職務評價 的英文怎麼說

中文拼音 [zhíwùpíngjià]
職務評價 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...
  • 務 : Ⅰ名詞1 （事情） affair; business 2 （姓氏） a surname Ⅱ動詞1 （從事; 致力） be engaged in; devote...
  • 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
  • 職務 : post; duties; job; function
  • 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. After compurgation these thinking from the west and the east, we will find there are many sameness and difference between them. chapter focuses on analyzing the environment of chinese public department human resource management and development in the contemporary era, pointing out the shortcomings in practice, furthermore, it argued the civil servant system in china

    文章的第二部分分析了當代中國公共部門人力資源的管理與開發環境，從政府在市場經濟條件下轉換職能的角度，評價了當前我國公共部門人力資源管理與開發的現狀，在此基礎上，進一步分析了我國公務員制度中的激勵問題，指出目前激勵的應用現狀及存在的不足。
  3. System of the company & it ' s subsidiaries stresses on owner ' s right, but system of the general company & it " s branches emphasizes operating performance control system. third, impc should strengthen using functions of financial management, including emphasis on capital decision, channel of long - term funds raising, flexibility of short - term funds raising, building the investment appraising system and dynamic cash flow system

    公司應強化應用財務管理的職能，包括應加強資本經營決策、長短期資金籌集分析決策（要建立長期籌資的功能，發揮短期融資的靈活性） ；在投資決策方面著重建立投資評價機制；資金管理要以現金流為重點。
  4. 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。
  5. 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。
  6. 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。
  7. By using the internal and external merger theories, the author analyses not only the process but also the feasibility and necessity of xi ' an transformer factory merger xi ' an heavy furniture factory. using the " effect evaluate system of state - owned capital " assess the financial effect after the merger and reorganization. the author discuss the risk and its being on guard about debts probably, and analyses the difficulty position about reorganization and cultural blend which took by the workers " puzzled of target enterprise

    本文運用國內外兼并重組理論，分析了西安變壓器廠兼并西安重型電爐廠的可行性和必要性，以及兼并重組的過程；運用「國有資本金績效評價體系」評價了企業兼并后的財務效果；創意性地提出並論述了在兼并過程中實現股權多元化的途徑；論述了或有負債的風險和防範；從心理學角度分析了被兼并企業職工角色的困惑給重組和文化融合帶來的困境；結合該案例重組的特點，論述了兼并重組中的速度風險和企業速度觀念；提出了企業通過戰略性改組實現可持續發展戰略。
  8. The article has focused on such researches as follows : firstly, it introduces the background of job analysis in no. 1 production department, and history, development and current situation of research of job analysis, and it also presents an approach of the whole research. secondly, it introduces a series of basic conceptions, methods and approaches of job analyses, indicates the general knowledge of job value appraisal system, and makes a comparison between and among various analysis methods. according to the strategic goal of the group, and the importance and function of no. 1 production department, it introduces the features and major works of no. 1 production department, and indicates that all goals and contents of various job should be focused on the tasks of the relevant department

    本文主要完成了以下幾部分工作：首先，論文對生產一部職務分析工作的背景，國內外職務分析的歷史、發展和現狀作了介紹，對研究工作的意義作了闡述，並初步提出了研究工作的思路；其次，介紹了職務分析的一些基本概念、方法和步驟，闡述了職務價值評價系統的概要，並對各種分析方法作了比較；論文根據集團的戰略目標、生產一部在集團所處的位置和作用，描述了生產一部的性質和工作任務。
  9. In section iii, " present operation state and operation forms of american teachers " continuing education ", the author presents the administrative management, professional management and staff management in american teachers " continuing education, as well as some evidences and evaluation on in - service education for selective teachers " certificate, school - centered teachers " training, educational master project, and teachers " training in professional practice schools

    在第三部分「美國教師繼續教育的現狀及模式」中，介紹了美國教師繼續教育管理中行政管理、業務管理、師資管理的現狀，詳細介紹了選擇性教師證書在職進修、 「以學校為中心」的教師進修、教育碩士計劃及專業發展學校教師培訓四種典型的培訓模式，並作了相應的評價。
  10. In the field of enterprise management, human being has become a very crucial factor in the achievement of enterprise ’ s strategic objective. will of the people that likes or dislikes, and investment degree of staff ’ s work determine the enterprises ’ prosperity and success in very great degree

    績效考核是對員工的工作行為及結果運用各種科學的方法進行考核和評價的過程，即根據員工的職務說明，應用制定的一定標準來比較和評價員工一段確定期限內對組織的貢獻的一個過程。
  11. Finally, it takes a value appraisal for the objects of analysis

    最後，論文對職務分析選取的對象作了價值評定。
  12. Furthermore, sub - series together assisted with duty evaluation method of grading method is attempted in design

    並在設計中大膽嘗試設計了分系套級並輔以評分法的職務評價法。
  13. Evaluation index for teachers ' titles and controversial matters

    高校教師職務評聘的評價指標與爭議問題
  14. Based on analyzing the basis and ability of performance appraisal of hunan sanhongzhongke co., ltd, this article discuss the job analysis by giving an example, meanwhile, how to set up and exercise budget is illustrated to offer standard for finance index

    對如何開展工作分析進行了論述，並以示例說明了職務說明書的編制;闡明了如何依據企業的實際情況建立和運用預算，為績效考核財務指標提供評價標準。在完善工作分析和預算管理的基礎上，按照一定的步驟對績效考核體系進行了設計。
  15. Afterwards, the design of performance index is expatiated. company kpi, department kpi, individual kpi and performance appraisal index is gotten step by step

    先確定公司級kpi ，再逐步分解得到部門級kpi 、個人kpi ，最後結合職務說明書得到個人的績效評價指標。
  16. This text make use of the system on the domestic and international risk of understanding which lead to audit practicing to study the present condition ' s foundation with are theories, deduces, and research methods, such as, attestations and analysis etc., factors of right audit risk down audit risk that theories of construction in the problem proceeds analysis research look for the theories fulcrum to lead to the audit theories and possibility towards risk lead to audit risk model that problem proceed analysis research. this paper brings up the fourth main factor project, and also is distinction of audit report risk with audit occupation risk, announcing to public audit risk actuality conversion, pointing study to operate the influence of the risk factor. to the model that risk of perfect audit risk of function, here the foundation study have the maneuverability to lead to the audit procedure and method problems with the period of the right fulfillment which have the leading meaning

    20世紀80年代中期，審計風險成為審計理論界和實務界研究的熱點和難點問題，為彌合審計期望差距，降低審計職業風險，在實踐中產生了一種以風險評價為中心的審計模式，即風險導向審計模式，該模式的出現對審計理論與實務影響都是深遠的，但目前還未形成統一的認識，尚有許多問題需要研究和解決，本文在了解國內外風險導向審計實踐和理論研究現狀的基礎上，利用系統，演繹，實證，分析等研究方法，對審計風險因素下審計理論結構的問題進行分析研究，以尋求風險導向審計的理論支點，以及對風險導向審計風險模型問題進行分析研究，提出四要素方案，也就是區分審計報告風險和審計職業風險，揭示審計風險現實轉化的可能性，重點探討經營風險因素的影響，對完善審計風險模型的作用，在此基礎探討具有可操作性的風險導向審計程序與方法問題，以期對實踐具有指導意義。
  17. 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。
  18. 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。
  19. At the end, a study on the basis of the high - tech enterprise - gsy is conducted, and the study on the financial indexes system for internal evaluation and the incentive policy of high - tech enterprise is applied in it

    根據平衡記分卡的基本原理，本文從工作績效和管理績效兩個方面，結合評價對象的工作職責和評價目標，分別設計了財務評價指標，構成企業內部財務評價指標體系。
  20. The fifth chapter discusses the value orientations of the academic human resource management policy in higher education institutions. it mainly discusses how to expand institution autonomy, advance the step of academic staffing system reform, normalize academic management system, innovate payment system, establish and refine the social security system of academicians. it also makes policy analyses of the construction of the system environment and dynamics of facilitating academician development

    第五章研究了高校學術人員管理政策的價值取向，著重從落實高校辦學自主權、推進高校學術職務評聘制度改革、規范學術管理制度、改革高校工資分配製度、促進高校社會保障制度的建立和完善等方面，就構建有利於學術人員自我發展的制度環境和動力支持體系進行了政策分析，並提出若干改革建議。
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