管理人員不足 的英文怎麼說

中文拼音 [guǎnlǐrényuánbùzú]
管理人員不足 英文
understaffed
  • 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;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 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）
  • 不 : 名詞[書面語] （剁物所用的木墩） a block of wood
  • 足 : Ⅰ名詞1 （腳; 腿） foot; leg 2 （姓氏） a surname Ⅱ形容詞（充足; 足夠） sufficient; ample; enough;...
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. If user is not satisfied with a part of the code which is generated by the software, he needs to modify the software so much that looks like a mission impossible. unfortunately, it is a common episode to a censorious programmer everyday. what ’ s more, the data distribution management is seldom concerned by the software

    3 ）針對starwizardv1 . 0系統在自動處理數據分發管理上的不足，通過對數據分發管理機制的深入研究，提出了基於介面劃分的數據分發管理框架自動生成技術，採用此技術將進一步減輕盟員程序編寫人員的工作量。
  2. The second part, have carried on the analysis of real example to the international competitiveness of the steel branch of industry of our country : of our country steel and iron industry basic competitiveness analyse mainly from " key element supply with " whether strength launch, including three respects of manpower, financial resources, material resources, are shown as high - level talent ' s shortage on the quantity of the manpower resources, it is unreasonable that the structure is shown as, personnel ' s whole quality is not high ; the resource respect of financial resources, shown as the capital market hypoplasia, industry ' s financing channel is relatively narrow, studies and uses incompletely about the modem investment and financing management method, the system defect of financing and deterioration of the environment for financing cause profit ability to be low

    第二部分，對我國鋼鐵行業的國際競爭力進行了實證分析：我國鋼鐵工業基礎競爭力分析主要從「要素供給」實力方面展開，包括人力、財力、物力資源三個方面，在人力資源的數量上表現為高層次人才短缺，結構上表現為不合理，人員整體素質不高；財力資源方面，表現為資本市場發育不全，產業融資渠道較窄，對現代投融資管理辦法研究和使用不夠，融資體制缺陷和融資環境惡化導致盈利能力低下。物力資源主要表現為礦產資源相對不足，水資源短缺，對交通運輸構成壓力等。
  3. The for - rent car type of now contain various files a small car business car bread car and bus etc. for satisfying the need of the market development. the company will continue enlargement devotion, continue to extend the management scale of the company. in the middle of conduct, the company continue perfect leasing system, continue perfect " hardware " and " software " and put the service in the first always. for the sake of the exaltation business enterprise core competencies, the principle of management that company turns to " make people the center " deeply. train the excellent manager and excellent pilots gradually, provide the better service for the society

    為了滿足市場發展的需求，公司將繼續加大投入，不斷擴大公司的經營規模。在經營當中，公司不斷完善租賃制度，不斷完善「硬體」和「軟體」 ，始終把服務放在第一位。為了提高企業核心競爭力，公司深化「以人為本」的經營理念，逐步培養了一大批優秀的管理人員及優秀駕駛員，為社會提供更好的用車服務。
  4. First, the systematic opinion is introduced into the thesis to study the managemeni of private enterprise ; second, the thesis does a detailed ana1ysis on daily administratc system, mainly mention on the components and their relationship ; the next, through analysis and diagonosis of the 2001s adininistrate system of a case, the mk group corp., indicated the weakness and shortage on its admini stration ; f inally, reo rgnize the adininistrate system of mk group corp., focus on the work of mk group corp. on orgnization scheme reorgnize, goal administrate and procedur control, policy adninistrae, staff encourage policy and enterprise cuit ' ure constahon. the work on the case result in the contents of the better job of 2002s administrate system of mk group corp

    首先，本文將系統的觀點引入民營企業經營管理工作中，提出改善經營管理的系統觀；其次，對于經營管理系統進行了較為詳細的論述，側重點在於其主要構成因素及其相互關系；再次，以mk集團為案例，對其2001年經營管理系統進行分析和診斷，指出其劣勢和不足；最後，通過組織架構重組，目標管理和過程式控制制，制度化管理，人員考評激勵制度和企業文化建設等等方面對mk集團經營管理系統進行重組和評述，以其全面改善企業經營管理的做法作為mk集團2002年初改善經營管理工作的內容。
  5. In this paper, enterprise - operators are viewed as top managers who are entrusted by their enterprise - owners to take the responsibility for the operation of the enterprises ; entrepreneurs are successors of those enterprise - operators who can effectively combine long - run development of their enterprises and the maximum of their individual benefits, by applying their enterprise - operator - type human capital to analyses, judgments and comprehensive decisions in terms of their production and transaction activities, and undertaking the corresponding risks ; warders refer to the degraders of enterprise - operators who perform unsuccessfully or under the average because of their la ck of human capital or efforts. becoming entrepreneurs is the aim that enterprise - operators expect to reach ( but not necessarily the aim they initiatively pursue. ). enterprise - operators themselves do not wish to degenerate into warders

    筆者認為企業經營者可以解釋為受企業所有者委託專門從事企業經營管理活動並對其結果承擔責任的高級管理人員；企業家是以經營企業為職業，通過利用自身經營型人力資本，對企業生產性活動和交易性活動進行分析判斷、綜合決策、組織協調與學習創新活動並承擔風險，最終實現了企業長遠發展和自身最大利益有效結合的人，企業家是經營者中的成功者；而所謂看守人是指經營者中由於自身人力資本所限或努力不足而經營失敗或經營業績低下者，看守人是企業家的對稱，是經營者中的劣化者。
  6. 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。
  7. Entering into wto gives much pressure to chinese government. because lack of soft and hard conditions in chinese enterprises, chinese enterprises " scales are small, their trade modes are single, their staff is in low quality, at the same time foreign capitals occupy chinese market by strong technology, cost advantage, abundant capital, brand advantage, and so on

    由於我國企業軟、硬體條件的先天不足，規模零、散、小，經營管理水平不高，經營方式單一，經營理念落後，從業人員素質低下，外資憑借其強大的技術、成本、資金、服務、品牌優勢紛紛搶攤中國市場。
  8. According to the test data and the technological and economic comparison between a process of mbr and a conventional process for reclaimed water treatment, it is concluded that the investment and operating cost of mbr is the same as the conventional process basically. the advantages of mbr are on the land occupation, maintaining, effluent quality and automatic control. the process is specially suited to hotel, restaurant and public buildings because they usually have less useable land, bigger fluctuation of sewage rate, understaffed group of management and higher quality demand of effluent

    根據取得的試驗數據，通過對膜生物反應器設計實例與傳統工藝設計相比較，在進行技術經濟分析后認為，膜生物反應器處理工藝在投資與運行成本上與傳統工藝基本持平，而在佔地、維護管理、處理水質、自動化程度等方面比傳統工藝有較大優勢，特別適合中水設施場地不足、原水波動大、管理人員少、出水水質要求高的賓館、飯店和公共建築。
  9. In the base of analysis the water conservancy project ’ s management system history and actuality of our country, this paper point out some problems in the system, such as the property is not clear 、 personal exceed 、 the outlay is not enough 、 the system of insurance is not perfect ; bring forward something that can use reference in our country through introduce the water system of america 、 japan 、 holland ; then put forward the combine of construction and operation of water conservancy project, mainly study in feasibility research stage 、 design stage and building stage ; then, analysis the framework of pure - commonweal 、 quasi - commonweal and management water conservancy and point out the management system of water conservancy projects that suit in the conditions of our country. mainly in develop mixed farming 、 deepen in the system of personal 、 make correlation policy accelerate the reform of the water conservancy project system. at last, the author give some advice

    本文在分析我國水利工程管理體制歷史和現狀的基礎上，指出我國水利工程管體制存在的諸如單位性質劃分不準、人員超編、工程管理經費不足、社保體制不健全等方面問題;通過分析日本、美國、荷蘭等國的水利工程管理體制，提出可供我國水利工程管理體制模式借鑒之處;進而提出新建水利工程建設管理和運行管理有機結合的方法，主要從可研階段、設計階段、施工階段進行結合;然後按照水利可持續發展戰略思想，探討適合我國國情的三類水利工程管理體制模式，分別分析純公益性、準公益性、經營性三類水利工程管理體制模式，研究出適合我國國情的水利工程管理體制模式;從開展多種經營、深化人事制度改革、制定相關政策等方面促進水管單位管理體制的改革;在文章的最後，提出筆者的幾點建議和展望。
  10. 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。
  11. In the business world, competitions are so fierce that management has to be able to efficiently utilize information in order to survive

    在競爭激烈的環境里，管理人員和行政首腦必須有效地利用信息，不然就難以立足於不敗之地。
  12. 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。
  13. Although a lot of methods have been developed for this problem, there exist some common shortcomings concerning the evaluating accuracy, the objective attitude and the disinterested manner

    對企業管理人員的評價是企業人力資源管理的重點和難點，以往的評價方法在評價準確性、客觀性和公正性方面存在不足。
  14. Due to globalization and technological advancements, new kinds of risks evolve all the time. these are either difficult or impossible to insure by traditional ( re ) insurance means. what ' s more, the natural catastrophes have kept on striking the world one after another, which incurred enormous amount of losses that far exceeded the capacity of many ( re ) insurance companies. thus, as the result of a chain effect, large number of players went to bankruptcy. hard conditions now prevail in ( re ) insurance markets, which in turn leads to the shortages of market capacity and hence the increased premiums and tightened terms

    面對巨災以及重大損失的沖擊，傳統的分散風險的方法是通過保險或再保險來轉移風險，減少損失的程度。由於巨災的不確定性及不可預測性，近年來，國際再保險市場獲利不佳，導致再保險費用不斷上漲，進而使保險公司面臨成本大幅上升、甚至無法購買足額再保險的困境。因此，保險公司高層管理人員和風險管理者紛紛尋求其他管理損失風險的方式用以避免或減少巨災或重大損失造成的沖擊。
  15. It also sets forth the view that libraries play a positive role in developing the northeast economy, which is based on the principles ? taking advantage of information technology promotes industrialization and in retune making use of industrialization spurs information technology ? given by the 16th national congress of the communist party of china. with the theories of regional economy and library science, the paper remarks upon those problems lie in irm serving the development of the northeast economy. and then it is stresses the hidden functions of library resources and in the long term how to realize the development of both the northeast economy and the library cause under the leadership of the party central committee

    本文介紹了信息資源管理作為一門新興學科領域的沿革與發展，立足於黨的「十六」大指出的振興東北經濟，要走「以信息化帶動工業化，以工業化促進信息化的新型工業化發展道路」精神，闡述了圖書館在振興東北經濟中的作用，並用區域經濟理論與圖書館學理論相結合的方法，研究在振興東北經濟中，圖書館信息資源管理存在著信息資源管理人員素質不高;資金投入不足，技術設備落後;信息資源少，結構趨同、質量不高;管理手段不完善，缺乏專門的信息資源管理機構等問題，並針對問題提出了更新思想觀念、提高信息資源管理人員素質;增加對圖書館資金投入，完善信息資源管理手段，合理配置、深入開發信息資源;組建專門管理機構、創新信息資源共享體制;創新信息服務方式等對策。
  16. 4. under the situation that one man holds both the position of general manager and the position of president of board of directors ， the managers are inclined to take low related or unrelated diversification

    5 .在我國目前情況下，過低的持股比例可能還不足以形成有效的激勵與約束機制，管理人員仍會傾向于採取不相關或者相關程度較低的多元化戰略。
  17. This system can effectively encourage and limit the senior management personnel of the enterprise. in this paper the theoretical base, the operation mechanism and the application in foreign countries of this system are introduced. according to the problems existed in law, rules, and environment in our nation, and the misunderstanding and obstacle in stock option, this thesis study and designs the phantom stock option mould that is adept to china entrepreneurs in order to set the inner incentive mechanism for our enterprises to improve the incentive and control state for the senior management in corporation and to get more competitive power

    本文先從分析國有獨資公司或國有控股公司中廣泛存在的經營者激勵與約束不足問題入手，闡述了國有企業或國有獨資公司中存在的初始委託人虛擬化和委託代理關系失衡是問題產生的根本原因，繼而介紹了流行於西方企業中的、在全球500強企業中得到普遍應用、對企業高級管理人員能夠產生有效的激勵和約束的管理機制? ?股票期權制? ?的理論基礎、運行機理和國外的應用情況，並結合目前我國在法律、制度及環境方面存在著的現實情況，然後再結合我國股權激勵存在的誤區和障礙，研究設計出適合我國企業家的股權激勵模式，目的是使公司能夠建立起一套適合於我國國情的企業內部激勵機制，以改變目前高管人員激勵不足、約束不力的現狀，提高經濟效益，增強市場競爭力。
  18. The effective ways to alleviate contradictions between the supply and demand of audit in university are to place the audit in the very important position around the school ' s central tasks, to combine inside audit with social audit in order to ease the pressure from shortage of audit manpower ; to strengthen the inside auditoria management function and benefit from managing ; to bring auditoria macro - function into full play and increase the school ' s integrate profit

    摘要緩解高校審計工作供求矛盾的有效途徑是：緊緊圍繞學校中心工作，突出重點地開展審計工作；內部審計與社會審計有機結合，有效緩解內部審計人員不足的壓力；強化內部審計管理職能，從管理中要效益；發揮審計的宏觀作用，促進學校整體利益的實現。
  19. As a consulting company and external personnel of corporation, after diagnosis of operation and management of corporation, according to information and data, gci helps leaders shake off restriction of routine in the corporate operation. this will make them find insufficiencies and disadvantages of resources allocation, collocation, and utilization in the operation management. moreover, channels and methods of resources deep - seated exploiture potential and rational configuration will be developed, which makes leaders adequately recognize resources of organizations

    而作為咨詢公司，身為企業外部人員，在對企業運營與管理狀況進行調研后，根據調研所得信息數據等，輔助企業領導者跳出企業運營中具體事物的限制，從而清晰的看到企業在運營管理中的不足，發現企業運營中各項資源的匹配整合與應用的缺憾，並發現企業資源深層發掘潛力與合理配置的渠道與方法，使領導者能夠在此階段對企業資源加以充分認識，近而對其進行合理調整與匹配，重新整合后使各資源均能夠得以充分發揮，從而成為企業成長的動力基礎。
  20. The company owns advanced prod - uction equipment, a group of senior technique and manage - ment staff is gathering here. they make all kinds of designs, which guarantees to develop new products and meet demands of customers in various levels

    公司擁有一批高級的專業設計人才和專業管理人員，為產品的推新及滿足不同層次的客戶需求起了有力的保證。
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