職位匹配 的英文怎麼說

中文拼音 [zhíwèipīpèi]
職位匹配 英文
job match
  • 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...
  • 匹 : Ⅰ動詞（比得上; 相當; 相配） be equal to; be a match for Ⅱ形容詞（單獨） lone Ⅲ量詞1. （用於馬、騾等） 2. （用於整卷的綢或布）
  • 配 : Ⅰ動詞1 （兩性結合） join in marriage 2 （使動物交配） mate （animals） 3 （按適當的標準或比例加以...
  • 職位 : position; post
  • 匹配 : 1. [書面語] （婚姻配合） mate; marry 2. [電學] matching
  1. Above all, the professional setting that unit of choose and employ persons can consider applicant when choosing resume and job experience what whether need post with company place to hold a post qualificatory photograph matchs

    首先，用人單位在篩選簡歷時會考慮應聘者的專業背景和工作經歷是否與企業所需崗位的任職資格相匹配。
  2. Sencond, distinguish the function of organizations and agencies. third, optimize the establishment of functional department. fouthly, combine the centralization and divident of power, the authority assignment matches the service development ; at last, reorganize the branch offices following the economic zone and the efficiency principle

    一是提高組織層次運行效率，二是明晰組織機構功能定位;三是優化職能部門的設置;四是集權與分權相結合，權力分配與業務發展相匹配;五是按經濟區劃和效率原則重組分支機構。
  3. Recruitment model based on person - organization fit considers person - position fit, and person - organization fit synthetically

    基於人與組織匹配的招募模式綜合考慮了人與職位匹配、人與組織匹配兩個方面。
  4. 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。
  5. To set up a comprehensive connection network and human resource database for scholars both home and overseas to facilitate development of the zhongguancun enterprises, and to attract high - level and hi - caliber international talents

    運用專業測評工具，開展留學人員素質評價、留學人員就業崗位評估和留學人員職位匹配，結合市場實際需求和薪酬水平給留學人員以針對性的咨詢指導。
  6. After this, it analyses the question existing in the present civil servant ' s position management of our country, and points out chinese present fault of position classification mechanism, employing by examination mechanism, post promoting mechanism and ability training and developing mechanism

    其次，對當前中國公務員職位管理中存在的問題進行了分析，指出當前中國職位分類制度、考試錄用制度、職務升降調轉制度和崗位能力培訓開發制度的不完善，阻礙了公務員與其職位的匹配和動態匹配。
  7. But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,

    薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。
  8. Instead, the best strategy is to use the agent as a kind of tip service to keep abreast of jobs in a particular database ; when you get e - mail, consider it a reminder to check the database again

    翻譯：它的特點是互動，允許訪問者自定求職要求諸如工作地點、職位和薪水，當資料庫里出現與個人要求相匹配的工作崗位時它就會通過電子郵件通知求職者。
  9. With the design of performance management and salary system as the core, the " position group " concept is first introduced into the project ; by studying and analyzing the existing organization structure, the quantity and quality of existing human resources and the existing management methods, the system of key performance index ( kpi ) which will influence the success of an enterprise is established ; salary levels is decided by the performance of an employee, the salary paid is closely matched with the performance of employees

    該體系以績效管理和薪資體系設計為核心，首次引進了「職位族」的概念，對現有組織結構、人力資源的數量、質量及管理方法進行了認真研究和梳理，重建目標組織結構和結構核心流程，確定了影響企業成功的關鍵績效指標體系（ kpi ） ，按職位族、類的工作績效設定薪資層級，實現了工作績效與報酬匹配的目標。
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