管理人員特徵 的英文怎麼說

中文拼音 [guǎnlǐrényuántèzhǐ]
管理人員特徵 英文
managerial characteristics
  • 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）
  • 特 : Ⅰ形容詞（特殊; 超出一般） particular; special; exceptional; unusual Ⅱ副詞1 （特別） especially; v...
  • 徵 : 名詞[音樂] （古代五音之一 相當于簡譜的「5」） a note of the ancient chinese five tone scale corre...
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  • 特徵 : characteristic; feature; properties; aspect; trait
  1. 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。
  2. ( 1 ) for methodological syncretization of emi and km, existing reference architectures ( ras ) do not clearly reflect the level characteristics of enterprise knowledge and its organization and application modes. ( 2 ) for enterprise knowledge capture and application, existing enterprise modeling methods face the dilemma of how to facilitate friendly collaboration and communication between system analysts / developers and enterprise staffs, and how to help system analysts / developers utilize model knowledge to carry out effective quantitative analysis. ( 3 ) for knowledge re - use, it lacks powerful knowledge repository systems for enterprise model re - use and corresponding mechanisms for knowledge extraction, classification and index

    目前國內外關于該方向的研究尚處于起步階段，有許多問題亟待解決，主要表現在：在企業集成與知識管理的方法論融合方面，現有參考體系結構沒有很好地反映出企業知識的層次特徵及其組織、應用方式；在企業知識的收集與應用方面，現有企業建模方法在如何促進系統分析設計人員與企業人員進行友好的合作與交流和如何幫助系統分析設計人員利用模型知識進行有效的定量分析這兩個問題上存在著矛盾；在知識重用方面，缺乏面向企業模型重用的功能完備的知識庫系統及相應的知識提煉和分類檢索機制，能夠被業界廣泛接受的參考模型尚不多見；在建立面向企業集成的基於知識的系統方面，尚沒有很好地解決知識的形式化表示問題，缺乏用於描述企業深層知識的形式化建模手段。
  3. According the characteristics of services, service quality can be improved from seven aspects : stressing the tangible demonstration of service products, appropriate employee delegation, emphasizing awareness of client demand, strengthening standardization of services, increasing the stability of service quality, underscoring staff training, and improving personnel quality

    根據服務的特徵，改善服務質量，可從七個方面入手：重視服務產品的有形展示；適度的員工授權；重視?解顧客需求；加強服務的規范化；重視對服務人員的培訓；在整個組織內宣導質量觀念；將內部營銷納入到質量管理的范疇。
  4. Secondly, ownership control is an important way to restrain the act of plundering conducted by large shareholders while protecting the rights of minority shareholders. thirdly, compared to the inefficiency of state - owned shares and negotiable shares, the percentage of shares held by artificial persons is positively related with corporate performance. fourthly, interior shareholding has little stimulant effect on executive of corporate

    目前中國上市公司的股權結構具有以下特徵： （ 1 ）股權高度集中， 「一股獨大」現象嚴重； （ 2 ）股份按照投資主體被劃分為國家股、法人股、社會公眾股，其中占總股本約2 3的國家股和法人股不可流通； （ 3 ）內部人即公司高級管理人員持股數量少、持股比例低； （ 4 ）機構投資者規模尚小，總體持股比例較低。
  5. This paper tests the effect of characteristics of boundary spanners on interpersonal trust between organizations and inter - organizational trust through a structural equation model using data from home appliance distributors in china

    從施信方特徵、受信方特徵和雙方的互動特徵三個方面選取代表性變量，通過構建一個結構方程模型，以家電分銷渠道中的分銷商為樣本，檢驗了邊界管理人員特徵對企業間人際信任和企業間信任的影響。
  6. 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。
  7. According to china " s shipping management, i advice we refer to the measures taken by the fmc i. e. to establish specific supervision institution. since the special features of the competition in the international shipping market, we should stipulate the regulation on china " s international market competition in particular

    根據我國航運管理情況，建議參照美國設立聯邦海事委員會fmc做法，設立專門的執法監督機構；鑒于國際航運市場競爭特徵的特殊性，專門制定我國國際航運市場競爭規則，特別是對我國承運人在外國享有公平競爭權利的保護，擬從運價管理、競爭行為管理、經營行為管理著手探討。
  8. The ids works by two way, misuse detection and anomaly detection, misuse detection flags an intrusion on intrusion signature, this kind of detecting technic can be realized much more easily, and much more accurate, but it can not find some intrusiones that have been disguised or new kinds of intrusion. the anomaly detection can detect in more wide field, anomaly detection can compare new statistic data with average record, then anomaly record will be found, but it ' s more difficult to set a threshold, if the threshold is too big, some intrusion may be put through, if the threshold is too small, the ids will give more false positive alarm, and the threshold will be different with different people or different period, so the ids just simply show us their suspicious record, the administrator or expert will be in duty to analyze this record and give conclusion, the ids give more alarm than it should, leave us more detection record to analyze, and this is a hard work, we can not distinguish an intrusion or not if we analyze only one record, but we can judge if we find the relation among mass detection evidence. in this article, we try distinguish an intrusion using d - s theory ( proof theory ) instead using manual work, the ids will be more helpful and efficient

    濫用檢測採用的是特徵檢測的方法，實現較為簡單，判斷的準確性較高，但是不能判斷一些經過偽裝的入侵或特徵庫中尚未包含的入侵，異常檢測能夠根據以往記錄的特徵平均值，判斷出異常情況，但是對于異常到什麼程度才視為入侵，這個閥值非常難以確定，閥值設定的太高，有可能漏過真正的入侵，如果設定的閥值太低，又會產生較高的誤警率，而且這個閥值因人而異，因時而異，因此現在的入侵檢測系統把這部分異常記錄以一定的形式顯示出來或通知管理人員，交給管理人員去判斷，而這些ids系統難以判斷的記錄，如果對每個證據單獨地進行觀察，可能是難以判斷是否是入侵，而把許多先後證據關聯起來，專家或管理人員根據經驗能夠判斷訪問的合法性，本文試圖引入人工智慧中證據理論的推理策略和示例學習方法，代替人工檢查分析，可以提高效率，降低誤警率，並可以對一個正在進行得可疑訪問實現實時檢測，通過搜索及時判斷，及時阻斷非法訪問，比事後得人工處理更有意義。
  9. With reference to some theories and findings of internal evaluation home and aboard, this paper inquires into the current conditions of the internal evaluation of high - tech enterprise in china, explains the characters of the financial indexes system for. internal evaluation by comparing the internal evaluation with external evaluation, and elaborates the great significance of setting up a financial indexes system for internal evaluation

    論文分析了兩種集體激勵方式? ?利潤分享計劃和成本分享計劃的特點，指出對不同性質的部門應實行不同的激勵方式；結合中高級管理人才和技術人員的特徵，本文指出對他們的長期有效激勵方式是股票期權和虛擬股票，並對在高新技術企業如何具體實施股票期權和虛擬股票進行了說明。
  10. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  11. A traditional model of recruitment on the basis of person - position fit fails to consider the fit of organize culture and individual character, which result in the appearances of a series of questions of human resources management

    傳統的基於人與職位匹配的招募模式未能考慮組織文化與員工個性特徵的匹配，從而導致人力資源管理的一系列問題的出現。
  12. This part of research is mostly concerned with the sort, character and harm of port accidents ; the organize mode of port operation safety, the relationship between security department and other departments, the safely byelaws and ordinance, the problems of using byelaws and ordinance, the disposal and immunity countermeasure of port accidents. study about the transformation mechanism of port accidents

    主要是對港口生產中安全事故的類別、特徵及危害程度的研究；對港口在安全管理方面採用的組織機構模式及人員構成情況，安全組織機構與其它部門的相互關系的研究；對港口在安全管理方面制定的各項規章制度及安全條例，港口落實國家有關安全法律法規的實際情況和存在的問題的研究；對港口安全事故處理及預防對策的研究。
  13. By accordance analysis, the paper illuminate that it exists cognitive difference between the agents and life insurance company. by discrepancy investigation, it shows the agents, whose have different working experience, have notable different understanding about employee ’ s responsibility and cooperation & skills, while there are no material differences on their population characteristic. by coefficiency analysis, the paper shows there have the clear coefficiency between the organization ’ s transaction & development obligation with employee ’ s responsibility, so do in organization ’ s transaction obligation with factor of agent ’ s resignation

    論文通過量表的契合度分析，說明代理人與管理者之間在各個分量表中均存在著認知差異;通過差異性分析，說明不同司齡的代理人與員工責任的協作與技能這一衡量構面之間存在顯著差異，其他人口特徵與各個衡量構面之間並不存在顯著差異;通過相關性分析，說明組織交易責任、組織發展責任與員工責任之間存在顯著的相關性，組織交易責任與員工離職因素之間也存在著顯著的相關性。
  14. Virtual community and real community corresponding really but speech, in fictitious " projection " of space realistic space, such characteristics as the loose, interpersonal and interdynamic equality of the symbol nature with exceeding space - time, member ' s identity of human communication of fictitious community, interpersonal relationships, etc. ; to investigate from the sociology meaning, it has new characteristics in such respects as community members ' interdynamic, function and flow, management of the community of structure, community ' s colony of the community, etc. therefore, it needs to arouse the attention from society

    摘要虛擬社區是與傳統的實在社區相對應而言的，是現實空間在虛擬空間的「投影」 ，具有人際交往的超時空性、成員身份的符號性、人際關系的鬆散性、人際互動的平等性等特徵；從社會學意義上去考察，它在社區成員的互動、社區的功能與結構、社區群體的流動、社區的管理等方面具有新的特點，需要引起社會的關注。
  15. Four parts are included in this research : firstly, based on the theories and research findings of the competency, the integrated structure of this research is proposed. secondly, questionnaire method is employed to select the competences feasible to the middle - level managers in chinese enterprises and build up a general competency model. thirdly, based on the competences, a competency assessment scale is constructed to explore the structures of the competency. last, test the level of the middle - level managers and study the differences caused by the influencing factors

    本研究主要由四個部分組成:一是對勝任力的相關理論及研究成果進行整理和分析，提出本研究的總體框架;二是採用問卷法，選擇適用於我國企業的中層管理者的勝任特徵，初步建立勝任力理論模型;三是根據確定的勝任特徵，編制中管人員勝任力自評問卷，對勝任力的內在結構進行探討;最後施測自評問卷，了解企業中層管理者勝任力水平現狀，對各種影響因素引起的勝任力水平的差異進行比較研究。
  16. Through investigating nearly 1, 000 workers in various enterprises, ten competencies are identified which are team management and leadership, influence, organizational awareness, ethics, personal driving, analytical & conceptual thinking, interpersonal understanding, innovation, communication, adaptability & flexibility

    研究結果表明：企業中層管理人員的勝任特徵包括團隊管理與領導、影響力、組織洞察力、正直誠信、個人驅力、分析與概念思維能力、人際洞察力、創新、溝通、適應性與靈活性十個方面。
  17. Analyzing those population variables, we find that women pay more attention to ethics than men do ; state - owned enterprises pay more attention to organizational awareness and interpersonal understanding while enterprises in the three forms of joint venture, cooperative business and exclusively foreign - owned enterprises in china team management and leadership and personal driving ", financial industry wishes middle - level managers having high adaptability and flexibility while manufacturing industry and high & new technology industry innovation, service industry communication

    通過對性別、年齡、職位、企業性質、行業類型等人口變量的分析，發現：女性比男性更加看重「正直誠信」這一企業中層管理人員勝任特徵，國有企業更注重中層管理人員的「組織洞察力」 、 「人際洞察力」 ，而三資企業更看重「團隊管理與領導」和「個人驅力」 。金融業要求中層管理人員具有很強的「適應性和靈活性」 ，製造業與高新技術業要求他們有很強的「創新性」 ，而服務業則更需要「溝通」能力。
  18. In this thesis, with the research of the hunan telecom data division " s human resource management, we have analyzed the characteristic of the knowledge - based staff, and did research on education level s average ages average work times position structure and the job turn - over rate of hunan telecom data division " s staff. we conducted a survey in hunan telecommunication bureau and found out that the staffs who love their positions, are more willing to innovate, take the responsibility and cooperate with each other, and they do have their own ideas on career development

    本文以湖南電信數據專業人員管理為主線，在分析了知識員工特徵的基礎上，運用問卷調查、統計分析等方法，分析了湖南電信數據專業人員在學歷結構、平均年齡、平均從業時間、崗位結構、員工流失率等方面的特徵，以湖南省數據通信局為代表通過問卷調查歸納了其員工熱愛從事的工作、富有創新精神、勇於承擔責任、樂于協調合作和有樸素職業生涯管理意識等心理特徵，進一步從業務發展、企業文化、薪酬設計和員工培訓等幾方面指出了當前人員管理面臨的主要問題。
  19. For developing and managing human resources, and adapting to the change of internal and external environment, enterprise must make great effort on human resources planning, recruitment and flow of personnel, human resources tapping, personnel training, achievement evaluation, encourage and bonus system, and human resources protection keeping in mind the special characteristics of human resources compared with other resources

    人力資源與其它資源相比具有許多顯著的特徵，企業要開發和管理好人力資源，達到求才、用才、育才、激才和留才的目的，就必須針對這些特徵做好人力資源規劃、人員招聘與流動、人力資源開發與人員培訓、績效考評、激勵與獎酬管理、人力資源保護等工作，使企業更好地適應內外部環境變化。
  20. The fourth part : it is cleat that the potential customers of the program focus on the successful people including business men, managers and technique elite who age from 36 to 45 after the survey and analysis of character of potential customers

    第三部分:通過對項目住宅潛在目標客戶群需求特徵的調研和分析，得知本項目的潛在客戶集中在36 - 45歲之間的事業成功人士、高端管理人員以及技術精英。
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