激勵管 的英文怎麼說

中文拼音 [jīlìguǎn]
激勵管 英文
driver tube
  • 激 : Ⅰ動詞1 （水因受到阻礙或震蕩而向上涌） swash; surge; dash 2 （冷水突然刺激身體使得病） fall ill fr...
  • 勵 : Ⅰ動 （勸勉） encourage; exert oneself Ⅱ名詞（姓氏） a surname
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. 2 transmission of longitudinal stress wave in non - defect pipeline excited by axial symmetry impact has been studied by the numbers

    2 、對無缺陷管道中受軸對稱沖擊載荷下激勵出的應力波進行了較為系統的實驗研究。
  2. 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」 。
  3. It brings satisfaction and exciting for the employee, low - cost for the employer and development for the organization. otherwise, the situation will be on the contrary. this paper applies managerial psychology * labor - economics and operations research to analyze the compensation design, the motivation effect of cadi ( chengdu aircraft design and research institute ) synthetically on the basis of introducing the theories about human resource management, compensation and motivation

    本文綜合運用管理心理學、勞動經濟學、運籌學等分析方法，在對人力資源管理、薪酬、激勵等基本理論概括介紹的基礎上，論述了薪酬的分類、決定機制、設計準則及薪酬激勵的模型，探索分析了611所工程技術人員薪酬設計及其激勵效果，分析了現行體制下激勵強度弱等弊端及原因。
  4. With a brief introduction of the management organization, the compilatory and checking program, the safty inspection and encouragement regulations carried out in guangzhou metro line 1, the author holds that the management in metro line 1 has proved to be successful, but some faults in operation shall be taken as useful lessons as well

    摘要介紹了廣州地鐵1號線工程計劃管理的架構、編審程序、檢查及激勵機制等情況，總結了廣州地鐵1號線計劃管理的成功經驗及教訓。
  5. After compurgation these thinking from the west and the east, we will find there are many sameness and difference between them. chapter focuses on analyzing the environment of chinese public department human resource management and development in the contemporary era, pointing out the shortcomings in practice, furthermore, it argued the civil servant system in china

    文章的第二部分分析了當代中國公共部門人力資源的管理與開發環境，從政府在市場經濟條件下轉換職能的角度，評價了當前我國公共部門人力資源管理與開發的現狀，在此基礎上，進一步分析了我國公務員制度中的激勵問題，指出目前激勵的應用現狀及存在的不足。
  6. This article is composed by four parts. the foreword introduces simply the process of from establishment to development and contabescence of shanxi bank and the operating and running status. then bring forward the theme of this article that the organizational and managing system was the determinant factors of the prosperity and decline of shanxi bank and its experiences and lessons lend a helping hand to the enterprises of our time. the first part mainly tells of the organizational system and managing mode which drove the development and prosperity of shanxi bank, i t was consisted of the organizing system of the ownership departing from the power of management, and the capital frame of composing by the yin - share and manpower - share, and the human resources management system including high - level various and with elasticity distributing system and strict managing system, and the rigorous mamaging system and flexible running frame, and the enterprise culture of combining tigtly with the ru culture

    組織制度方面，主要通過對票號所有權與經營權相分離的組織制度的研究，總結其對票號發展所起到的重要作用；資本構成方面，主要對票號銀股、身股並重的資本構成，特別是票號實行的頂身股制度進行研究，總結其對員工所形成的有效激勵作用；用人體制方面，主要從激勵和約束兩個方面分別進行研究，一方面是票號分配體制的高水平、多樣化、富於彈性，對票號員工形成了有效的激勵作用，另一方面是嚴格的人員選拔、培養、任用以及監督、獎罰等管理制度，對票號員工形成了有效的約束作用；管理制度和經營體制方面，主要通過對票號各類號規進行分類研究，分別從管理制度和經營體制兩類內容來著手，總結票號管理制度的健全和經營體制的靈活對票號業務發展所起到的重要作用；企業文化理念方面，分別從員工教育和儒商融會兩方面進行研究，總結票號對員工道德教育的重視給票號帶來的良好企業風尚以及儒商融會理念使票號在經營方面更加成熟穩健、注重企業長遠利益。
  7. Through the analysis contrapose to the reason which causes the problem and commercial banks governing structure in different families of law, the article poses out ; establishing wide administrating right to corporation affairs by directorate, avoiding that state - owned stock holders intervene decision - making in the bank, reinforcing the benefit protection of stock - holders and others who are related to it, paying more attention to remold with commercial state banks board of supervisors by enlarging its authority, and perfecting its financial supervising and strengthen promoting system etc

    通過對產生問題的原因和對兩大法系商業銀行治理結構的分析，本文提出：確立董事會對公司事務廣泛的管理權，防止國有控制股東干預銀行經營決策；加強對股東及利益相關者的利益保護；採取擴大監事會職權，完善監事會的財務監督和加強激勵機制等手段著重改造國有商業銀行的監事會。
  8. After china gains its entry into wto, chinese enterprises face more cruel competition, which the core is the contest of human resources. it is the key for the reform and restructuring of the state - owned enterprises to design an optimizing system of human resources to attract and motivate elites. fist of all, the introduction of this dissertation introduces and analyzes the typical models of incentive management of human resources in western countries, and at the end of this chapter enlightenment is presented

    本文對國外典型的激勵管理模式? ? 「美英模式」和「日德模式」進行了較為詳盡地介紹和剖析，也對國外國有企業的激勵管理模式、私營企業的激勵管理同我國國有企業的激勵管理進行了比較分析，並得出了國有企業值得借鑒的啟示：激勵形式要多樣化；激勵內容要豐富化；激勵層次要明確化；激勵考評要系統化；激勵與約束要結合；激勵實施要因地制宜。
  9. Moreover, the thesis analyses the necessity and scientificity of classifying the staff to knowledge worker and non - knowledge worker from the character of this two kinds of staff, and the existing theory localization of job stress and management. secondly, researches the knowledge worker and non - knowledge worker, obtains the new data by questionnaire, analyses the job stressor of these two kinds of stuff in china organization and the character of their pressure reaction, compares the differences of their apperception to the job stressor and the reaction to pressure provocation by analyses of correlation and analyses of regression. thirdly, according to the result of demonstration research, analyzes the character of job stress of the knowledge worker and non - knowledge worke, indicates the primary and subordinate work pressure of these two kinds of staff presently in our country 。 fourthly, aiming at the character of work pressure of these two kinds of staff, brings forward the principles of pressure management on organization lay, and the prompting management strategy in order to forming positive pressure as well as the controlling management strategy in order to preventing or removing or minishing negative pressure

    具體的研究工作如下:一、概述了知識員工、非知識員工以及工作壓力的相關理論，並從知識員工與非知識員工的工作特徵和現有的工作壓力及管理理論的局限性入手，分析了在我國工作壓力及管理領域中，將員工分為知識型與非知識型兩大類來進行研究的必要性和科學性;二、以我國企、事業單位中的知識員工與非知識員工為調查對象，通過問卷方式獲取新鮮數據，並通過數理統計方法分析目前我國這兩類員工群體所面臨的壓力源及其壓力反應的特點，通過相關分析和回歸分析比較他們對工作壓力源的感知、對壓力刺激的反應的差異;三、根據實證研究結果，分析知識員工與非知識員工的工作壓力特點，分別指出目前我國組織中這兩類員工所承擔的主要、次要工作壓力;四、針對這兩類員工的工作壓力特點，從組織層面提出了壓力管理的原則、旨在形成積極壓力的激勵管理策略，以及能起到預防、消除或者減小消極工作壓力作用的控制管理策略。
  10. In this thesis, the author analyzes the professional features and needs of knowledge - based employees, studies specific motivation tactics and tries to solve the problem by means of share incentive, reform of management mode, protection of the employees ' rights, the perfection of motivation mechanism and so on

    對此，應從其職業特徵、需求出發，研究具體的激勵策略，通過股權激勵、管理模式改革、權益保護、完善激勵機制等方法實現這一問題的解決。
  11. Through research it can form a comparatively overall structure of immaterial compensation that ' s easy to practice. ti aims to promote further study on immaterial motivation, and tries to serve as a guide in management practice to motivate knowledge employees in companies

    本文通過對精神報酬結構的研究來促進有關精神激勵方面的進一步研究，也為企業的知識型員工激勵管理實踐提供指導。
  12. On the basis of analyzing how to satisfy the primary need, it points out that the industrialization of education is not only the material basis of the personal encouragement management, but also the important method to develop the intension and extension of higher institutions, and continual development of higher education after china ' s entering wto as well

    在分析研究如何解決滿足首要需要的問題基礎上，提出教育產業化，不僅是高校人力資源激勵管理的物質基礎，而且是高校內涵與外延發展的重要途徑，是中國加入wto后，高等教育長期穩定持續發展的保證。
  13. By analyzing how accounting information acts upon the compensation of managerial incentive contracts, this author holds that accounting information can be employed to evaluate and compensate managerial efforts, and then further explores approaches to performance measurement, the importance and limitations of the relative performance evaluation ( rpe )

    通過對會計信息在管理者報酬激勵契約中作用方式的研究，提出根據會計信息可以評價和激勵管理者努力工作，並進一步探討如何更好地選擇業績衡量方法及相對業績評價（ rpe ）的重要作用及缺陷。
  14. Furthermore, the thesis makes the plan of the agency for selection, training and stimulation management in combination of the human resources plan thereof, studies and explores the principle and standard and the form and strategy of the agency for personnel selection ; the target and principle and content and form of personnel training ; the principle and content of stimulation management, and determines the wage structure, the standard and form for issue of bonus, modification and perfection of the welfare system, etc. through exploration, the human resources plan of the agency is made conform to the requirements of its social development strategy, so that the plan can be better carried through and performed

    結合大連青年旅行社人力資源規劃，制定了大連青年旅行社人員的甄選、培訓和激勵管理計劃。研究和探討了大連青年旅行社人員甄選的原則及標準、人員甄選的形式及策略；人員培訓的目標與原則、培訓的內容及形式；激勵管理的原則與內容，以及工資結構制定、獎金的發放標準及形式、福利制度的修改和完善等。通過探討，使大連青年旅行社人力資源規劃符合大連青年旅行社發展戰略的要求，使大連青年旅行社人力資源規劃更好地得以落實和實施。
  15. Meanwhile, it studies chinese traditional to the management of moral encouragement to satisfy the spirit need of the staff

    同時，對中國傳統文化進行了借鑒研究，指出： 1 、要注重道德激勵管理，滿足高校人員的精神需要。
  16. On the characteristic of knowledge worker and incentive management for them

    知識員工的特徵及其激勵管理
  17. The realization of incentive management in organizations driven by non - projects

    論非項目驅動組織中項目激勵管理的實現
  18. The effects of relationship incentive management on buyer - supplier performance

    關系激勵管理對供求企業績效影響的實證研究
  19. Research on the construction of an overall incentive management system in modern enterprises

    現代企業全方位激勵管理體系的構建探討
  20. They discuss the following ideas : fist, the planning and the frame of incentive management in the state - owned enterprises ; second, the inner incentive and constrained mechanics which are explained from managers, technical personnel ; third, the building of sound outside environment including the reform of property right institution, the construction of investment mechanism of human resources, the development of manager and talent market, the independence of supervision organizations, the realization of fair play, the development and perfection

    一方面，從企業內部來說，主要從人力資源規劃、薪酬福利激勵管理、培訓激勵、精神激勵等幾個方面進行分析、論證，提出解決問題的思路，其中重點是對企業經營管理者和技術人員進行了研究。另一方面，從觀念轉變、產權制度改革、經理人的市場培育、相應約束機制的建立等方面為企業的發展建立良好的外部環境，而借鑒海爾較為成功的激勵管理模式，無疑對我國國有企業進行激勵管理極為重要的現實意義。
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