機構培訓制度 的英文怎麼說

中文拼音 [jīgòupéixùnzhìdù]
機構培訓制度 英文
institutional training systems
  • 機 : machineengine
  • 構 : Ⅰ動詞1 （構造; 組合） construct; form; compose 2 （結成） fabricate; make up 3 （建造; 架屋） bui...
  • 培 : 動詞1. （在根基部分堆上土） bank up with earth; earth up 2. （有目的地使成長、壯大） cultivate; foster; train
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  • 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
  • 機構 : 1 [機械工程] （機械的內部構造或一個單元） mechanism 2 （機關; 團體） organ; organization; institu...
  • 培訓 : cultivate; train
  1. The appointment and promotion of public servants shall be on the basis of their qualifications, experience and ability. hong kong s previous system of recruitment, employment, assessment, discipline, training and management for the public service, including special bodies for their appointment, pay and conditions of service, shall be maintained, except for any provisions for privileged treatment of foreign nationals

    公務人員應根據其本人的資格、經驗和才能予以任用和提升，香港原有關于公務人員的招聘、僱用、考核、紀律、培訓和管理的制度，包括負責公務人員的任用、薪金、服務條件的專門機構，除有關給予外籍人員特權待遇的規定外，予以保留。
  2. At present, the company has over 100 staff, complete production managing structure and all kinds of principles and management team with abundant experience. the company fosters and assesses the staff with their operation technology periodically

    公司擁有員工100餘人，生產管理機構及各項制度健全，擁有經驗豐富的管理隊伍，並定期對員工進行相關業務技能的培訓與考核。
  3. Thirdly, by the method of questionnaire and quality control tools, the buying and selling process quality control proposal is given in this article, thereby, the analytical methods of quality control including the acceptance criterion of wheat, the process capacity of supply and customer satisfaction indexes evaluation are discussed in this article. fourthly, based on the methods of statistical process control, this article evaluate the factor that have a impact on the process of the stored grain with qualitative analysis and quantitative analysis, and bring forward the design proposal of controlling temperature for stored grain in warehouse. at last, in order to bring the optimization design for quality management system into effect and advance the enterprise in overall management, the article table a proposal including strengthening the training of quality management, introducing iso9000 standard into quality management, bringing about the grain industrialization, standardizing quality inspection criterion, developing the computer auxiliary control system

    首先依照iso9001標準，藉助于設計的專家調查表通過專家調查，對該糧庫的質量管理體系現狀進行詳細分析，確定出質量管理體系文件、資源管理、產品實現過程、質量控制和質量改進五個方面存在的主要問題；其次運用系統方法建立了糧庫質量管理體系完善程序及質量管理體系的三維空間結構模型，並在此基礎上優化設計出了質量管理體系內部審核、不合格控制、糾正和預防措施等質量改進實施方案；再次，運用調查表法和質量管理控制工具對該糧庫的糧食輪換過程的質量控制進行了優化設計，確定出糧食采購標準、供應過程能力分析以及顧客滿意度評價等分析方案；然後，運用統計過程分析方法對糧食倉儲過程的影響因素及其原因進行定性和定量分析評價，確定出倉儲過程質量控制的優化方案；最後，為確保設計方案的有效實施，從糧庫加強質量管理培訓、導入iso9000族標準、糧食產業化開發、規范糧食質量檢驗標準、開發計算機輔助控制系統五個方面提出具體實施建議，以便提高其整體質量管理水平。
  4. 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。
  5. Result the emergency control ability has improved a lot since the last three years, including those aspects : emergency institution construction, organization construction, functions, project constitution, human resource collocation, material storage, fieldwork of disposition, rapid testing, emergency drilling and training

    結果三年來，疾病預防控制機構的突發應急工作能力有了明顯的進步，這種提高反映在以下幾方面：突發公共衛生事件制度建設、組織建設、職能分工、預案和技術方案制定情況、人力資源配置、物資儲備、現場處置、快速監測和應急演練和培訓。
  6. Adopting integration inspirational mode, summarizing the content of inspirational mechanism including salary, welfare, work, train and occupation development. investigating the above aspect of current inspirational mechanism, analyzing advantages and disadvantages. find out the main problems as follow : salary is not competitive, salary system lack of rationality, performance checking is not diaphanous, welfare implement not do its best, work lack of challenge, employee lack of training, occupation route narrow

    文章對現代流行的激勵理論（內容型、過程型、綜合型激勵理論）進行分析，採用波特爾和勞勒的綜合激勵模型，總結出激勵機制所包含的內容：薪酬、福利、工作、培訓和職業生涯發展，並對現行激勵機制的以上幾方面進行調研，分析其利弊，找出其存在的問題主要有：薪酬競爭力不足，工資結構缺乏合理性，考核缺乏透明度；福利措施（尤其是住房問題）實施不力；工作缺乏挑戰性；缺乏員工的系統性培訓；職業發展路線單一等。
  7. By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs

    最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。
  8. In the thesis, first, with the view to new institutional economics, the author researched the asset appraisal standards and deeply analyzed its character, function, making and etc. second, the author made a theory model of demand - supply, and then analyzed the affect factors on the demand and supply of assets appraisal standards so to find the reason of its imbalance. after that, the author studied the cost and profit of the making of assets appraisal standards as well as many affect factors, so that the profit will be the most on the conditions of fixing cost. at last, on the basis of theoretical analysis, the author brought forward some suggestive conclusion such as : reasonable location of standards making ; the process of making should be full played ; choose the china appraisal society as the organization of making the assets appraisal standards through the comparing of many institution of standards making ; consult to the foreign assets appraisal standards so as to lower the cost of standards making ; streng then the theoretical preparation of assets appraisal ; standards making should be in a long run ; making standards as early as ; strengthen teaching on standards ; attach importance to macro - environment analyzing

    本文從新制度經濟學角度研究資產評估準則，對資產評估準則的性質、功能及制定等進行了深入分析；通過構建供需分析理論模型，對影響資產評估準則的需求和供給的因素進行系統分析，剖析資產評估準則供需不平衡的成因；對資產評估準則制定的成本收益進行研究，全面分析影響成本和收益的諸多要素，達到成本一定的情況下，收益相對最大；在理論分析的基礎上結合中國資產評估的宏觀環境，分析了我國宏觀環境對準則制定的影響；提出了我國資產評估準則制定的對策定位：準則制定要合理定位；制定過程要充分博弈；對準則制定機構的選擇；借鑒國外資產評估準則；加大資產評估理論準備；準則制定要有前瞻性；準則制定應有緊迫性；強化準則培訓力度；準則需明確宏觀環境分析。
  9. For this reason, the government should use methods as programming and guiding plans offering information and services standardizing and managing regulations supervising and checking with proper means to bring into play the subject function of intermediary ; at the same time, it ' s necessary to pass a legal system like the social intermediary ' s organizational management laws and other regulations to definite the character of social intermediary organizations. in addition, the social intermediary also should strengthen its self - building through setting up three major mechanisms : the competition mechanisms, the responsibility mechanisms, and the self - discipline system. and also, to adjust and substantiate the structure of the organization, strengthen its own institutional improvement, set up its talents " training mechanism, and improve the employees " personnel professional ethics, train their integral level will help the social intermediary to get onto the right track of development

    為此，政府要通過規劃與引導、提供信息與服務、規范與管理、監督與檢查及運用適當的協調方法與手段來發揮培育與發展社會中介組織的主體作用;同時需要通過法律制度如社會中介組織管理法律法規、社會中介組織機構法律法規、社會中介組織行為規范制度等明確社會中介組織的性質定位;另外，社會中介組織也要加強自身建設，通過建立三大機制?競爭機制、責任機制與自律機制，調整和充實機構設置，加強自身的制度建設，建立人才的培訓吸納機制，提高內部人員職業道德修養整體水平等措施使社會中介組織走上良性發展的軌道。
  10. However, there are still quite a lot of constraints under current institutions to the sound operation of the extension centers, including shortage of extensionists, reduced times of training, too low of payment, unsuitability of their knowledge and skills to the new requirement of agricultural development, vaguer in the responsibilities and duties, lack of operational fund, lack of coordination among staff, poor management of the assets and physical materials, backward in the concepts and ideas about extension, weak in administration, etc. these factors restr icted the full play of the roles and functions of the centers, and the dissemination and adoption of the new agricultural technologies, varieties and products

    主要研究結果和結論：機構改革后，鄉鎮農業服務中心的編制數大幅度縮減，綜合性增加，組成人員呈年輕化，工作效率和責任心有所增強，為農業增產、農民增收、農村繁榮做出了應有的貢獻。但是現行體制也存在不少制約因素，主要有推廣人員不足、培訓學習減少、待遇報酬偏低、推廣人員素質與農業發展要求不相適應、機構職能不明、事業經費缺少、業務工作不協調、機構撤併資產管理混亂、推廣理念落後、組織管理不到位等。這些制約因素影響了機構職能的發揮，阻礙了農業新技術、新品種、新產品的推廣應用。
  11. Policy and legal system, together with the incentive mechanism are the effective guarantee of the development of hi - tech parks. based on this understanding, the essay goes further to analyze the current situation and major problems in china ' s new and high - tech industrial zones. it also puts forward suggestions on how to set up new and high - tech industrial zones in terms of distribution, development mode, institutional arrangement and innovative culture

    支撐體系中政府部門通過制定一系列的法律、稅收、金融等政策措施，形成一種制度環境;金融機構對企業的創建、擴大生產和銷售、研究開發等進行信貸和風險投資;行業協會等相關中介機構促進企業間網路聯系、成為官產學研聯系的紐帶;大學、研究所和職業培訓機構等為企業的發展提供新知識和技術，為企業輸送各類人才，形成產學研之間的合作網路。
  12. On the chapter 4, regarding the function and characteristic of the independent supervisor ' s system as the starting point, and basing on the power control and balance, the paper supposes and discusses the structure of independent supervisor ' s system in microcosmic aspect. it proposes that china securities regulatory commission should build the corresponding organization to carry on the matters of selecting and appointing independent supervisors for the listed company, and introduces the approval procedure of the qualification. it also proposes that it should be established the independence supervisor ' s association for assistance to drive the course to form a market of independent supervisors

    本文在第四章提出在監事會中設立獨立監事的大膽舉措，並對獨立監事制度的主要內容進行了微觀層面上的設想和探討，以獨立監事制度的作用和特徵為出發點，以權力的制衡和獨立為理論基礎，以獨立監事的獨立性和客觀性為重點，對獨立監事制度的構建進行分析和探討，提出了內部監督與外部監督相輔相成的作法，由中國證監會新設機構?監事管理局進行獨立監事相關事項的具體操作，如向上市公司推薦合格人選、負責人員培訓、進行績效評估和薪酬管理、獨立監事業績公示等。
  13. Through analyzing the development of wanjie human resource and current training method, the thesis finds out the basic reasons that affect the training results. on this base, the thesis applies modern training theory, optimizes training system and built training and developing system including defining training demand and goal, training design, training activity and training evaluation. in order to assure training and development system has be good done, the thesis analyzes the affect of the support of high leader, the support of the staff in the enterprise, the suitable with training and enterprise rules and regulations

    本文通過分析萬傑高科人力資源發展現狀、現行培訓體系運作方式，找出影響企業培訓效果的根本原因，在此基礎上，應用現代培訓理論作為指導，針對不同層次人員的培訓特點，優化企業的培訓系統，建立由確定培訓需求和目標、培訓課程體系設計、培訓活動的實施、培訓效果評估等幾個環節組成企業培訓系統模型，並從培訓組織機構建設和公司高層領導的支持、組織內成員的支持、培訓與相關制度的創新等環境支持方面來保證萬傑高科培訓系統的良好運作。
  14. Nine major improvements to state - owned enterprise management training are put forward in this thesis : first, improve the rational thoughts of management training, and systematically carry on the construction of the mechanism of manpower resources development of state - owned enterprise ; second, make great efforts to structure enterprise ' s training mechanism, complete the rules and regulations and make sure the enterprise ' s training regularization stepping into normal and perfect process ; third, observe and guide the reform of training and make it systematical, level quality, harmony and dynamic quality ; fourth, training content to be upgraded, the method to be reformed, regard improving training quality as the core and vitality of the training ; fifth, strengthen training controlling, set up strict system of training assessment, cultivate the working environment of transforming the training outcomes ; sixth, strengthen the measure of evading of the training risk, establish the correct training idea, set out loyal training mode ; seventh, exert the government ' s function, strengthen the macro - management, use legal means and policy to support the development of management training ; eighth, dispose enterprise training resource reasonably, accelerate independence, socialization and marketlization ; ninth, pay attention to study and utilize wto rule, establish the consciousness in line with international standards, strengthen the work of absorbing wisdom of enterprise, expand international cooperation to training

    其次，對國有企業管理培訓提出了九大改進建議：一、提高對管理培訓的理性認識，系統地進行國有企業人力資源開發機制的建設；二、努力構建企業培訓工作新機制，建立健全企業培訓規章制度，保證企業培訓步入正規化、完善化通道；三、用系統觀考察、指導管理培訓的改革，使企業管理培訓具備整體性、層次性、協調性及動態性；四、培訓內容要更新，培訓方法要改革，培訓形式要靈巧，把提高培訓質量作為培訓工作的核心和生命力所在；五、加強培訓控制，建立嚴格的培訓評估體系，培育培訓成果轉化的工作環境；六、強化國有企業管理培訓風險的規避措施，樹立受訓人員的正確培訓觀念，建立相互忠誠的培訓模式；七、發揮政府職能，加強對培訓的宏觀管理和協調指導，運用法律手段和政策支持引導管理培訓的發展；八、合理配置企業培訓資源，加快企業培訓自主化、社會化、市場化；九、注重研究和利用wto規則，樹立與國際接軌意識，加強企業引智工作，拓展國際合作培訓。
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