有工資的職業 的英文怎麼說

中文拼音 [yǒugōngzīdezhíyè]
有工資的職業 英文
wage related occupation
  • 有 : 有副詞[書面語] （表示整數之外再加零數）: 30 有 5 thirty-five; 10 有 5年 fifteen years
  • 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 ...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 職業 : occupation; profession; vocation; habiliment
  1. A combination of strong economic growth, corporate ambition and a limited pool of managers and specialists has plunged asian companies into a battle for top talent, from casinos in macau gearing up for business to boom towns in resource - rich western australia desperate to attract mining engineers

    強勁的經濟增長、宏偉的企業目標，以及數量有限的職業經理人和專業人才，這一系列因素使亞洲企業捲入了一場爭奪高級人才的大戰，從正在擴張生意的澳門賭場，到迫切希望吸引礦業工程師的澳大利亞西部新興資源城市，莫不如此。
  2. The aim should be to correct the bias against agriculture and exports, which often favors urban wage earners.

    其目的是糾正忽視農業和出口的偏向，這種偏嚮往往有利於掙工資的城市職工。
  3. 1. issues connected with employment based i - 485 adjustment of status application denial, e. g. - continued employment authorization, amount of wage to be paid now, appeals and motions

    1 .有關i - 485職業移民調整身分被拒后的工作工資和上訴問題
  4. The ywets features 50 hours of guidance and counselling services to trainees by case managers who are registered social workers ; 40 hours of induction training on communication and interpersonal skills for trainees ; training subsidy payable to employers at the rate of $ 2, 000 per trainee per month during the period of on - the - job training ; and training allowance of $ 4, 000 payable to trainees who undertake vocational training courses on an off - the - job basis

    青見計劃的特色是由注冊社工擔任個案經理，為學員提供50小時的職業輔導及支援服務；為學員提供40小時有關溝通和人際關系訓練的導引課程；僱主聘用每名學員和提供在職培訓，可在培訓期內每月獲得2 ， 000元的培訓資助；以及學員如修讀職外職業訓練課程，可獲4 ， 000元的訓練津貼。
  5. Article twelve the fees for the exams, training and relevant items of the professional qualification exam of eia engineer should be approved by the price administration department and released to the public for public supervision

    第十二條環境影響評價工程師職業資格考試、培訓及有關項目的收費標準，須經價格主管部門批準，並向社會公布，接受群眾監督。
  6. 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。
  7. Our company provides a full line of designing and manufacturing air clean products, arranging engineering design, construction and installation with the possession of the certificate of contracting for air clean engineering project and the certification of the international quality system of is09001 : 2000

    公司技術力量雄厚，擁有大批經驗豐富的空調凈化工程、空氣凈化設備、機電一體化的專業設計人員，其中，具有資質的項目經理10名，高級職稱的技術人員9名，空調凈化工程的專業施工安裝、管理和服務人員60多人，公司施工安裝力量強硬，可同期施工安裝相應規模的凈化工程。
  8. The research comes the week after the one considered to be the most depressing of the year by psychologists

    同時，財會人員的職業厭惡感也高於以低工資著稱的餐飲業和零售業，上述行業中只有10的從業人員承認他們對目前的工作感到不滿。
  9. To foreign enterprise to apply for a job, a lot of people have the preparation that deals with queer face examination questions probably, but although many people do face examination questions to be returned very successfully it is unidentified not white ground lost an election

    外資企業非常看重員工自身的職業規劃，假如你的求職目標太多，這個崗位不適合就希望到那個崗位工作的話，這會給面試官留下沒有明確事業目標的印象。
  10. Our advisors have strong hr background, understand local and western culture and have professional experiences in various hr work

    他們有良好的人力資源專業背景，熟諳中西方企業文化，具有在企業hr領域及專業獵頭公司工作多年的職業經歷。
  11. There are different ways of the standard for the dividing. except for the standard of career, there are other standards such as the ownership of producing materals and the ways of management methods of repartition power and social position charaters of culture and knowledge, etc. this paper also set forth the reasons of why it adopt the standard of career

    利益群體的劃分標準也是多元的。除了本文所採用的職業分工標準之外，其它的劃分標準還有生產資料所有制、經營方式、分配方式、權力與政治地位、文化特質與知識地位、不同的產業與行業等多種。另外還說明了本文採用職業分工標準的原因。
  12. Some may enter the political arena, but they are just as likely to go into business or the public sector - which now offers comparable salaries and career paths with the private sector

    有些學生可能踏上政治舞臺，但也有些喜歡進入商業領域或公共部門現在這些部門的工資和職業途徑和私營部門有的一比。
  13. With knowledge worker as the research object, this research mainly studies the critical theoretic issues on knowledge workers " competencies, such as identification of effective competencies related to performance, competencies appraisal, and competencies development in short and long terms, to construct and develop the theory of competency - based human resource management

    本研究將知識工作者作為研究對象，以「能力」為主線，著重研究企業情境中，知識工作者有效工作能力的識別和構成、效能的評價、能力發展的學習機制、能力發展的職業途徑等基於能力的人力資源管理中的一些基本理論問題，建構基於能力的人力資源管理的理論體系。
  14. Employment in the arts and humanities, early childhood education, nursing, fine arts and dancing were thought to be appropriate for girls. careers in science, it, engineering, sports and technical work were considered appropriate for boys

    女生被視為適合從事藝術人文學科幼兒教育護士美術及舞蹈等工作，而男生則被視為適合從事有關科學資訊科技工程體育及技術的職業。
  15. Basis " shanghai business pay pays way ", the principle of the computational base of affirmatory vacation pay is : the first, labor contract has an agreement, be in post by him laborer that does not agree under labor contract ( position ) the wage level that answers relatively is certain

    根據《上海市企業工資支付辦法》 ，確定假期工資的計算基數的原則是：第一，勞動合同有約定的，按不低於勞動合同約定的勞動者本人所在崗位（職位）相對應的工資標準確定。
  16. Employee stock ownership plan ( esop ) refers to that an already incorporated enterprise divides its capital into equal shares and distributes them among its current employees. employees who enter an esop acquire two statuses : employee and shareholder

    職工持股意味著：企業要先行設立，擁有自己的職工，而後才談得上實行「職工」持股；同時，企業資本需要拆分為等額的股份以供職工持有，於是，企業已經或將要實行股份制就成為了職工持股的先決條件。
  17. 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。
  18. During her career, morris has led both generalist and specialist human resources functions in the high technology, communications and government fields

    在過去的職業生涯中， morris曾在高科技領域通信領域和行政領域的人力資源部門工作，具有廣博的學識以及專業知識。
  19. Moreover, most of the erp courses only focus on skills training in the fundamental clerical work and service industry, no training was provided for the information technology and financial fields

    再培訓的職業技術課程又以基礎文職工作及服務行業訓練為主，卻沒有如資訊科技及金融業等較高薪金的行業培訓課程。
  20. Inter - sectional job mobility is seldom happened, however, the skill - intensive labors do show a better job status and wages than those labor - intensive workers

    業間流動的情形並不普遍，但技術密集的勞工的確有較高的職業聲望及薪資。
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