職位對比 的英文怎麼說

中文拼音 [zhíwèiduìbǐ]
職位對比 英文
job matches
  • 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...
  • 對 : Ⅰ動詞1 （回答） answer; reply 2 （對待; 對付） treat; cope with; counter 3 （朝; 向; 面對） be tr...
  • 比 : Ⅰ動詞1 （比較; 較量高下、 長短、距離、好壞等） compare; compete; contrast; match; emulate 2 （比...
  • 職位 : position; post
  1. But as a kind of mature management system, it has n ' t been applied successfully in most of chinese companies. the reasons of that include misunderstanding of science property of overall budget management 、 unfit budget management organization 、 lack of scientific management methods, and another important reason is that most of companies use the traditional building method of budget management system. the traditional building method based on the company ' s existing department functions, keeping the existing management process and work process fixedness, and expressing the department ' s work plan in quantity or currency form as their budget

    然而全面預算管理作為一項比較成熟的管理體系，在我國大部分企業卻並沒有得到很好的實施，這其中固然有對全面預算管理科學性認識不足、預算編制工作的組織不到位、缺乏科學的預算管理手段和控制手段等原因外，另一個重要原因是大部分企業在構建全面預算管理體系時使用的是傳統的構建方法，即基於企業現有的部門職能劃分而進行的，在保持作業流程和管理流程不變的情況下，將部門工作計劃以貨幣或數量的方式表示出來，即成為公司預算。
  2. Commerciality individual housing borrows money ( mortgage loan namely ) compare loan of housing accumulation fund to want to the demand bearing of borrower comfortable a lot of, have the effective and resident status, natural person that has capacity of completely civil action to want to satisfy following condition to be able to apply for only : the profession that has stability, income and repay ability ; the capital fund that the bank is approbated serves as guaranty or impawn ; the unit of put on sale that buys housing with place signed the contract that buy a house or book of the intent that buy a house

    商業性個人住房貸款（即按揭貸款）對借款人的要求相比住房公積金貸款要寬松許多，具有有效居留身份、有完全民事行為能力的自然人只要滿足下列條件即可申請：有穩定的職業、收入和償還能力；有銀行認可的資產作為抵押或質押；與所購住房的發售單位簽訂了購房合同或購房意向書。
  3. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  4. It is prohibited in the queensberry rules of prize - fighting to hit below the belt

    職業拳擊比賽的《昆斯伯里規則》里禁止打擊對手在腰帶以下的部位。
  5. Next, through must seeks to make a profit the organization and the institution in aspect the and so on concept, function comparison, has carried on the two commeasurable analysis, thus for overseas must sought to make a profit organization ' s managerial experience the model significance which reformed to our country institution to propose the theory basis

    其次，通過非營利組織與事業單位在概念、職能等方面的比較，進行了二者的可比性分析，從而為國外非營利組織的管理經驗對我國事業單位改革的借鑒意義提出了理論依據。
  6. 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。
  7. Whether it has made a comparison of the various waste disposal methods, such as landfilling, incineration and recovery, in terms of their costs, requisite technologies, numbers and types of jobs that can be created, as well as their impact on sustainable development ; if so, of the results of the comparison ; and

    有否就堆填、焚化和回收等各種處置廢物的方法在成本、所需技術、可提供的職位數目和類別，以及對可持續發展的影響等方面作出比較；若有，比較的結果；及
  8. Figures in brackets denote the vacancy rate, defined as the ratio in terms of percentage of the number of vacancies to the number of job opportunities i. e. the sum of the number of persons engaged and the number of vacancies

    括號內的數字是指職位空缺率，其定義為職位空缺數目相對就業機會即就業人數及職位空缺數目的總和的百分比。
  9. They decided to kick him upstairs and appoint a younger man to take his place

    他們決定對他明升暗降，讓一位比他年輕的人來接替他目前的職位。
  10. 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。
  11. She thought that they didn ' t pay much attention to the written of the resume, and there were many problems in the resumes

    她認為大家都對簡歷的撰寫沒有給予重視，簡歷中出現了不少問題，比如沒寫應聘職位，沒有突出自己的技術能力等。
  12. Section 1 : discuss outline of the director system : firstly discuss the concept of the director, secondly discuss the legal definition of the director ' s right and duty, thirdly discuss the relationship between the director and the company - commission theory, at last discuss the status of the director section 2 : discuss the existing flaws in our country ' s director system

    認為董事職權包括出席董事會的權利、召集臨時董事會議提議權、獲得報酬權、請求賠償權、監督權等項權力；另外，在董事職權的基礎上進一步探討董事與公司的關系。通過對比國內外的不同學說，認為委任說較為適合；最後，闡述了董事會的地位。
  13. 2. 33 the account would not be complete without a brief mention of the progress made in recent years in removing the differentiation between overseas and local terms and conditions of employment. the standing commission gave full support when the government first proposed in 1994 the common terms of appointment and conditions of service common terms with a view to removing the said differentiation

    問責性這三項因素，把一個可以代表一組政府職位的典型職位與私營機構內一組相類職位的典型職位作比較，然後計算每個職位的總分，再與該職位的薪金和整套薪酬福利互相配對。
  14. The system divided the civil service into occupational classes, each of which included a range of jobs with private sector analogues. the government carried out a series of occupational class surveys ; but since there were problems in finding comparable jobs in the private sector, the attempt to compare pay on the occupational class basis was not pursued

    問責性這三項因素，把一個可以代表一組政府職位的典型職位與私營機構內一組相類職位的典型職位作比較，然後計算每個職位的總分，再與該職位的薪金和整套薪酬福利互相配對。
  15. A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

    本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。
  16. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  17. The key point is how to use point method and factor comparison method during job evaluation to make out pay points of every single position along with the salary levels

    如何確定不同職位之間的相對價值是這部分的重點，我們結合了要素計點法和要素比較法對達新公司不同崗位的相對價值進行量化評估以確定薪酬水平。
  18. 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。
  19. These job descriptions set out the duties of civil service benchmark jobs for job matching use

    這些職責說明書列明公務員比較職位的職責，作職位配對之用。
  20. Using the scientific research methods combining the comparison, induction and deduction, and following the logical research thoughts, the paper firstly compare the current status between cfo in china and that in developed countries, and then analyzes the internal environment, sought target and locating in management process of cfo, as well as duties and core functions of cfo in the value creating activities, with reference to the target of the enterprise. based on above analysis and utilizing the relative theory in human resource management, the paper shows the beneficial investigation and personal comments on the capability frame of cfo in china

    本文採用比較、歸納和演繹相結合的科學研究方法，遵循合乎邏輯的研究思路，從發達國家和中國的財務總監現狀對比入手，由企業的目標出發，分析了財務總監履行職能的環境、所追求的目標及其在管理流程中的定位;進而分析了財務總監在公司價值創造活動中所應履行的職責及其核心職能;並在此基礎上，借鑒人力資源管理中的相關理論，對中國財務總監的能力框架進行了有益的探索，提出了個人的拙見。
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