管狀個員 的英文怎麼說

中文拼音 [guǎnzhuànggèyuán]
管狀個員 英文
siphonozoold
  • 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;...
  • 狀 : Ⅰ名詞1 （形狀） form; shape 2 （情況） state; condition; situation; circumstances 3 （陳述事件或...
  • 個 : 個Ⅰ量詞1 （用於沒有專用量詞的名詞） : 一個理想 an ideal; 兩個月 two months; 三個梨 three pears2 ...
  • 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）
  • 管狀 : siphonate; tubulose; tubulous管狀花 [植物學] tubular flower; 管狀散熱器 tubular cooler; 管狀通道 ...
  1. 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」 。
  2. 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。
  3. Some thoughts and suggestions on tax administration of individual income in practic tax to foreigners

    外籍人員個人所得稅征管現狀以及加強征管的幾點建議
  4. Obtaining from the human resource constitution and the present situation analysis of the salary asignmcnt in jinma company. thorough the thorough research. in view of existing situation. this article asks the main question. which exists in the salany assignment system. in this foundation. from the angle of consummating salary incentive mechanism. it stresses the design of salary system of jinma company. the main content inclwdcs : firstly, research and analysis the salary assignment status quo and the puestions that exists in jinma company ; secondly, establish the decision model of the salary total quantity ; thirdly, design the new pattern of staff salary assignment ; fonrthly, prodme the means of the transition from the old pattern to the new one and the basic principle of the dynamic movement

    本文從金馬公司人力資源構成和薪酬分配現狀分析入手，通過深入研究，針對性地提出薪酬分配體系存在的主要問題。在此基礎上，以現代人力資源管理理論為基礎，從完善薪酬激勵機制這個角度，重點闡述金馬公司薪酬體系設計內容。主體內容包括：一是深刻地研究和分析金馬公司薪酬分配現狀及存在問題；二是建立起薪酬總量決定模型；三是設計出員工薪酬分配新模式；四是給出了新舊模式接替辦法和動態運行的基本原則。
  5. The second chapter studies the economy of ship ' s power plants, based on the aspects of lowering fuel cost, waste heat recovery, the match of ship, machinery and propeller, increasing propulsion efficiency, increasing the economy of ship ' s power plants, etc. the third chapter discusses in detail the control measures of voyage change cost, analysizes systematically the voyage change cost based on the way of fuel cost, harbor cost, voyage venture cost. the fourth chapter studies the structures and control measures of seafarers cost, maintenance cost, spare parts and stores cost, lubricating oil cost, etc. which are relatively easy to be controlled ; based on the state maintenance decision - making, a mathematical model is put forward, the validity and its solve process are discussed. the control measures of spare parts, fuel cost and lubricating oil cost should be based on scientific budget, through the control means of application, reception, usage, store check, try to acquire the inosculation of theory

    第一章主要討論營運船舶運輸成本，對船舶運輸成本的概念、結構、性質與分攤、成本細分進行了分析，從宏觀上闡明了船舶運輸成本的生存環境和生長趨勢；第二章研究了船舶動力裝置的經濟性，在營運船舶降低油耗、廢熱利用、船機槳匹配、提高推進效率、提高船舶動力裝置經濟性的有效途徑等方面進行了闡述和論證；第三章詳細論述並論證了航次變動成本的控制措施，全面系統地分析和總結了航次變動成本，通過對燃油成本、港口使費、航次風險成本的分析與控制，提出了航次風險成本的概念並論述了若干航次風險成本的控制措施；第四章對船舶營運成本中的船員費用控制、維修保養及其費用控制、船舶備件物料管理及其費用控制等幾個主要可控性較高的成本進行了細致的分析並分別討論了相互的控制措施，提出了基於狀態維修決策的馬爾可夫數學模型並論證了模型的正確性及具體解算步驟，對于備件、燃潤物料的控制堅持以科學的預算為前提，以申領、接收、使用、盤存為控制環節，切實做到理論與實踐的密切結合；第五章，結合營運成本的預核算的案例，對船舶營運成本的預算及核算進行了有益的探討，旨在揭示成本發生的動因，並給出了成本預算、核算的編制方法。
  6. 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。
  7. With a field survey of aas, a car rental service business in the suzhou, those theories and methods of job satisfaction were put into practice. a system of measurement aiming at aas staff was designed from aspects of job itself, rewards, support, peer group, corporation management and operation. apart from the above mentioned, some variables, such as staff gender, age, education background and position were also taken into account in the analysis of job satisfaction

    本文第二部分是員工滿意度實證分析，在實地走訪和調研蘇州aas汽車租賃企業的基礎上，將工作滿意度調研分析的有關理論與方法運用到實踐中，設計了一套針對aas員工的工作滿意度量表，從工作本身、工作回報、工作支持、工作群體、企業管理、企業經營等六個維度來調研分析aas員工工作滿意度狀況，並對員工性別、年齡、教育水平、職位職務等變量對工作滿意度的影響進行了分析。
  8. This paper summarizes such improvement in the following ten aspects : putting women ' s work on the government ' s priority agenda on social affairs administration ; incorporating women ' s development into the state ' s general plan for socioeconomic development ; bringing women ' s rights and interests protection into the national legal system ; channeling women ' s development condition into the state statistic system ; incorporating women ' s issues into the state ' s specialized control project ; orbiting the publicity of gender equality awareness into the routine publicity of the state ' s mainstream media ; including training on women ' s work in party and administrative schools ' standardized training program ; incorporating women ' s rights and interests protection into people ' s congresses ' law - enforcement examination ; incorporating women and children ' s work committees into the organizational structures of governments at all levels ; and channeling chinese women ' s development into the general train of thoughts on the trend of world women ' s development

    摘要本文總結了中國提高婦女地位國家機制的10個方面及其經驗，提出了將婦女工作納入政府管理社會事務的重要議程；將婦女發展納入國家經濟社會發展總體規劃；將婦女權益保護納入國家法律法規體系；將婦女發展狀況納入國家統計制度；將解決婦女問題納入國家專項治理工作；將社會性別平等意識宣傳納入國家主流媒體的常規宣傳；將婦女工作培訓納入黨校、行政學院等規范化培訓；將婦女權益保障工作納入人大的執法檢查；將婦女兒童工作委員會納入各級政府序列；將中國婦女發展納入世界婦女發展潮流的整體思路。
  9. However, the strip ' s main border crossings, the karni terminal for commercial trade with israel and the one at rafah, the sole exit to egypt, remain closed because neither israel nor european monitors at rafah will deal with the hamas men who took them over from forces of the palestinian authority ( pa )

    然而，卡尼和拉法這兩個加沙主要的邊境檢查站，既是與以色列的進行商貿的生命線，也是出入埃及的唯一通道，由於在拉法的以色列人和歐洲監察員都不打算與從巴權力機構武裝中接管拉法的哈馬斯打交道，因此仍處于關閉狀態。
  10. This paper discusses every kind of risk in laws, management system, personnel, market structure, infrastructure, emergency system, safety management, combines the active safety evaluation methods with risk conception, and brings a method of multi - stage fuzzy comprehensive evaluation and gives detailed numerical examples. the systematic way of risk control to is put forward in safety evaluation dynamic management system, law system, management system, economic method, personnel, scientific method, revolution relationship and grid construct, and according to inland and outland status, a management system of " three standards together " is also presented to give consult in the safety management of the grid enterprises in our country

    從法律法規、管理機制與人員素質、市場結構、基礎設施、應急機制等多個方面系統論述了電網企業在安全管理中所面臨的各種風險；基於當前電力企業中所採用的安全性評價方法，將現有方法與風險理念相結合，提出了安全評價的多級模糊綜合評價方法，通過算例進行了的說明；針對風險識別中得出的電網企業所面臨的多種風險，分別從安全性評價動態管理體系、法律體系、管理體系、經濟手段、人員素質、科技手段、改革關系和電網建設等多個方面提出了系統的風險控制辦法，並結合國際、國內的現狀提出了「三標一體」的管理體系，以期對我國電網企業的安全管理工作提供一定的參考。
  11. This part, by way of how state - owned railway industry and railway transportation networks relation, analyzes the problems in railway industry on defining the state - owned assets, function establishing, carrying out the responsibility and the dealership, and establishing mordern industry system and inspired system for railway netsworks, also encounter, etc., analyzing characteristics of changsha and other railway industry, to compare with europe, japan and russianjanalyzes what problems are with railway industry and transportation networks in the process of " enterprises independent, financing dividing, staff separating " and are with changsha railway industry in scale, facilities, capitals, quality of staff members and the violently competed environment inside and outside, etc. ; studing substance, special feature, principle, check - up target for railway industry perform capital responsibilities. in railway industry enterprises and manaing, investigates how to classify railway industry and transportation networks ' s managemen t scope - sticking to assets basis establishing market position of railway industry, endowing sufficient and free dealership to enterprises, at the same time, creating effectively supervised confined system ; analyzes chang tie machine - loading mill decline its competion - power can be behaved makes readers better understand some main problems in managing railway industry and why the problems occurs, at last some relevant countermeasures are proposed to solve these problems

    面對激烈的市場競爭環境，研究工附業企業的經營管理現狀，找出應對措施具有十分重要的意義。本文從鐵路工附業企業與運輸主業的關系，分析了鐵路工附業在國有資產的界定、職能定位、企業經營責任和經營權的落實、鐵路建立現代企業制度、企業如何建立有效的監督機制以及存在的三個不到位等方面的問題；分析了路內和長沙鐵路工附業的特點，比較了歐洲、俄羅斯和日本鐵路經營管理的特點；分析了鐵路工附業企業與運輸主業在「企業分設、財務分賬、人員分開」過程中，長沙鐵路工附業企業在規模、設備、資金、人員素質以及內外部激烈的競爭環境等方面面臨的問題；研究鐵路實行資產經營責任制的內涵和特徵、必須堅持的原則，提出了工附業實行資產經營責任制的考核指標及主要內容。
  12. Paper regards the vegetables current situation as background, analyze our country and foreign vegetables marketing disparity of channel, combine the survey of existing vegetables marketing channels in wuhan, direct three main vegetables marketing channels : wholesale market, farm market, supermarket. finding the existing problem and the relation and conflict each other. have put forward the corresponding improvement measure : wholesale market as the tap of the vegetables marketing channel, in the face of sell smooth, fund shortage, facility simple and crude, communication way outmoded market that exist at present, must adopt with governed by law field, increase input, and scientific appraisal make their functions perfect further ; farm market as the vegetables marketing channel system of produce of foundation, should fully realize meaning in which the market have, dispel the restriction factor of market development, heighten the level, which manage and improve ; supermarket as the new member, should see clearly the existing problem in the hardware and software terms, utilize government microscopically policy support, strengthen self - building, make the new developing achievement state of competence develop better

    論文共五章：第一章是論文研究的目的和意義以及營銷渠道的主要理論和國內外的研究動態；第二章是國內外蔬菜營銷渠道分析及比較，以我國蔬菜產銷現狀為背景，分析了我國與國外蔬菜營銷渠道的差距；第三章是對武漢市蔬菜營銷渠道的現狀分析，主要是針對蔬菜批發市場、農貿市場、超市這三個主要渠道成員存在的問題及其相互之間的關系與沖突，提出了相應的改進措施；作為蔬菜營銷渠道龍頭的批發市場，面對當前存在的市場萎縮、銷售不暢、資金短缺、設施簡陋、方式陳舊等問題，必須採取以法治場、加大投入、科學論證的方法使其功能進一步完善；作為蔬菜營銷渠道體系基礎的農貿市場，應充分認識市場存在的意義，消除市場發展的制約因素，提高管理和革新的水平；作為蔬菜營銷渠道新成員的超市，要認清經營中硬體和軟體兩方面存在的問題，利用政府宏觀政策支持，加強自身建設，使這一代表先進生產力水平的新興的業態更好地發展。
  13. According to the incentive theories, this paper inquires into the current conditions of the incentive policy of high - tech enterprise in china, explains that the objects involved in the incentive policy include the departments and the key human resources, put forward that the sales department and the department of research and development should be given the profit - sharing plan, other departments, the revenue - sharing plan, and the key human resources, the two long - term incentive policy - stock options and phantom stocks

    吸引並留住優秀人才的關鍵是建立有效的激勵機制。借鑒有關激勵理論，本文指出高新技術企業的內部激勵對象有兩類，一是企業內部各個部門，二是企業的中高層管理人員和技術人員等核心人力資源。針對我國高新技術企業內部激勵機制現狀，本文提出應對企業內各部門實行集體激勵機制，對中高層管理人員和技術人員實行長期激勵機制。
  14. In follow up actions, officers found from two residential premises in tai po another 186 pieces of similar straw segments containing 70 grams of heroin and two small packets containing ten grams of cocaine

    隨后，海關人員在大埔搜查兩個住宅單位，再檢獲186個類似飲管狀膠包，內藏70克海洛英及兩包共重10克可卡因。
  15. About 5. 40pm, officers of the customs drug investigation bureau intercepted a 41 - year - old man who was acting suspiciously in the vicinity of the tai wo kcr station. after search, the officers found from a plastic bag carried by the man 260 pieces of straw segments. inside the segments were 110 grams of heroin

    昨日下午五時四十分，海關毒品調查科人員在大埔太和火車站附近截查一名41歲懷疑毒品帶家，在他手持的膠袋內檢獲260個飲管狀膠包，內藏約110克海洛英。
  16. 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。
  17. An auto financing company shall meet the requirement on the capital to risk assets ratio, and the capital adequacy ratio shall not be less than ten percent

    中國銀行業監督管理委員會視汽車金融公司風險狀況和風險管理能力，可提高單個公司資本充足率的最低標準。
  18. The whole system is based on the intranet in power plants and it can monitor the units " operation and commit real - time performance analysis. all of the real - time data, historical data and statistical information are published on intranet thus the workers and managers can acquire the information about the performance of the units conveniently. this system becomes the scientific and powerful assistant for power plants managers and workers to economize on energy and improve the operation level and heat economy

    整個系統基於火電廠的intranet ，跟蹤機組的運行情況，對機組進行實時的性能分析，並將實時數據、歷史數據和統計信息在intranet上發布，以便運行人員和電廠管理人員能夠方便地了解機組的運行狀況，為火電廠節能降耗、提高運行水平和熱經濟性提供了科學有力的手段。
  19. This essay pointed out that uncompleted credit sale system and ineffective credit management flow are the key cause bringing about trouble to enterprise through the analysis on trouble in credit management of sales on account existing in h company while made some comments based on systematic and complete analysis to its credit management of sales on account in combination with its actual condition. firstly, through the analysis, the basic problem was found in lack of management conception of h company ' s administrator, only using credit management of sales on account as simple withdrawal tool, so that the credit management lose efficacy

    本文通過對h公司在賒銷信用管理上所面臨困境的分析，指出了h公司的賒銷信用管理體系不完善及缺少有效的信用管理流程是造成公司困境的主要原因，並結合現代賒銷信用管理的理論基礎，對h公司賒銷信用管理現狀進行了全面系統的分析並結合實際做了一些改進工作：首先，通過分析，發現h公司在信用管理上存在的根本問題是企業的管理人員缺乏信用管理理念，僅僅把賒銷信用管理作為簡單的追帳工具，因此造成企業整個賒銷信用管理體系不完善，實施不得力，信用管理失效。
  20. The china banking regulatory commission may increase the minimum requirement of capital adequacy ratio of an individual company in line with the company ' s risk profile and risk management capability

    汽車金融公司資本充足率不得低於10 % ，中國銀行業監督管理委員會視汽車金融公司風險狀況和風險管理能力，可提高單個公司資本充足率的最低標準。
分享友人
分享到 Line

分享到臉書