激勵中心 的英文怎麼說
中文拼音 [jīlìzhōngxīn]
激勵中心
英文
activation centre-
Designing an incentive and operative salary system which basic salary as it " s center is most important to attract core stuffs and bestir a great of employees
設計一個以基本薪為中心的、具有激勵性和可操作性的薪酬體系對企業吸引保留核心員工以及激勵廣大員工極為重要。Based on the trade and management characters of the architectural. reconnaissance design enterprises, this articie seiects the cnbdrl ( china northwestern building design research lnstitution ) as the research object, anaiyzes and evaluates its performances systemicaliy, opens out the immanent reasons of its being probiems, results int this enterprise is goodish in coliectivity ; but its organizational structure is aging and irrationai, its personnei disposal is aiso irrationali if q finqnngn iq iqnk nf pffpntivl is n ' t wholesome ; its encouraging manner is simplex ; its innovative capability of the core competence is not enough ;. . moreover, this article separately gives the corresponding countermeasures and resolvents
本文根據建築勘察設計企業的行業特徵及管理特徵，以中建西北院為研究對象，對其績效進行了系統的分析與評價，揭示出其存在問題的內在原因，得出了總體評價結論：該企業總體情況尚屬良好，仍存在組織結構老化，組織機構、人員配置不盡合理，財務缺乏有效控制，激勵機制不健全，激勵方式單一以及核心競爭力的創新能力不夠等缺乏科學管理經驗的問題；並針對上述結論分別給出了相應的對策和解決辦法。What we can do is to consult the construction of credit card ' s company in the world, and choose the mode fit us the best. we should run the credit card ' s company with the centralizing management, deputizing relationship between the bank and the card company, the right system of bestir and engaging, the rudder of profit, and the expecting of the joint - stock frame. so " companying " make the credit card to get the great development, and exert the profound influence on our national finance reform
本文從「公司化」的理論根源出發，對信用卡的公司化模式進行實際構架設計，借鑒國際上信用卡公司的組織結構，選擇適合自己發展的模式，通過集中管理的運作方式、相互代理的行內關系、恰當的人員聘任和激勵機制、以利潤為中心的指導思想，以及謀求股份制改造的工作思路，對我國信用卡現有經營管理模式進行改造，從而使我國信用卡發展邁上新的臺階，也為我國金融業的改革發揮巨大的促進作用。At the same time, other measures should be taken to improve the corporate governance, which include improving the incentive mechanism of listed companies, enlarging the structure of board of directors, enforcing the protection on small shareholders, strengthening the information disclosing system and strengthening the supervision and regulation
從優化股權結構的角度看，減持國有股使上市公司股權結構多元化是其中的核心。除優化股權結構以外，完善上市公司治理的其他措施還包括:進一步完善董事會結構、完善上市公司激勵機制、建立完善的信息披露監管體系等。To settle the disadvantages of the learning evaluation system in chinese, this paper, on the basis of " compulsory national education curriculum standard of courses for chinese ", probes into some ideas, in the aspects of the relation between knowledge and abilities, procedure and method, affection and values ; in the fields of becoming literate, reading, writing, oral communication and comprehensive learning, which emphasize the process of chinese learning and the formative evaluation taking on the characters of the variety of evaluated subjects, evaluating programs and evaluating methods, fully exert the positive influence of the diagnostic, encouraging and feedback effect, in order to maximize the output and efficiently boost the development of students
單一的評價方法脫離了學生的心智發展，脫離了語文本身的文化屬性和審美屬性。語文課程評價的目的最終是為了促進學生語文素養的形成和發展。本文針對現行語文學習評價方法的局限性，以《全日制義務教育語文課程標準（實驗稿） 》為依據，從知識與能力、過程與方法、情感態度與價值觀等維度，對識字與寫字、閱讀、寫作、口語交際、綜合性學習五個方面，關注學生語文學習過程，在實踐中探求評價主體多元、項目多種和形式多樣的形成性評價方法，充分發揮評價的診斷、激勵、反饋等功能，有效地促進學生發展。Less idealistically, the group provides an environment where the individual ' s self - perceived level of responsibility and authority is enhanced, in an environment where accountability is shared : thus providing a perfect motivator through enhanced self - esteem coupled with low stress
理論上來說，團隊為個人提供了一個自我意識層面上提升責任與威信的環境；對于在這個責任被分擔的環境中（低壓力狀態下自尊心成倍提升）的個人是一種完美的激勵。The theory of “ financing by firm ”, which is based on classical theory, ignores the existence of entrepreneur. it mainly studies how financing influences the value of firm. the modern agency theory recognizes the characters of human capital, for example, human capital ’ s impartibility ; the financing by manager theory s based on the agency theory holds the point that prompting and supervision can solve the agency problem caused by the different benefit aim between the manager and the boss
建立在古典理論上的「企業的融資理論」忽略了企業家的存在，主要研究融資對于企業價值的影響;現代委託代理理論雖然注意到了人力資本的特性，如人力資本的不可分性等，並且建立在委託代理基礎上的「經理的融資理論」 ，主張用激勵和監督解決經理與資本家目標不一致而產生的代理問題，但是，代理成本問題在企業家的企業中並不是重要的，不能反映企業家融資的核心問題。These happy thoughts remain indelibly etched in our minds, inspiring us to share the truth and to hold more retreat activities
這些美好的記憶至今仍然清晰地烙印在我們心中，激勵我們全心全力將真理弘揚出去並舉辦更多的打禪活動。The another one, the system of most private enterprise is non - consummate, such as not consummate at the field of management structure, bestirring and inhibiting rules, stratagem and management, and result in the poor core competence. for examples, some leaders of private enterprise are arbitrary and do n ' t believe in other people to manage work ; only trust his connection and private friends to be in charge of management ; some decision made according to feeling only, not according to scientific judgment ; in defect of bestirring and inhibiting rules. . so on. there are total five chapters in this article
究其原因，一方面是因為目前中國保護民營企業的制度機制還不完善，民營企業還無法取得和國營企業相同的政治待遇，另一方面是由於多數民營企業自身制度缺損，表現在企業治理結構、激勵約束機制、戰略管理等方面極不完善，從而造成的核心競爭力普遍低下，如：民營企業家決策中獨斷專行，對他人不能放心放權；民營企業經營管理中太相信親戚和朋友；部分決策聽任感覺，缺乏科學論斷；缺少激勵約束機制等。It utilizes two boltclamped langevin transducers with unanimous frequency characteristic which convert vertical vibration to flexural traveling wave. they are arranged on the place of a elastic pipe to generated traveling - wave. when the traveling - wave propagate, the particles on the elastic pipe traverse an elliptic trajectory, materiel is transported by friction or acoustic streaming
利用兩套頻率特性一致並以縱向振動方式工作的夾心式換能器，通過合理的布局在導管中激勵出行波，使輸送管管壁質點產生橢圓運動，從而利用摩擦或在液體中產生聲流來實現固體及液體的傳送。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。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。Part three has expounded further the explorations investigated rs activities in it environment in several middle schools in lan zhou and the relevant analysis based on those. such aspects as it environment, schools, teachers, students and practice of pbl activities are investigated. it was found that those schools who have no any pbl activity are lack of finance, it facility, rs knowledge, consciousness for rs from leaders in schools, effective organizing activities for pbl, and teachers " research capabilities for pbl ; on the contrast, those schools who have pbl activities achieved many benefits such as students " improved capabilities of acquiring, analyzing, evaluating, and processing information, changes of students " traditional studying manners, students " advanced capacities of synthetically applying knowledge, communication and cooperation, students " developed creative intelligence and practice abilities on research, students " high social responsibility and courage facing to frustration, extended modern education concept and increased performance of teachers, update of schools " facilities, innovation of schools " management system
在本部分，論文通過初步走訪調研、問卷調查，研究從信息技術環境、學校、教師、學生以及研究性學習活動開展的具體實施情況幾個層面進行了詳盡的調查，發現了在未開展活動的學校主要存在以下原因：資金短缺、信息技術環境落後；師生有關研究性學習活動的理論素養貧乏；學校領導思想意識不到位，對研究性學習活動的領導組織不得力；教師的業務能力、科研水平低下等原因；同時也分析了開展活動的學校在活動中取得的收益和存在的不足，其中收獲有：學生方面培養了學生獲取、評價、處理和分析信息等多方面的能力、轉變了學生的學習方式、培養了學生綜合運用知識的能力、培養了學生的創新精神和研究的實踐能力、增強了學生與他人交往、協同工作的能力、增強了學生的社會責任感以及面對困難、戰勝挫折的心理素質；更新了教師的現代教育教學觀念和意識，提高了教師的業務能力和素質；加快了學校教學設施的完善和更新，推動了學校各種管理體制、激勵機制的改革。The high p / e ratio has confused the financial order, has strengthened financial risks, hinder the growth of the real economy, not benefit the forming of correct investment concept, encourage behavior of speculating, cause inefficient distribution full play of function. we can reduce the high p / e ratio, suppress the p / e ratio to increase, by improving the management level, perfecting stock right structure and administration structure of the listed company, strengthening supervision of the listed company, stopping up all sorts of abnormal behavior of the stock market, perfecting the stock market system, trying one ' s best to reduce the government ' s intervention, changing means of the government interfere etc. then the china stock market can get lasting, healthy development
解決好我國股市市盈率過高的現象，可以從以下幾方面著手提高上市公司的經營水平，增強其盈利能力是降低股票市場市盈率的跟本；完善上市公司的股權結構，解決中國上市公司「一股獨大」的問題；要完善上市公司的治理結構，健全董事會制度是核心，發揮監事會職能實現權力制衡，構造適合中國國情的監督機關，對經營者激勵與約束同等重要，強化經營者的激勵和約束，讓利益相關者行動起來；加強監管，堵絕股票市場的種種不規范現象，對莊家的運作強化監管，對其違法違規行為加大懲治力度是促使中國股市持續、穩健發展所採取的必要措施；同時完善股票市場的制度建設，完善的退市機制，盡早推出確實可行的股票價格指數期貨市場；盡量減少政府的干預，轉變干預手段等。The essence of zili is to create the sparkle that gives students self - motivation 、 self - encourage 、 self - struggle to realize self - evaluation
自礪教育的實質就是點燃學生心中自我要求、自我激勵、自我奮斗從而實現自我價值的精神之火。The inner and self control of human being are more effective than any other outer control, so the best way to stimulate the human activities and make them take initiative action against evil behaviors is motivation. with the coordination and guidance as the main aim, internal equilibrium system introduces motivation and implies " motivation & restraint ", it is suggested that the practical internal equilibrium system should be established on the basis of inve stors, managers and common employees and perfect corporate governance system. in addition, the paper concerns some points in implementation of internal equilibrium, such as how to reform the mode of current accounting system, how to extend the function of internal audit and how to motivate human behavior through budget management
其新穎之處為解決當前企業面臨最大問題「搭便車」和「代理成本」問題，提供了設計思路：以激勵機制為核心，在制度基礎上實現「激勵相容」 ，以「市場鏈」為紐帶的業務流程再造，把人的管理與財和物的管理結合起來；最後本文論述了內部制衡的實施是新經濟時代的要求，在實施中關注的問題：變革現行會計「見物不見人」的核算模式、擴大內部審計職能、提高預算管理的激勵作用等。The frequency and mode of the generated microwave are very pure. these results can provide a possible method for constructing a compact high - power microwave device. in addition, a virtual cathode oscillator with an axially extracted te11 mode based on the spark05 accelerator in our laboratory has also been investigated using the pic simulation code
基於spark05加速器電子束參數設計的軸向提取te11模虛陰極振蕩器，利用類似的設計思想，通過改變電壓的饋入方式和陰陽極結構，實現了中心陰極負脈沖電壓的激勵，同樣獲得了較好的粒子模擬優化結果。Stimulation system is the core segment of the commercial regulation system, control system and distribution system and performance appraisal system is the crucial segment of the whole stimulation system
其中，激勵機制是銀行監督、控制和分配製度的核心，而建立科學的績效指標考評體系是完善激勵機制的關鍵。Analysis software. the analysis show : the gyroscope effect to the flywheel rotor ' s and the shaft ' s vibration character under high rotate speed should be considered. at this time, the system ' s normal frequency is the function of rotate speed ; the amplitude passing through the resonance field can be lowered obviously by improving the effective damping of the electro - magnetic bearing
建立了高速旋轉狀態下，採用磁軸承作支撐的飛輪轉子和轉軸的動力學模型，給出了有限元法在此問題中的具體應用，並利用i - deas有限元分析軟體具體分析了飛輪系統的共振頻率、系統振型，以及對偏心激勵的響應，分析表明：對于高速旋轉的飛輪轉子和轉軸，應考慮陀螺效應對其動力學特性的影響，此時系統的固有頻率是轉速的函數；通過提高磁軸承的等效阻尼可顯著降低系統通過共振區域時的振幅。Firstly according to the reality, i analyzed the existing problems in the motivation to the knowledge workers in our enterprises as well as the challenges to the traditional theories and methods. secondly i demonstrated the characteristics of needs of the knowledge workers in our enterprises through the result of the investigation to the reality. thirdly i explored the psychological features and the stimulus of action of the knowledge workers and established a four - level motivation system to the knowledge workers on the basis of the theory of organization behavior
首先根據對現狀的觀察，分析我國企業在知識型員工激勵中存在的問題以及知識型員工激勵對傳統激勵理論和方法提出的挑戰；然後通過實證調查的結果，分析我國企業知識型員工的需求特徵；進而探討知識型員工的心理特點和行為動力，並在組織行為學理論的基礎上構建了知識型員工的四層次激勵體系；最後通過海爾成功的激勵模式，對我國企業知識型員工的激勵策略進行了研究。分享友人