考評者培訓 的英文怎麼說

中文拼音 [kǎopíngzhěpéixùn]
考評者培訓 英文
appraiser training
  • 考 : Ⅰ動詞1 （考試; 考問） examine; give [take] an examination test or quiz 2 （檢查） check; inspect3...
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 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 ...
  • 培 : 動詞1. （在根基部分堆上土） bank up with earth; earth up 2. （有目的地使成長、壯大） cultivate; foster; train
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  • 考評 : assessment
  • 培訓 : cultivate; train
  1. Also perfect for adult test - takers who need to review all the most - tested basic math concepts to score well on vocational and certification exams

    還需要完善，為成人試驗者有必要檢討所有最行之有效的基本數學概念來評分，以及對職業培訓和認證考試。
  2. 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。
  3. The examiners need to be trained in how to provide patient data for each scenario, how to question the examinee, and how to evaluate and score the examinee ' s responses

    考前，主試需過經培訓，以便明確如何在病例中提供病人資料，如何提問應試者，以及如何對應試者的回答進行評估與打分。
  4. From 2005, our country start to put into practice macroscopical adjust, price of crude oil and fibre raw material keep rising, the international trade situation is very grimness, add it turned the productivity of fibre to developped to the 2004 quick in 2001, a current excess, the profession competition turns worse, rate of exchange the influence that change the industry chain at the same time is over and above benefit in fraud that variety ability that a year, turn the fibre profession from here the 2005 the movement difficulty, realize the profits compares to descend 20. 3 % together, is four in the last yearses descend significantly for the very first time, also ising every kind of self - contradict ising convex with problem now, face such disadvantageous exterior environment, how to promote the fast orientation in company oneself new surrounding with the anti - risk ability, exist to the business enterprise with develop to the pass importance

    本論文首先對吉林化纖長絲車間生產管理進行系統現狀分析，其主要目的是查找生產管理系統存在的問題，並進行系統原因分析，從而確定系統優化方向。文章從生產計劃管理、生產組織管理、生產控制管理三個方面作了系統現狀分析，逐一闡述車間生產管理各個子系統存在問題有原因分析，在此基礎上運用生產管理系統優化理論，對車間生產管理各個子系統進行了優化研究，提出了系統優化方案。為保證車間生產管理系統優化方案能夠順利實施，筆者提出通過車間自身生產管理制度建設、績效考評系統建立、員工培訓體系建立、生產現場5s管理推行及車間班組建設，為車間生產管理系統優化提供更有力的保障。
  5. Because it is national labor department promulgates one of the 4th batch of new occupations, it is to answer the need and produces professional skill talented person of society, market, point to accept professional knowledge skill to groom, pass attestation of exam of national profession qualification, obtain from job seniority ( labor department is sent [ 1994 ] 98 date file sets the 6th times " the nuclear hair of the professional qualification appraisal that labor department is in charge of be being given priority to with skill and certificate and management " ), be engaged in nutrition seeking advice, propaganda and education of guidance of nutrient evaluation, nutrition, nutrition, nutrition management and the special profession that pursue nutrient education and scientific research job person

    因為它是國家勞動部頒布第4批新職業之一，是應社會、市場的需要而產生的職業技能人才，指接受專業知識技能培訓，通過國家職業資格考試認證，取得從業資格（勞部發[ 1994 ] 98號文件第6條規定「勞動部負責以技能為主的職業資格鑒定和證書的核發與治理」 ） ，從事營養咨詢、營養測評、營養指導、營養宣教、營養治理以及從事營養教學與科研工作的非凡職業者。
  6. Finally, the thesis concludes the designing features of the system and the direction in which the research goes in future. on the basis of learning, researching and analyzing the theory of training and development, the system absorbs the successful experience of training from the enterprises at home and abroad. combining the research on the subject with the excellent cases of training in various fields, it finds out the system of training and development that tallies with the actual situation in power plant

    在學習、研究、分析培訓與發展理論的基礎上，本設計體系吸收了國內外企業一些成功培訓經驗，採用專題研究和社會各界優秀的培訓案例相結合，探索符合電力企業實際情況的培訓與發展系統；採用理論研究與實際分析相結合，找出存在的問題和差距；從培訓需求分析到培訓結果的評估，設計出一套閉環的培訓管理體系，說明了培訓工作也是一個系統工程，需要培訓管理者從系統思考的角度來看待和管理培訓工作。
  7. Standardized oral examination （ soe ） is a performance assessment using realistic patient cases with a trained physician examiner questioning an examinee in a standardized manner

    標準化口試是一種使用真實病人的評估方式：由一位經過培訓的醫師作為考官，以標準化的方式向應考者提問。
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