標準人工業績 的英文怎麼說

中文拼音 [biāozhǔnréngōngyèjī]
標準人工業績 英文
s standard performace-labour
  • 標 : Ⅰ名詞1 [書面語] （樹梢） treetop; the tip of a tree2 （枝節或表面） symptom; outside appearance; ...
  • 準 : Ⅰ名詞1 （標準） standard; guideline; criterion; norm 2 （目標） aim; target Ⅱ動詞1 （依據; 依照）...
  • 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 ...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 標準 : （衡量事物的準則; 榜樣; 規范） standard; criterion; benchmark; pip; rule; ètalon （衡器）; merits
  • 業績 : achievement; outstanding achievement
  1. Part three is hrm environmental analysis, its main purpose is to make all managers establish crisis consciousness in their minds. part four is constructing 3p - o model for hrm, based on integration within science, system, human, rule, including position management, mbo, performance management system, pay design & management. part five, the author provides the principles, the conditions, as well as the operating mechanism of 3p - o model practices

    第四部分「東宇集團人力資源管理3p - o模式構建」 ，提出了適合中小企業特點的人力資源管理3p - o模式，即以科學化、規范化、本土化、人性化融合為指導原則，把現代人力資源管理實踐活動中最能影響員工績效的四大核心技術? ?職位管理、目標管理、績效管理與薪酬管理動態整合起來，形成了一套較為完善的能使各級主管照著做的標準式樣。
  2. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  3. 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。
  4. It had been anticipated that results would now begin to show an increase in living standards in russia. instead, the necessity to greatly increase the direct expenditure on armaments and still further raise the already high percentage of the national income devoted to defense means further postponement of reward to the ordinary workers and consumer as a consequence of the great industrial effort since war

    這是被人所期望的好現象:俄國的生活標準已經提高了，取而代之的是，直接消費在軍隊的需求大大增加並且仍然會在已經佔有很高百分比的國家收入上繼續增加防衛的投資，這就意味著因為戰爭作為有很好的工業成績的國家也要推遲給普通工人和消費者的獎勵
  5. In the forth part, on the bases of the third part, the paper works out the amount of the stock option plan, which is just the amount that a company can grant its beneficiaries during a whole stock option plan ; the amount that a company can grant its beneficiaries one year and the amount that a beneficiary can attain one year. in the fifth part, also the last part, after introducing the method that decides the exercise price in foreign and associating our country ' s conditions, the paper discusses several methods, which fit our company. they are comprehensive price method, cash flow method, simulating listed company ' s price method and asset evaluation method

    本論文包括五部分，在第一部分中論述了我國引進股票期權的必要性及股票期權計劃的國內外發展狀況；第二部分探討了股票期權計劃的理論基礎，具體有契約理論、委託代理理論、兩要素理論、共同治理理論、風險激勵理論；第三部分針對七個期權獲受人的工作職責分別設計了七個有定量指標和定性指標構成的個人業績評價指標體系，並給出了評價標準和評價方法；第四部分則充分利用了第三部分的評價結果，分別確定了公司在一個股票期權計劃中可授予股票期權的總量、各年可授予的股票期權數量、個人可獲得的股票期權數量；第五部分，也就是最後一部分，在介紹國外行權價格確定方法的基礎上，結合我國國情，探討了適用於我國行權價格確定的各種方法，包括綜合價格法、現金流量法、模擬上市公司價格法、資產評估法。
  6. Problem solving, creativity, sales process, compliance, customer relations, rewarding performance, service standards, communication, positive business assertiveness, management development, microskills, customer satisfaction, client needs analysis, personal effectiveness, on the job coaching, technology applications are just some of the areas her techniques and tools have been built to support

    解決問題，創造力，銷售過程，可塑性，客戶關系，績效獎勵，服務標準，交流，確立積極的商業自信心，管理發展，微觀技術，客戶滿意度，客戶需求分析，個人效率，在職工作教練和技術應用等，以上列舉的只是她能教練的領域的一小部分。
  7. Current pay system is designed to reward the employees on two basis - fixed and variable. fixed pay ties to employees " academic qualification, working experience and seniority. variable pay ties to employees " contribution to the business goal, such as " profit - sharing plan " and " gain - sharing plan ", which is based on predetermined measure of group performance but not on individual efforts

    今天，我們處于講求經濟效益的社會，薪酬必須與績效掛鉤，現代薪酬制度把薪酬分成固定和浮動兩部份，固定薪酬部份根據員工的學歷、有關工作經驗和在企業的年資而定；浮動薪酬部份以員工對企業目標作出的貢獻為基準，如營利分享計劃和利潤分享計劃，重視的是團隊精神而不是個人表現，因為工作是互相影響的。
  8. There are n ' t scientific criterions of judgment with regard to the achievement to be assessed and it is difficult to stimulate the activity of the staffs. consequently, the multi - industry enterprises have less and less vigor and ca n ' t acclimatize theirselves to the running rule of the market

    況且，內部的人事管理制度又不符合實際，難以適應現代企業管理制度的要求；在企業人事業績評定上，沒有科學的評判標準，很難充分調動員工的積極性。
  9. This has been accomplished by its belief in developing local talent to become effective managers, engineers and officers, working in an international business management style, with high standards and performance

    這些成績的取得依靠的是公司的管理理念：採用國際商業管理模式，依據高標準的工作要求，培養和發展本地化人才，把他們塑造成為高效率的職業經理人、工程製造人才及辦公管理人才。
  10. Go up in strategic level above all, the business that the work that group headquarters can do includes to establish a company sets the strategy, configure corresponding company natural resources ; the business strategy of company of subordinate of examine and verify, the overall business that ensures its accord with a group sets the strategy ; make and carry out large company strategy activity, buy the such as the activity like large enterprise annex next, from assistance subordinate company is opposite for the control level of business module, group headquarters can plan to undertake be supervised strongly and administrative with business performance to the finance affairs of business module, resource of the group finance affairs that makes a key, manpower and policy of information management technique and standard, the operation venture of monitoring group whole

    首先在戰略層面上，集團總部可以做的工作包括制定公司的業務組合戰略，配置相應的公司資源；審核下屬公司的業務戰略，確保其符合集團的總體業務組合戰略；制定和執行大型的企業戰略活動，如大型的企業兼并收購活動等其次，從協助下屬公司對業務模塊的控制層面來說，集團總部可以對業務模塊的財務規劃和業務績效進行有力的監督和治理，制定要害的集團財務、人力資源和信息治理技術政策和標準，監控集團整體的運營風險等。
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