讓警隊管理階層及督導人員能更有效管理下屬的事業發展。
  9. Executive compensation has attracted much attention from domestic economists yet no same conclusions are drawn. while making theoretical analysis and model studying, we provide empirical evidence on relation of executive pay - performance using data on china listed companies from 1998 to 2004. main conclusions are : that executive monetary compensation increase at much larger rapidity than that of firm performance improvement ; that management tend to improve performance measures closely related to their private income and ignore firm ’ s long - term development ; that keeping authority stable may help improve performance and alter of authority has a negative effect, but chairman of the board and ceo ’ s inner promotion or deployment from outside may impose influence in different direction and extent

    本文在理論探討和模型分析的基礎上，對我國上市公司1998 - 2004年度管理層激勵與經營績效關系進行實證研究，得到的主要結論是:上市公司管理層貨幣報酬的增長幅度遠遠大於經營績效提高的幅度;管理層偏向于提高與自身收入密切相關的績效指標，而忽略公司的長期和全面發展;保持控制權穩定有助於改善經營績效，控制權的變更總體上會導致經營績效的下降，但是董事長和總經理由內部晉升和從外部調入對經營績效會產生不同方向和程度的影響。
  10. A series of ste in the organizational hierarchy of a company

    公司組織等級制度中的一系列晉升階梯。
  11. A series of steps in the organizational hierarchy of a company

    公司組織等級制度中的一系列晉升階梯。
  12. Vocational qualification system is a system of vocational accession and vocational promotion

    摘要職業資格證書制度是一項職業準入和晉升制度。
  13. Ad personam promotion system

    任職者個別晉升制度
  14. It proposes the ways to perfecting the incentive mechanism in the civil servant from four aspects : acknowledging the attribute of “ economic man ” and paying great attention to the raise of civil servants ’ intrinsic incentive to face up and diligently reduce the goal conflict, advocating the transparency of government in reducing the unbalance on information, advocating the unity of generally improving the civil servants ’ treatment and enlarging their treatment disparity to strengthen motive participation, and proposing some concrete ways to perfecting the promotion system, the examining system, the reward and punish system and the inspecting system of civil servants in the incentive incorporation aspects

    針對分析結果，從四個方面提出了完善我國公務員激勵機制的思路:正視並努力減小目標沖突方面，強調應承認公務員的「經濟人」屬性並注重公務員內在激勵的培養;減少信息不對稱方面，提倡政務公開;強化參與動機方面，主張普遍提高公務員待遇和拉大公務員待遇差距相結合;實現激勵相容方面，提出了健全公務員晉升制度、考核制度、獎懲制度、監督制度的一些具體思路。
  15. Shadow promotion scheme

    影子晉升制度
  16. Concretely speaking, the social factors mainly include economical treatment, social status, occupational prestige, professional organization, professional autonomy, etc. the educational factors mainly include pre - service education, appointment education, in - service training, practical training, etc. the system factors mainly include qualification system, appointment system, evaluation system, promotion system, etc. the individual factors mainly include the principal ' s self - development demand and consciousness, professional attitude and motive, career satisfaction and reflecting experience, etc. based on the investigation on the factors influencing principal professional development, this research concludes that : the society, education, system and individuality have a great influence upon principal professional development

    具體來說，社會因素主要包括經濟待遇、社會地位、職業聲望、專業組織、專業自主權等；教育因素主要包括職前教育、入職教育、在職培訓、實踐訓練等；制度因素主要包括資格證書制度、選拔任用制度、考核評價制度、職級晉升制度等；個人因素主要包括校長的自我發展需要和意識、專業態度和動機、職業滿意度、反思經驗等。本研究通過對中小學校長專業發展影響因素的實證調查，得出結論：社會、教育、制度、個人四大因素對校長的專業發展均有較大影響，其中個人因素對校長專業發展的影響程度最大，其他三個因素的影響作用不存在顯著差異。
  17. Problems and countermeasures on the exciting mechanism for china ' s public official ' s promoting to a higher office

    中國公務員晉升制度激勵機制的問題及對策
  18. Jiji tu explains, “ we have been in touch with a few local corporations … no matter if its salary payment, benefits, or training, they are all unable to compete in today ' s ever changing market environment

    屠佶佶說：我們接觸過一些本地企業，無論從薪酬、福利、培訓以及晉升制度，都不能配合今天千變萬化的市場形勢。
  19. Abstract : based on his observation and experience in chinese and western academic communities, the author concretely introduces and discusses the general practice of academic development in american universities

    作者根據對中西學術界的觀察和親身體驗，通過對美國大學辦學的一些具體政策的介紹和討論，指出嚴格的研究生訓練、公平的教授招聘以及透明的晉升制度對于保持學術高水準是相當重要的。
  20. Chapter 4 analyses one of the mechanism of 3m innovation - the support of organization structure to product innovation 。 chapter 5 has the content of another mechanism of 3m innovation - the inspiring and safeguarding of human resource. in chapter 6, the article analysis role of the organization atmosphere and company culture which is the most famous feature of 3m ' s mechanism for innovation

    第五章分析3m的人力資源對于產品創新活動的激勵與保障，介紹了3m是如何招聘創新者、激勵創新者以及可以充分調動研究人員積極性的雙重晉升制度；第六章分析重點分析3m組織氛圍和企業文化對于創新的潛移默化的作用，這是3m最具特點的創新機制。
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