職位評定 的英文怎麼說

中文拼音 [zhíwèipíngdìng]
職位評定 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
  • 定 : Ⅰ形容詞1 （平靜; 穩定） calm; stable 2 （已經確定的; 不改變的） fixed; settled; established Ⅱ動詞...
  • 職位 : position; post
  • 評定 : judge; pass judgment on; evaluate; appraise; assess; rate
  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 75 in the event that any public health authority fails to report the occupational diseases and occupational - disease - inductive accidents as regulated, the upper - level public health authority will order the liable public health authority for correction in addition to notice of criticism ; the principals, executives and other personnel directly responsible for any inaccurate report or deliberate concealment of actual conditions are subject to such disciplinary actions as post - lowering, deposal or dismissal

    第七十五條衛生行政部門不按照規定報告職業病和職業病危害事故的，由上一級衛生行政部門責令改正，通報批評，給予警告；虛報、瞞報的，對單位負責人、直接負責的主管人員和其他直接責任人員依法給予降級、撤職或者開除的行政處分。
  3. 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。
  4. 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。
  5. In the city wall of xi ' an, it is the area that protect relatively weak, develop and utilize most abundant, question most conspicuous at present in the thesis, i take the ming moat and its surroundings to concrete research object, research into its historical development, its protect current situation and its ecological function from the two aspects of the protection of cultural heritage and the urban ecological environment construction. after deep investigation and analyses of relevant instance, i put forth some suggestions about protective measure, ecological environment construction, planning management etc. finally the article advises to apply for culture heritage of the world with the units of city wall of xi ' an, bell tower, drum tower, big wild goose pagoda, and small wild goose pagoda etc, which have been listed among the major protected unit of historical relics at national level

    本文選取護城河及其環境為具體研究對象，從世界文化遺產保護、城市生態環境建設兩個角度入手，通過歷史演變與改造歷程追溯、保護現狀調查、生態職能建設三個方面對其進行了重點、深入的調查與分析，最後根據評析的結論以及相關實例借鑒，對未來西安明城護城河及其環境的認知定位、保護措施、生態環境建設、規劃管理等工作提出了一些具體意見，最後建議將西安明城墻、鐘鼓樓、大小雁塔等國家重點文物保護單位捆綁申請世界文化遺產。
  6. 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。
  7. Establishing formal job evaluation systems procedures for assessing job weighting ; and

    建立正式的職位評值制度及程序，以評定職位的比重以及
  8. Establishing formal job evaluation systemsprocedures for assessing job weighting ; and

    建立正式的職位評值制度及程序，以評定職位的比重；以及
  9. 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。
  10. As to the scientific and technological personnel of institutions of agricultural scientific research and relevant schools or colleges who are engaged in the work of agro - technical popularization, the practical achievements they have made in the work of agro - technical popularization shall be taken as major indicators for performance appraisal in determining and conferring academic and technical titles

    農業科研單位和有關學校的科技人員從事農業技術推廣工作的，在評定職稱時，應當將他們從事農業技術推廣工作的實績作為考核的重要內容。
  11. Its main value depends on the teachers and students, whose diligence and wiliness is relation to title evaluation system. the just, fair open title evaluation contributes to the present human capital ' s efficiency. but now, the system has many problems and leaks

    公正、公平、公開的職稱評定製度有助於現存的人力資本的高效使用，而目前，現行職稱評定存在著諸多問題與漏洞，一些環節還很不合理與完善，激勵機制不到位。
  12. It is the basic content of the transformation of the civil servants interviews to strengthen the scientific research on the aims of the civil servants interviews and theoretical demonstration on the interview contents, consummate the mechanism before and after the interviews and to incarnate the positions ' pertinence from the orientation

    加強對公務員面試測評目標的科學性研究，加強面試內容的理論論證和職位實證，構建面試前評估機制和面試后評價機制，從定位上體現職位針對性，這是轉型的基本內容。
  13. This person will be responsible for assisting preproduction functions such as social compliance, factory evaluation, preproduction testing and order following - up, quality assurance

    此職位工作者將負責協助大貨生產前的相關操作，如驗廠，工廠評估，產前樣品質檢，定單跟蹤及質量保證。
  14. 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。
  15. The article thinks : in term of expecting the theory in the performance goal - setting link, put forward goal should concrete, degree of difficulty proper, what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately, comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one, position adjustment and the salary adjustment

    文章認為:績效目標設定環節中從期望理論的角度，提出了目標應當是具體的、難度適當的、被員工所接受的等原則和觀點;績效管理實施環節中，應該進行持續不斷地績效溝通;績效評估環節中分別從評估維度的缺失和公平性問題來展開研究，應保證評估的全面性和公平性;正負激勵環節中從末位淘汰與職位調整以及薪酬調整的視角解讀員工行為。
  16. 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。
  17. The process by which the size of the job is determined usually by defining the jobs according to certain agreed factors such as know - how, span of control, complexity etc and applying a score to each factor

    職位相對價值的系統化方法，評定職位等級的過程一般根據某些議定的因素例如知識管轄范圍復雜性等
  18. In addition, ascertaining position wage needs to assess the position ; ascertaining skill wage needs to assess personnel ' s seniority ; ascertaining pay related performance needs to assess job performance ; ascertaining the entire standard of the corporation compensation needs to assess the profit ability and payment ability of the corporation

    此外，確定職位工資，需要對職位做評估；確定技能工資，需要對人員資歷做評估；確定績效工資，需要對工作表現做評估；確定公司的整體薪酬水平，需要對公司盈利能力、支付能力做評估。
  19. It is necessary to pose a sound system on the construction and management of the social benefit - based water projects, a system with clearing the subject of responsibility as a main line, with strengthening macro - control and improving micro - management as two aspects. the issue of government " s role, the issue of clearing the subject of responsibility, the subject qualifications norm of the project legal person, the inside and outside system of administer should be resovled as key problems

    在公益性水利工程項目建設管理中，政府職責應定位在：審批項目和項目籌資、組建項目法人、監督項目法人、項目竣工驗收及后評估、協調項目外部環境、建立規范的市場秩序，大力培育設計、監理、施工、咨詢、工程管理公司等市場主體和規范這些市場主體有關的法律法規的制訂。
  20. 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。
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