管理者的職位 的英文怎麼說

中文拼音 [guǎnlǐzhědezhíwèi]
管理者的職位 英文
directorship
  • 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...
  • 者 : Ⅰ助詞1 （用在形容詞或動詞後面 或帶有形容詞或動詞的詞組後面 表示有此屬性或做此動作的人或事物） 2 ...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 位 : Ⅰ名詞1 （所在或所佔的地方） place; location 2 （職位; 地位） position; post; status 3 （特指皇帝...
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  • 職位 : position; post
  1. At the same time, in order to get adapted to the market change, improve the competitiveness, reinforce the cohesiveness and maintain the upswing trend, cec should take effective measures, such as to accept new idea and develop the managers " awareness of competitiveness ; reform the selecting and appointing mechanism ; establish a sound compensation system ; improve consumption for the position ; break the dominance of state - owned shareholders on the stock market and improve corporate governance structure ; reinforce the financial supervision on the corporation ; make a full use of restraint effect of competitiveness and reputation mechanism ; build various " golden parachutes "

    與此同時， cec在企業經營者激勵與約束方面應採取針對性的措施，通過轉變觀念，樹立市場經濟的競爭意識和產權意識；改革企業經營者的選拔任用方式，積極推進企業經營者管理的市場化進程、建立科學合理的薪酬體系、規范職位消費，實行職位消費貨幣化、調整股權結構，實現投資主體多元化，健全公司法人治理結構、加強企業財務監控和內部制度建設、充分發揮市場競爭機制和聲譽機制對企業經營者的激勵約束作用、設計各種形式的「金色降落傘」等措施的實施，適應市場變化，提高企業核心競爭力，增強企業的凝聚力，保持事業的長盛不衰。
  2. The third countermeasure is to cause the public service personnel dare not to commit the duty crime through revising the relevant laws and regulations, investigating the behaviors of breaking laws and regulations promptly, and increasing the detection and punishment force. the article also proposes the following new opinions about the precautionary countermeasures : reforming the management system of " quaternity " in the engineering construction and establishing a specialized agency

    在防範對策中提出了如下新見解:改革「四位一體」的工程建設管理體制，成立一個負責工程管理的專門機構;評標委員會成員從專家庫里臨時、隨機抽取;改革公職人員工資體系，新增「浮動工資」 ;建立廉政獎懲機制;完善「掛靠」等其他違法者的個人責任和串通投標罪的立法。
  3. The authors give an account of the measures adopted in their hospital : detennining which part of the rear service was to be outsourced first ; selecting the organizations for cooperation ; clarifying the obligations of each party and drawing up working standards ; amplifying necessary rules and regulations ; and strengthening organization and management

    筆者結合單位的實際介紹了做法：確定率先推向社會的服務內容；選擇協作單位；明確各自工作職責，擬訂工作標準；健全規章制度；加強組織與管理。
  4. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  5. The current administration of private colleges must be reformed and improved in that there are many shortcomings like inexact definition of national management of private colleges, imperfect laws and regulations, unsound administrative institutions and lack of governmental investment and so on

    由於我國現行的民辦高校國家管理存在定位不準確，法規欠完善，教育行政管理機構不健全，難以履行政府作為行政管理者所具有的職責，國家缺乏對民辦高校必要的投入，迫切需要改革、完善。
  6. It must deal with customers in a whole new way, for only when the mindset of the managerial staff changes can the style of employees be really affected and reshaped

    要擺正與客戶的位置，改變思維方式，只有管理者的思想有所轉變，才能夠言傳身教地影響職工和教育職工。
  7. One question that the manager inventory chart does not answer is promotable to what ?

    在管理者貯備圖中，尚未回答的一個問題是能晉升到什麼職位？
  8. Based on the analysis of the development of automobile technology, maintaining characteristic, working course, the current situation of talents ' training and etc, the paper puts forward that the orientation of maintaining talents in higher vocational colleges should be to train " automobile doctor " and technological administrator, regard ability as the center, construct two major teaching systems of theory and practice, pay attention to the cultivation of comprehensive thinking analytical capacity and correct several mistaken ideas, realize the goal of cultivation of higher vocational education, and at last send the applied senior technicians to the automobile service market

    摘要文章通過對現代汽車技術的發展、維修服務業的特點、工作過程、人才培養的現狀；崗位對人才要求等的分析，提出高職汽車維修人才的定位應該是以培養「汽車醫生」和技術管理者應用能力為中心，注重綜合思維分析能力的培養，構築理論和實踐兩大教學體系，並糾正高職教育中的幾個誤區，從而實現高職教育的培養目標，為「汽車後市場」輸送應用型高級技術人才。
  9. Graduates earning more than 25, 000 per month were management consulting analysts, actuary associates, financial planners, teachers in private international schools, government administrative officers and police inspectors

    月薪2萬5千元以上者從事的職位包括管理顧問分析員副精算師財務策劃師國際學校教師政府政務官及督察。
  10. Managers have a personal interest in the information disclosed, because of the potential for promotions, bonuses, stock, and other benefits

    在職位提升、獎金和股票等潛在利益的驅使下，所披露的信息與管理者個人的利益息息相關。
  11. Competency model is a competency structure to meet the need of excellent performance of position, it describe a special combination of knowledge, skill, characteristic which are necessary to complete the concrete task in some organizations. competency model is according to appraising and analyzing people scentifily. it provides a new method for planning and

    本文以吉林聯通為實例，通過行為事件訪談法、問卷調查等方法創新性構建出吉林聯通中層管理者能力模型，然後以吉林聯通中層管理者能力模型為基礎，闡述了其在職位分析、招聘甄選、員工培訓、績效管理、職業生涯等模塊中的應用。
  12. The balance of the positions at the hotel ( 30 management and 40 shift leader positions ) were predominantly filled by transfers from other ahi properties

    酒店職位的平衡（ 30個管理者和40個輪班領導位置）被其他ahi地產送過來的人主要供應。
  13. Prior to joining crowne plaza jinan, scott was the executive assistant manager at crowne plaza fudan shanghai where he was part of the pre - opening team that was instrumental in setting up the crowne plaza brand and operational standards which have resulted in the hotel achieving a top 3 guest satisfaction in asia pacific for crowne plaza last year

    在加入濟南貴和皇冠假日酒店之前，思高德先生擔任上海復旦皇冠假日酒店行政副總經理一職，作為籌備開業的高層管理者，思高德先生協助酒店建立起皇冠品牌標準及酒店經營、操作程序標準，為上海復旦皇冠假日酒店在2006年賓客滿意度位居亞太區皇冠品牌前三名奠定了良好的基礎。
  14. As to those who like the post but can ' t achieve high performance due to their individual competency, managers should attach more importance to the training of their working skills, even should ascertain the shortage and deviation of their actual operation on first line, you know, the effectiveness of on - site training and instruction is far better than conclusion afterwards

    面對喜歡該職位但卻因為能力問題無法取得高績效的員工，管理者應該側重於工作技能的培訓，甚至和該員工一起深入一線找出實際操作的不足和偏差，因為現場培訓和指導的效果要遠遠強於事后的總結。
  15. In the existing organization of the society, irrespective of whether the position is high or low, myriad of employees wish to be concerned and respected, enterprise ' s management should analyze why they lose working interest, do they lose working enthusiasm because of incapability, or their poor performance caused by being ignored

    在社會存在的組織中，不管職位高低，大多數人都是希望被關注、被尊重的，企業管理者應該分析員工失去工作興趣的原因，是因為無能力而丟失工作熱情，還是因為被忽略而低績效。
  16. In the existing organization of the society, irrespective of whether the position is high or low, myriads of employees wish to be concerned and respected, enterprise ' s managers should analyze why they lose working interest, do they lose working enthusiasm because of incapability, or their poor performance are caused by being ignored

    在社會存在的組織中，不管職位高低，大多數人都是希望被關注、被尊重的，企業管理者應該分析員工失去工作興趣的原因，是因為無能力而丟失工作熱情，還是因為被忽略而低績效。
  17. As to those who like the post but can ' t achieve high performance due to their individual competency, management should give weight to the training of their working skills, even should ascertain the shortage and deviation of their actual operation on first line, you know, the effectiveness of on - job - training and guidance and far better than afterwards conclusion

    面對喜歡該職位但卻因為能力問題無法取得高績效的員工，管理者應該側重於工作技能的培訓，甚至和該員工一起深入一線找出實際操作的不足和偏差，因為現場培訓和指導的效果要遠遠強於事后的總結。
  18. With proper exposure, mentoring and career development, they will become our managers of tomorrow

    通過適當的定位、指導和職業發展，這些人將成為麥德龍明日的管理者。
  19. In the ethnic groups, no matter how high his position is, the majority people all are hope to be paid attention and to be respected, so that supervisors should analyzes why they lose interest in work., inability or being neglected with low achievements

    在社會存在的組織中，不管職位高低，大多數人都是希望被關注、被尊重的，企業管理者應該分析員工失去工作興趣的原因，是因為無能力而丟失工作熱情，還是因為被忽略而低績效。
  20. The relative importance of planning, organizing, leading, and controlling ? the four managerial functions ? to any particular manager depends on the manager ' s position in the managerial hierarchy

    計劃、組織、領導、控制這四種管理職能對某一特定管理者的相對重要性，取決于該管理者在管理層級中所處的位置。
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