職位評價 的英文怎麼說

中文拼音 [zhíwèipíngjià]
職位評價 英文
job evaluation
  • 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...
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 價 : 名詞1. （價格） price 2. （價值） value 3. [化學] （化合價） valence
  • 職位 : position; post
  • 評價 : appraise; evaluate; assess; estimate; valuation
  1. Through position analyzing and estimating, salary investigating, salary orientation and salary structure designing, working out a scientific, rational and open salary system. the emphases of welfare is to provide payment of house loan interest, purchasing life insurance for technical cadremen, etc. increasing challenge to working contents, organizing train plan to employee, encouraging study the skill of speciality and management. providing promote chunnel for technical personnel

    通過職位分析，職位評價，薪酬調查，薪酬定位和薪酬結構設計，制定出一套科學、合理、公開的薪酬制度框架；福利制度重點是提供住房貸款利息給付計劃，為技術骨幹購買商業人壽保險等；工作內容上增加挑戰性；組織實施員工的培訓計劃，鼓勵員工進行專業技術和管理技能的學習；提供與行政級別平行的技術職務升遷通道。
  2. Article 17 enterprises, institutions and other relation departments shall listen to the opinion of trade union in the prior evaluation of occupational safety and industrial disease hurt when construction, expansion and the projects of technological transformation

    第十七條有關部門和企業、事業單位在進行新建、擴建和技術改造工程等項目的職業安全和職業病危害的預評價審定工作時，應當聽取工會意見。
  3. To correctly assess the journal functions and guide the journal location is a problem of awareness of the connotative features and value judgements of journals in higher vocational education

    摘要正確評價高職學院學報的功能，把握學報定位，是對高職學院學報的內涵特徵和價值判斷的認識問題。
  4. This paper holds up a lot of the industry and the company ' s detailed materials and under the guidance of modern corporate strategic theories, applies such skills as pest analyse chart, function method, value chain method, swot analyse, evaluation matrix of strategic state, trying to offer the company a relatively objective and feasible corporate development strategy

    本論文以石家莊三鹿的發展為背景，以佔有企業大量詳實的相關資料為基礎，以當今的企業戰略理論為指導，先後運用了pest分析圖、職能法、價值鏈法、 swot分析、戰略地位評估矩陣等技術理論方法，試圖為石家莊三鹿提供一個比較客觀和有一定可操作性的企業發展戰略。
  5. The structure of this paper is as follows : section 1 introduces some basic theory of job analysis ; section 2 is the job analysis for the corporation ; section 3 analyzes the reasons for the occurrences of " job responsibility confliction " with role group theory, and further puts 360 - degree job analysis method and analyzes the original job analysis again ; section 4 evaluates the job analysis and secondary analysis, points out the contributions and shortcoming of this research work

    本研究共分為四部份：一、闡述了工作分析的理論基礎：二、對tp公司進行了全面的工作分析；三、用角色組理論分析了tp公司中崗位職責沖突產生的原因，由此提出了360度工作分析法並對原工作分析進行了再分析：四、對tp公司的工作分析及再分析作出了評價，評估了此次工作分析的作用和不足。
  6. 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。
  7. Since the end of last century, tax offices of our country have searched after tax assessment and have accumulated many beneficial experiences. under the teacher ' s careful instruct, writer surrounded the topic ? ? “ the research of method and application about tax assessment ”, discussed the general method and procedure of tax assessment for added - value tax

    筆者在導師精心指導下，以《納稅評估的方法與應用研究》為題，以煤炭開采業增值稅納稅評估作為實例，分析了納稅評估在稅收征管中的職能定位及經濟效應，討論了納稅評估的一般方法和程序，提出了增值稅納稅評估的模型、指標及綜合評價的方法。
  8. Economical responsibility audit, refer in particular to a higher level supervise activity of auditing authority or other auditing organization, accepting the commission of the relevant department, according to national laws and regulations and relevant policies, auditing the authenticity, legitimacy and benefit nature of financial revenue and expenditure of the department or unit when leading cadre holding a post, and the responsibility to relevant economic activity the leading cadre should shoulder, and apprising the economic duty how the leading cadre fulfil

    經濟責任審計，是特指審計機關或其他審計組織，接受有關部門的委託，依據國家法律法規和有關政策，審計領導幹部任職期間所在部門、單位財政收支、財務收支真實性、合法性和效益性，以及領導幹部本人對有關經濟活動應當負有的責任，包括主管責任和直接責任，藉以評價領導幹部履行經濟職責情況的較高層次的經濟監督活動。
  9. All of these have hindered the match between civil servant and its position and match dynamically. on the basis of analyzing the question and reason, to use the tool of correspondence principle of ability and rank to propose the optimization route of civil servant ' s position management, which is to set up and amplify the position classification mechanism with clear ability

    最後，在剖析問題和分析原因的基礎上，運用能級對應原理這一工具提出了公務員職位管理的優化路徑，即建立健全能級明確的公務員職位分類制度、建立健全選賢任能的公務員考錄制度、建立健全能績評價的公務員職務升降調轉制度和建立健全補能育能的公務員能力培訓開發制度等。
  10. In the first two parts, the thesis conducts comparison and ordering of financial indicators respectively for four types of institutional units in accordance with their functional classification, in addition to analyzing and describing their general conditions. in the last part, the thesis uses index analysis method, selects the analysis indicators representing respectively the financial conditions of each institution on the basis of the different financial management characteristics of the four types of institutions, in order to form different evaluation models. through calculation, it evaluates the general financial conditions of each institutions with quantitative standards

    在收支分析和資產負債分析部分，論文除對總體情況分析描述外，重點按照職能分類對四類事業單位的各項財務指標分別進行了比較和排序；在綜合分析部分，論文採用了指數分析法，根據四類單位不同的財務管理特點，分別選取了可以代表每類單位財務狀況的分析指標，形成不同的評價模型，通過計算，從量化標準上對各單位的綜合財務狀況進行了評價。
  11. Over the past two decades i ' ve had the opportunity to advise and recruit many extraordinary individuals. often, these are people who have reached the pinnacle of success. yet what ' s become clear to me is that reaching even the highest - profile, highest - paid, or highest - prestige positions isn ' t what ' s most important

    在過去的二十年裡，我有機會聘請許多傑出的人物並給他們建議。這些人大多都取得了輝煌的成功。然而我認識到（在他們的職業生涯中） ，獲得最高評價、最高收入或最高聲望譽的職位都不是最重要的。
  12. Under the guidance of the theories of organization design and organization strategy management, this thesis concludes the characteristics of personnel function system, and expounds the reference standards of controlling the number of personnel positions of corporations of csic through analyzing technology, resource and ability of csic ; then, applying the theory and methodology of organization strategy management, business process reengineering and human resource management and development, this paper analyzes and designs personnel function system of csic, inquires into management information system that is connective with function system, shows the procedure, contents and function direction model of position analysis and design of csic which has been applied to position appraisals of no. 703 research institute ; next, the thesis analyzes and designs the models of personnel performance appraisals, gives development procedure of performance appraisals index and illustrates the index integrated with the corporati ons " actualities ; finally, in this paper, performance appraisals index system of personnel on management and technology was designed, and also the personnel performance appraisals model using ahp methodology combined with performance appraisals index system of management personnel

    本文以有關組織設計和組織戰略管理理論為指導，通過對csic的技術、資源和能力進行分析，得出其人才職務體系的特點，提出了csic企事業單位人才職位數量控制的參考標準；然後，運用組織戰略管理、業務流程再造和人力資源管理開發理論和方法，對csic人才職務體系進行了分析與設計，並對與職務體系相結合的管理信息系統進行了探討；其次，給出了csic職位分析與設計的程序、內容和職務說明書範例，並將其運用到703研究所的職位評價中；再次，對csic人才績效考核模式進行了分析和設計，給出了績效考核指標開發流程，結合企業實際對業績考核指標進行了說明；最後，設計了管理和技術人才的績效考核指標體系，並運用ahp法結合管理人才績效考核指標體系構建了人才績效考核的模式。
  13. Position value to carry on datum that salary assigns to staff, meanwhile, encourage the reference of range as the compensation too

    職位評價是對員工進行薪酬分配的基礎，同時也是薪酬設計的參照標準。
  14. The second, actual situation part, making use of the past ' s theories and the research result analysis the salary system that based position value

    第二，實務部分，利用前人的理論和研究成果分析基於職位評價的薪酬體系。
  15. Through the factor evaluation method, offer firewood for the fact that the compensation is designed count, make position value in enterprise must use the quantity

    通過因素評價法進行職位評價，為薪酬設計提供了薪點數，使職位對企業的價值得以數量化。
  16. This text includes three contents mostly : the first, theories part, carried on an overview to the related cultural heritage and the foundation theories of the post evaluation and the salary system, put forward the way of thinking of this text research and the research method also

    本文大體上包括三個方面的內容:第一，理論部分，對職位評價和薪酬體系的相關文獻和基礎理論進行了綜述，並提出了本文研究的思路、研究方法。
  17. This text pointes out the problem existing in current salary system, and puts forward the goal of the salary system reform that is to set up a job evaluation - based new salary system, making the salary system have the function of attraction 、 reservation and encourage, and offering the effective support for realizing the strategic objective of the enterprise

    本文通過對長沙物貿公司現行薪酬制度的介紹及分析，指出了現行薪酬制度存在的問題，並提出了建立基於職位評價的全新薪酬體系，使其更具有吸引、保留、激勵功能，為企業實現戰略目標提供有效的支持。
  18. The second part is about the post fixed price and the designation of the post salary on the basis of the post valuation and the salary investigation

    第二部分在職位評估和薪酬調查的基礎上進行職位定價，進而對職位工資進行設計。
  19. Urban citizen ' s career prestige and social estate in the acceleration period of socio - economic transition

    轉型加速期城市居民的職業地位評價與社會分層
  20. The first one includes company ' s strategy and employee ' s career planning, and the latter includes human resource management and communicating mechanism management. the paper further stated bd company ' s incentive mechanism model from the following five aspects : organization re - design ( organization design and strategy re - form ), job re - design ( job analysis, job evaluation and management by objective ), the ability development of employee ( the training and career planning for employee ), value re - appraisal ( performance incentive and communicating management ) and value re - distribution ( compensation and stock option incentive ). it combines the systematic methods designed specifically for the existing incentive status in the company with detailed operation model as well as applicable cases, many of them have been exercised in the company and been proved to be effective after being summarized according to the actual circumstance

    文章進一步從企業價值鏈激勵模型的五個方面，包括組織再設計（組織設計與戰略重組） 、工作再設計（工作分析、職位評估和目標管理） 、能力再開發（培訓和員工的職業生涯規劃） 、價值再評估（績效激勵和溝通管理） 、價值再分配（薪資激勵和期權激勵）等對bd公司激勵機制模型進行了詳盡的闡述，既有全面系統的針對公司激勵現狀設計的方式方法，又有詳盡具體的操作模式和應用案例，其中的很多方案已經在bd公司進行了初步的嘗試和不斷地總結，取得了良好的運行效果。
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