策應對員 的英文怎麼說

中文拼音 [cèyīngduìyuán]
策應對員 英文
post
  • 策 : Ⅰ名詞1 （通「冊」 古代寫字用的竹片或木片） bamboo or wooden slips used for writing on in ancient ...
  • 應 : 應動詞1 （回答） answer; respond to; echo 2 （滿足要求） comply with; grant 3 （順應; 適應） suit...
  • 對 : Ⅰ動詞1 （回答） answer; reply 2 （對待; 對付） treat; cope with; counter 3 （朝; 向; 面對） be tr...
  • 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）
  1. After studying american anti - dumping law, policies towards chinese goods and china ' s entry into wto, the author gives some suggestions on how to deal with american anti - dumping actions, including speeding up the reform of socialist market economy, strengthening the government ' s scientific administration of foreign trade, enterprises " marketing and administrative strategies, etc. particularly, the author suggests how to demurrer to the policy of surrogate country after p. r. c and u. s. a reach the agreement on china ' s entry into wto, how to make good use of wto membership and so on

    結合美國反傾銷法律、對中國的政策與實務以及中國加入世界貿易組織等新的歷史條件，筆者提出了我們應對美國反傾銷的幾點建議：加快社會主義市場經濟體制改革、加強政府對外貿工作的科學管理與規范管理、完善企業經營管理戰略等並提出一些具體的應訴策略。特別是對中美達成關于中國加入世貿組織的協議后，中國應如何對「替代國」政策進行抗辯，如何利用世界貿易組織正式成員資格，反擊對華濫用反傾銷等問題，提出了新的思路和方法。
  2. 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。
  3. By investigating and analyzing the 2004 - set standard reaching gymkhana of talented athletes in xuzhou city, the purpose of this paper is to find out the main factors that cause talented athletes to do poorly at the " headstream " of entrance examination, take corresponding countermeasures against such phenomenon and put forward reasonable suggestions so that more selected athletes at the basic level can reach the set standard games

    摘要通過對徐州市2004年男子優秀三級跳遠運動員達級賽的調查研究與分析，找出高水平運動員招生「源頭」成績差的主要原因，提出相應對策，為基層有更多的選手通過達級賽提出合理化建議。
  4. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  5. Following the explana - tions of the fules, this thesis talks about some difficulties and obstacles that developing countries confront when they utilize the preferential rules. then raises several suggestions and strategies to pefect the dispute settlement system to protect the interests of the developing country members and - countermeasures based on chinese facts and situations

    文章最後提出了完善dsu發展中成員方特別優惠待遇制度的若干建議和對策，以改進完善爭端解決機制，切實維護廣大發展中成員方的利益，同時，還結合我國實際情況提出了應對dsu中關于發展中成員方特另j優惠待遇的策略。
  6. A study on the negative - emotion, stressor and coping strategy of volleyball athletes

    排球運動員負性情緒與應激源及應對策略的相關性研究
  7. Aiming at the present green marketing situation of the enterprise, china railway first group co. ltd., the corresponding advices for execution are presented, including upgrading the training of the employees, increasing the investment of the envir - friendly equipment, paying more attention to the implementation of the environmental protection measures of all projects and strengthening the green management of the enterprise

    針對中鐵一局集團公司綠色營銷的現狀提出相應的實施建議，包括加強企業員工培訓和綠色設備投入，重視各個工程的環境保護方案的實施，加強公司的綠色管理。在我國，綠色營銷已經有了初步的發展，本論文提出的綠色營銷策略對中鐵一局集團公司拓展新市場，提高競爭力具有一定的參考價值。
  8. Introduction covers the intention of this thesis ; then the first part is the review of the state of the arts, and presents major ideas related to managing / working across cultures and it also mentions recent thoughts about this topic from managers who work in international companies and have experiences on managing across cultures ; the second part illustrates three international companies, the dow chemical company, intel corporation and hai - er group, to show how they manage cultural differences when they explore overseas market ; then the third part, which is also the most important part of the thesis, talks about the differences between chinese companies and outstanding international companies on managing across cultures. and how all the theories, examples and personal interview results mentioned before are going to help our chinese companies to explore more outside of china. in conclusion, culture differences do matter when organizations and companies have diverse talents pool

    前言闡述了本論文研究的起因、目的、研究范圍、理論分析以及實際設計等;隨后在第一部分文獻綜述中，歸納了迄今為止跨文化管理方面重要的理論，從而為本文隨后的實際案例分析提供了理論依據;同時，第一部分還提及了筆者對一些中外管理人員采訪和調查搜集的一手資料，展示了最新的跨文化管理思想，從個人管理者角度探討跨文化管理;第二部分主要以陶氏化學公司、英特爾公司和海爾公司三個跨國公司為範本，實際分析和探討了作為成功的跨國大企業在跨文化管理方面的經驗，特別海爾對中國企業跨文化管理等啟示;第三部分是基於前兩部分理論和實例的分析，結合中國企業的特點，分析了中國企業跨文化管理與優秀跨國公司的差異及其原因，並提出相應對策。
  9. On the basis of the mentioned above, this paper analyzes the international competition of our textile industry. and using the method of ahp analyzes the main difficulties that our clothing industry will encounter in the new environments and to what extent they will affect its development. according to that, an optimum developing plan is also put forward in this paper, which mainly includes : ( 1 ) increasing enterprises " capability on technology and equipment, ( 2 ) breaking through technical barriers, ( 3 ) enhancing the personnel characteristic and boosting the cultivation of talent resources, ( 4 ) enlarging enterprises " scope and constituting large textile groups, ( 5 ) knowing well the trade policy and chances in main market, ( 6 ) increasing product quality and developing characteristic and setting up globally famous brands, ( 7 ) carrying out adjustment of industrial structure and completing the reconstruction of modern enterprises " system, ( 8 ) actively replying anti - dumping barriers, ( 9 ) carrying out the strategies of differential market, ( 10 ) implementing regional adjustment

    在此基礎上，分析了中國紡織服裝業的國際競爭力，並引入層次分析法（ ahp ）對中國紡織服裝業應對新環境的主要困難及其對發展中國紡織服裝業的影響程度進行理論分析，按照問題輕重和影響程度大小進行了排序，提出集中力量按照： （ 1 ）提高企業的技術裝備水平， （ 2 ）集中力量突破技術壁壘， （ 3 ）提高員工素質，加快人力資源培訓， （ 4 ）擴大企業規模，組建企業集團， （ 5 ）熟悉各主市場的貿易政策及其變動， （ 6 ）提高產品質量，開發特色產品，創建名牌產品， （ 7 ）進行產業結構調整，完善現代企業制度的改革， （ 8 ）積極應對反傾銷， （ 9 ）實施差別化的出口市場戰略， （ 10 ）進行區域結構調整，加大市場開放的力度，充分發揮產業集群的競爭力的主次分明地最優化發展方案。
  10. Ms paper also analyses the importance of hotel culture and the staffs " caner plan in hotel incentive policies. the application of incentive mechbosm in training is also discussed. it also analyzes the problems existing in hotel training and some advice is given

    並同時探討了飯店文化和對員工職業生涯的規劃在飯店激勵政策中的重要作用；本文還討論了激勵措施在培訓中的運用，對我國飯店業在培訓方面存在的問題作了分析，並提出相應的對策建議。
  11. Job burnout : a review and suggested new direction in future researches

    導游員職業倦怠及其應對策略研究
  12. This article looks back the history overall of the government administration reform from our country ' s reform and open - door policy. it analyzes three challenges that our government faces after joining wto : challenge that government duty faces, challenge that government administration management faces, challenge that officialdom system faces. it has dig out the difference and conflict between wto rules ands our government duty, and further gives the corresponding countermeasure of our country ' s administrative management under the condition of joining wto : that is to change administration management notion, further change government duty, change government behavior method, perfect law, build a administration law system that is corresponded with the wto rules, create a new officialdom system, strengthen judicial investigation

    本文簡要回顧了我國改革開放以來政府行政改革的歷史，分析了加入wto以後我國政府面臨的「三大挑戰」 ：政府職能面臨的挑戰，政府行政管理方式面臨的挑戰，公務員制度面臨的挑戰，探討了wto規則與我國政府職能的差異和沖突，進而提出了加入wto條件下我國行政改革的相應對策：即轉變行政管理觀念，進一步轉變政府職能，改革政府行為方式，完善立法、建立與wto規則相對應的行政法律體系，創新公務員制度，強化司法審查。
  13. Keep the housing accumulation fund safe, maintain value, increase in value and allot the increasing value reasonably, practice high interest of deposit and low interest of loan and the difference is subsidized by the government, the housing accumulation supervision commission, fiscal and audit branch of the government should supervise the collection of housing accumulation fund and its uses

    建立招標選擇儲存機構，或建立政策性的儲存機構；保證住房公積金安全、保值、增值和對增值收益應合理進行分配；對住房公積金實行高存低貸，其利息差額由政府補貼；住房公積金管理委員會、財政、審計等部門應對住房公積金的籌集，使用進行有效監督。
  14. To carry out business operations more effectively, these enterprises recruit more and more native employees and open up talent competition with domestic enterprises especially state - owned enterprises. if domestic enterprises cannot answer up, they will be put into a passive position in this talent competition. if they cannot attach importance to human resource management strategically, the long - term development of enterprises will be largely influenced

    這些企業為了有效地開展經營活動，越來越多地實施了員工的本土化策略，這在無形之中與國內企業、特別是國有企業展開了人才競爭的較量，國企業如果沒有積極有效的應對措施，將會在人才競爭中處于被動地位，馨蒜款橇招不從戰略的高度重視人力資源管理的改革，其後果將影響企業的長遠發展。
  15. The fourth chapter discusses cross - cultural conflict of jv enterprise in the stage of putting into production, which includes foreign accredited staff ' s maladjustment to china circumstance cross - cultural communication barrier between china and foreign staffs discrepancy of management concept and styles conflict of cultural orientation of product. then the corresponding solution is put forward

    第四章探討了合資企業投產運營期的跨文化沖突表現，包括外派人員對環境的不適應、與中方員工的跨文化溝通障礙、中外方管理理念風格差異、產品文化定位分歧，並提出了應對策略。
  16. Chapter 4 actions by iasc this chapter analyzes the actions taken by iasc to tackle the problems in promoting harmonization of accounting standards

    第4章對國際會計準則委員會應對之策的分析本章主要考察iasc在面對會計準則國際化難題時所主要採取的對策。
  17. Once the trainees are assigned to the industry partner, the partner can deal with the trainees in a manner they would to any part - time staff member in the organization

    參與機構可根據自己公司對待兼職員工之政策應用到學員上。機構有權提前終止對學員的委任，但之前必須與本院商量。
  18. After studying about the status and constraints of agricultural extension system in jurong - a county in jiangsu province, this thesis described the constraints and the development strategy of the current agriculture extension system in jurong county. the study shows that there are four constraints in the agriculture extension system as described below : the local leaders did not pay much attention to the agrixultural extension ; internal management problems ; the conflice between public affair and market characteristics within the services and the agricultural comprison benfit is lower, at the county level must be further constructed because this article also discusses the commonweal and the profit, along with the policy making of the agriculture extension

    本文通過對江蘇省農業大縣? ?句容市近年來市、鎮兩級農業推廣機構的職能設置、經費投入、人員結構、待遇狀況、服務運轉等農業發展實際情況的調查研究，認為新時期加強縣級農業推廣體系建設面臨諸多影響因素，積極的有政策調整和應對入世的要求、農民致富和農村經濟發展的要求、社會和生態建設的要求以及農業生產全過程的要求等五個方面；同時，存在四個不利因素：一些基層領導重視不夠、體系內部不能很好適應新形勢、農業公益性和市場性的定位不準、農業的比較利益不高。
  19. Members noted that the near - term policy priority outlined in the budget was to help economic recovery, through a fiscal impulse that was estimated to raise real gdp growth by three - quarters of a percentage point, and that the medium - term strategy focused on expenditure retrenchment, which, if successfully implemented, should improve market confidence in fiscal sustainability

    委員會成員留意到，財政預算案展示出政府短期的首要政策是幫助經濟復甦，財政刺激措施預計可使實質本地生產總值增加四分之三個百分點。在中期策略方面，政府將會集中削減開支。若推行成功，這項政策應有助提高市場對財政持續能力的信心。
  20. The problem of employees training risk of which long - term puzzles each enterprise were simply analyzed and researched, the risk of employees training in general hi - tech enterprise was more systematically identified, and the training risk was analyzed and evaluated, some risk response strategies were put forward

    對員工培訓風險這個長期困擾各企業的問題進行了分析研究，系統地識別了一般高科技企業員工培訓風險，並對培訓風險進行了分析評估，提出了應對策略。
分享友人
分享到 Line

分享到臉書