核心工作人員 的英文怎麼說

中文拼音 [héxīngōngzuòrényuán]
核心工作人員 英文
core staffing
  • 核 : 核構詞成分。
  • 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 ...
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 核心 : core; kernel; kern; heart; centre; elite; nucleus
  1. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  2. Currently most of multinational companies and excellent domestic enterprises pay much attention to how to attract and retain talents, therefore focusing on this issue, i make a summary of some effective practical skills and cases on how to attract, take care and retain talents in it enterprises in the sector of hr management in it enterprises. hereinto, issues as the focal point of retaining core talent plan in it enterprises, how to analyze that who is the key talent in enterprise, what is the cost of losing key talent of the enterprise, the reason for staff in leave on software and hardware factor of the company, how to analyze what kind of employees is likely to leave and what kind of steps should be taken to retain the core talents

    目前許多跨國公司和國內先進企業都在特別地關注如何吸引人才並留住人才的問題，因此作為本文的重點闡述部分，在it企業人力資源管理領域的論述中我總結了it企業吸引人才、關注人才、留住人才的一些非常有效的具體實戰方法和案列，其中特別討論了作為it企業核心人才保留計劃的重點，企業應如何分析企業誰是企業的核心人才，失去核心人才的代價到底是多少，造成員工流失的軟硬體原因，如何分析哪種員工最容易流失以及採用何種策略留住核心人才的問題。
  3. Net of paper of chinese high end is the editor that encircles by media of many home the press, reporter is initiated jointly hold water, more than 10 on - the - job or the senior staff member of the core periodical that leave one ' s post holds the position of this net go over a manuscript or draft advisory

    中國高端論文網是由多位國內報刊媒體圈的編輯、記者共同發起成立的，十余位在職或離職的核心期刊的資深工作人員擔任本網的審稿顧問。
  4. Along with the development of modern education technology which bases on the kernel of multi - media computer and network technology, teaching on line has become more and more fashionable. as a supplementary for traditional teaching method, it not only has the function of traditional teaching method but also has some characteristic such as sharing the teaching resource, separating teaching time and space, advantageous for suiting teaching methods to students and etc. it became an efficient way to solve the contraditions between the knowledge explosion and study time limited, lt is also an dfficient way to solve the contradition between shot of teacher and increasement of learner. lt proved the fundation and technological guarantee to put the policy into practice that entire nation in education and education in all one ' s life. so it is quite worthwhile for all educators to consider how to develop more and better networked teaching resources and it became an important mission to them

    隨著以計算機技術和網路技術為核心的信息技術的發展和普及，網上教學成為當今教育界的熱門話題。作為傳統教學方式的有益補充，它不僅能夠實現傳統教育的功能，而且具有許多獨特的優勢：諸如教學資源共享、教學時空分離、更有利於因材施教等，從而成為在「信息時代」解決「知識爆炸」與「學習時間有限」的矛盾以及「從教人員不足」與「受教人員增加」的矛盾的有效途徑，也為實行「全民教育」 、 「終身教育」提供了可靠的物質基礎和技術保障，如何開發更多基於網路的教學資源成為教育工作者的使命。
  5. Employees are able to improve themselves through continuous learning under a life long learning culture established in urban. the continuous enhancement of our human capital surely increases the competitiveness of the urban in the marketplace

    我們的目標是要培養一個長久的企業學習文化及鼓勵員工終身學習，從而提升公司人力資本的核心能力，令員工工作表現不斷改進，以保持富城於市場上之優勢。
  6. The hardships of starting an undertaking, life is arduous, temper the people of panzhihua iron and steel co., have formed the enterprising spirit fearless of danger and difficulty of the people of panzhihua iron and steel co., the spirit of pioneer of having the courage to bring forth new ideas, respect the scientific matter - of - fact attitude, the cooperation spirit of making concerted efforts, make the corporate culture of panzhihua iron and steel co. have national defence culture, national culture, the characteristics of immigrant ' s culture, era culture, trade culture, have formed the corporate culture that panzhihua iron and steel co. shows unique characteristics

    創業的艱辛，生活的艱苦，磨練了攀鋼人，形成了攀鋼人不畏艱險的創業精神，勇於創新的開拓精神，尊重科學的求實精神，團結奮斗的協作精神，使攀鋼企業文化具有國防文化、民族文化、移民文化、時代文化、行業文化之特點，形成了攀鋼獨具特色的企業文化。攀鋼企業文化是攀鋼的寶貴資源。在攀鋼的發展史上，以「攀鋼精神」為核心的攀鋼企業文化對攀鋼職工發揮了巨大的團結作用、動員作用、凝聚作用和激勵作用。
  7. 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。
  8. Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection

    在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。
  9. The e - government architecture project will carry out two major concurrent activities. one of the activities will be the development of a architecture, toward the development of enterprise architecture, for each of the current e - government initiatives, as well as a core set of standardized technology models to facilitate technology solutions. the second activity will be the collection and analysis of business and data architecture information across the government to identify new opportunities for e - government initiatives and elimination of redundancy. including : 1

    本文通過對電子政務工程規劃的研究，得出電子政務工程規劃應叢兩個方面進行推進，一是建立完善政府與社會、政府部門之間系統結構，建立一套核心的技術標準來推動技術上難題的解決；二是收集分析政府政務流程，進行機構改革，減少不必要的環節，行政人員能夠更輕松、更高效完成工作。
  10. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  11. Ten members of the team have a master or higher degree, and the others all have had a college education in science or law. the majors include computer science, telecommunications, electronics, semiconductors, mechanics, metallurgy, architecture, biotechnology, pharmacy, chemical engineering, physics, and information technology. we are not only familiar with the most advanced science and technology as well as ipr proceedings, but also proficient in various languages such as english, japanese, korean, german and french. the team has a wealth of experience and is professionally competent

    匯澤十余年的歷程，礪煉了一支精於代理國內外知識產權事務的專業團隊，目前擁有員工50多人，其中從事知識產權工作20餘年的核心骨幹有6名，具有10年以上執業經歷的專業代理人有8名，匯澤的團隊中有10人具有碩士以上學歷，其餘均受到過理工科或法律專業本科以上的高等教育，專業面覆蓋了計算機通訊電子半導體機械冶金建築生物醫藥化工物理信息技術等各個領域，他們熟悉當今前沿的科學技術，同時精通知識產權法律和代理程序，掌握英德法日韓等多種語言。
  12. In order to enhance the development of vocational education and enable local electrical practitioners to seek employment opportunities in mainland china, the department of electrical engineering has collaborated with the occupational skill testing authority of guangdong, which is operated under guangdong provincial labour and social security department, to organize the national occupational skill certificate test in hong kong

    電機工程系一向致力於促進香港職業教育的發展，為了增加本地電業工程人員在國內的就業機會，學系與廣東省勞動和社會保障廳轄下的職業技能鑒定指導中心合作，在香港舉辦國家電工資格證書鑒定評核考試。
  13. Hr outsourcing : zhilian yicai provides the service that we are responsible to the complicated hr procedures, such as the social insurance management, administration of all kinds of personnel formalities, training and development, and performance management on behalf of our clients, etc., in order to make them to focus on their core business and maximally increase their companies ' productivity, profitability and competitive ability

    人事代理：客戶將人力資源工作中較為繁瑣的資源調出調入手續、法定保險繳納、相關人事關系管理、集體戶口落戶、黨組織關系轉接、職稱評定、公證、工齡審定等各項人事手續的辦理、員工入職、離職的服務和管理、調解處理勞動爭議及突發事件的處理等均委託智聯易才辦理，使人力資源部門集中精力從事本部門核心業務，從而最大限度得提高管理效率，增強企業的核心競爭力。
  14. On the other hand, many business groups have built up the modern enterprise institution, the structures of their corporate governance are nearly perfect and their basic management works have done very well. so optimizing the financial supervision and control system and reinforcing th e inner management of the business groups become more and more important. beyond all doubt, carrying on systemic and overall theoretical research to the above - mentioned problems then announcing the results will produce the enormous social benefits and economic benefits

    眾所周知，我國企業集團的組建速度大多較快而整體管理水平卻相對滯后，其間的財務監管和控制工作尤為薄弱，各成員的經營運作與集團財務管理目標經常背道而馳，作為集團公司法人治理結構的重要組成部分與集團財務體制的核心內容，財務監控體系的重要性正引起人們的普遍關注，大力推進和加強企業集團財務監控體系建設無疑具有重大的現實意義和深遠影響；另一方面，隨著我國現代企業制度的逐步到位，相當一部分治理結構較為完善和管理基礎工作比較扎實的企業集團，優化財務監控體系和進一步提升企業集團內部管理水平的呼聲正日漸高漲，毫無疑義，對上述問題進行系統全面的理論研究並將研究結果公佈於眾，必將產生巨大的社會效益和經濟效益。
  15. Select the best project, improve efficiency and realize creating design. the core of three - dimensional visualization is generating a structural model and browsing ito it is very difficult to generate a structural model because there is no standardization of design of hydraulic engineering, so the research of three - dimensional design of hydraulic engineering gets along slowly, and the development of relative software lags,

    近年來，三維可視化技術在工程結構設計中日益受到重視，其直觀的表現形式，為工程結構設計人員形成設計概念、選擇最佳方案、提高工作效率、實現創造性設計提供了方便。三維可視化技術的核心是結構建模和瀏覽。由於水工結構設計的非規范性，結構建模非常困難，因此水工結構的三維設計研究進度緩慢，軟體開發滯后。
  16. Morce can help enterprises to avoid the harm and the cost brought by core employee turnover, such as hindering the smooth operation of enterprise, causing the turnover of human capital with high quality, bringing about high cost of replacing post, making the characteristics of enterprise culture obscure, leading to the cost of intangible assets, damaging the core competitive capacity of enterprise. next, morce is the essential of human resources management and is helpful for increasing the efficiency of human resources management and improving its level. therefor, morce should have the most important place in human resources management

    核心員工流失對企業的危害和損失是多方面的，如影響企業正常運營、造成優質稀缺性人力資本流失、帶來高昂的職位重置成本、模糊企業文化的特色、導致無形資產損失、破壞企業核心競爭力等；其次，保留核心員工是企業人力資源管理的前提，有利於提高人資管理效益和全面提升人力資源管理水平，因而應將核心員工保留管理置於企業人力資源管理工作的首位；特別是在當代新的經濟環境下，企業對優質稀缺性人才的爭奪日趨激烈，保留核心員工顯得尤為重要。
  17. At present, the research on the reanimation of bonus stock is gradually maturing and the research on the reanimation of stock option is now noticed by the scholars in the civil, which is focused on the core of the supervisors, not on the technologists specially, there is also little research on technical stock option oversea. however, as the special human capital, technologists react greatly on the enterprises, which is not replaced by other material capital, we may consider that the reanimation of stock option to the core of the supervisors is feasible, so do the technologists. based on the recently theoretic progenies of bonus stock and stock option from the civil to oversea, we quest for the allocation of technical bonus stock, discuss the precept on the reanimation of technical stock option for the middle - small technical films, by which to solve the stability and hard work of the technologists, accelerate the development of the middle - small technical films in the civil

    目前，股權激勵的研究日趨成熟，期權激勵研究受到國內學者的極大關注，但這些激勵主要集中在企業的核心經營層，尚未專門激勵企業的核心技術層，國外對技術期權激勵的研究也極少涉及，然而技術人員作為特殊的人力資本，在科技企業中起的作用是其他物質資本所無法取代的。因此，可以認為，既然能對企業核心經營層授予期權以資鼓勵，那麼對核心技術層同樣也可以授予技術期權加以激勵。本文在吸取國內外關于股權、期權激勵理論最新成果的基礎上，探討了中小科技企業技術股權（份）分配和技術期權激勵的方案，目的是通過技術股權（期權）激勵來解決中小科技企業技術人員的長期穩定和努力工作的問題，促進我國中小科技企業的長期穩定發展。
  18. The other team members will assist in issuing deployment orders, keeping record of events, coordinating with all the duty personnel, updating all information for the efficient maneuvering of the resources by the duty commander

    指揮核心組的工作人員則協助調派人手記錄資料保持與所有當值人員的緊密聯系，同時更新所有數據，以便行動指揮官能有效地調動資源。
  19. The core members ' passion of the sourth section drived us, we pooled the wisdom and efforts of everyone and brought forward many ideas

    南校區這邊核心會員的熱情帶動了我們工作人員，大家群策群力，不斷出謀劃策，提出了很多寶貴意見。
  20. As the economic knowledge - based era is coming, the function of human power resource has been improved and promoted, at the same time, it is very urgent to reform some certain unreasonable enterprise ' s existing systems, especial the motivational systems, the key of reforming these systems is how to stimulate and motivate the initiatives of all the staff, which focus on the application of human power resource and among all the motivational methods, stock - options is of importance compared with other ways, so after introducing the motivational theory, 1 put more emphasis on stock - options motivational system

    隨著以知識為基礎的知識經濟的到來，人力資本的作用日益顯現，人力資本所有者分享企業所有權的方式越來越多，己經成為現代企業制度改革的一個重要方向，而制度改革的核心是調動員工的積極性和創造性，充分發揮人力資本的作用。本文從激勵約束機制入手，分析激勵的必要性和在企業中的運用，著重研究期權激勵，試圖探討適合我國國情的高層管理人員激勵機制。
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