職務說明 的英文怎麼說

中文拼音 [zhíwùshuōmíng]
職務說明 英文
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  • 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...
  • 說 : 說動詞（說服別人聽從自己的意見） try to persuade
  • 明 : Ⅰ形容詞1 （明亮） bright; brilliant; light 2 （明白;清楚） clear; distinct 3 （公開;顯露在外;不隱...
  • 職務 : post; duties; job; function
  • 說明 : 1 （解釋明白） explain; illustrate; show 2 （解釋意義的話） illustration; instruction; explicatio...
  1. Please listen while i define your duties.

    請聽我詳細說明你的職務。
  2. Dr michael dickmann, director of the centre for research into the management of expatriation at cranfield school of management, said : long - term assignments, short - term assignments and international commuting are all on the increase. and for most employers, the benefits of these working arrangements clearly outweigh the costs

    克蘭菲爾德管理學院外籍人員管理研究中心主任michael dickmann博士說道： 「長期和短期職務任命以及國際間職務調動現象正在不斷增加，對大多數僱主來說，這樣的工作安排所帶來的收益明顯超過企業所付出的成本。
  3. All report sections should be coherently linked with a logical " red thread " which runs through from the beginning to the end of the report. a coherent report will, at a minimum, logically include : 1 appropriate background information to introduce the responsibilities, programme areas, operations, issues and environmental management structure of your organization ; 2 a policy that details your organization s commitments to improving performance in relevant environmental areas in light of item 1 ; 3 report contents that relate to each policy commitment and detailed measures initiatives undertaken in the reporting year and or previous years to improve performance to fulfill each commitment ; 4 results of the measures initiatives undertaken and resultant performance levels ; 5 assessment of performance clearly showing whether the performance meets the objectives and targets or not ; 6 follow - up actions and future objectives and targets to clearly demonstrate continual improvement initiatives ; and 7 top management s comments on the organization s future focus and prioritization of environmental issues

    按照常理，一份內容連貫銜接的報告最少應涵蓋以下內容： 1提供適當的背景資料，介紹機構的職責工作營運事務及環境管理架構2聲明機構的環境方針，詳述機構如何在第1點所述的背景下，承諾促進相關環境工作范疇的表現3報告關于每項政策承諾的事項，以及詳述在報告年度及或之前年度為改進環境工作表現以實現每項政策承諾所採取的措施行動計劃4說明上述措施行動計劃的成果及所達到的表現水平5列述環境工作表現評估結果，清楚顯示是否達到既定目標及指標6說明將採取的跟進行動和未來的目標與指標，明確表示日後會持續推行改善環境表現的行動計劃及7列述高級管理層為機構擬定的未來環保工作重點和處理環境事務的優先次序。
  4. Stephen, j., carroll, jr. & henry, l., tosi, jr., 1973. management by objectives : applications and research, new york : mc graw - hill

    劉麗華， 1999 。工作分析與職務說明書之應用?以s公司為例：第五屆企業人力資源管理診斷項目研究成果研討會。
  5. If the application is submitted by the creditor, it shall provide to the people ' s court its property status, debt list, credit list, relevant financial and accounting report, emolpyee settlement proposal and payment of the employees ' salary and contribution of their social benefits

    債務人提出申請的，還應當向人民法院提交財產狀況說明、債務清冊、債權清冊、有關財務會計報告、職工安置預案以及職工工資的支付和社會保險費用的繳納情況。
  6. But if the members of the faithful think that they can neglect the affairs of this world and forget that the faith demands they fulfil their duties in this world, they will be far from the truth

    梵二大公會議，教會在現代世界牧職憲章第四十三節說：固然，在此世我們並沒有永久的國土，而尋求來生的國土，但如果信友認為可以因此而忽略此世任務，不明白信德更要他們各依其使命滿全此世任務，則是遠離真理。
  7. Tracing back and sticking to the basic concept of public notary service, this article tries to discuss its professional characteristics and ethics criterion and to clarify the responsibilities assumed by the notary in the process of implementation of their duties. focusing on professional ethics and responsibilities, the article presents the problems existing in the vocation currently. in part two, the article discusses the concept of public notary system and the professional characteristics of notary, the purpose of which is to introduce the principles of the system and try to definite the characters of the profession

    本文擬追本溯源，客觀認知公證制度的基本概念，合理探討公證人的社會職業特性，檢討公證職業道德標準，明晰公證人履行職務應承擔的責任，既對當前公證業業己存在的部分問題進行評述，也對其他相關問題進行簡要的說明，主要從宏觀的角度分析公證人及其職業道德和職業責任兩個大的領域，而對公證業務方面在本文中不再提及
  8. In order to strengthen the realization of general strategic goal of hongta group, and establish a scientific, standard and reasonable human resource management system, it starts with job analysis, takes the practical situation of no. l production department into account and collects the related information through questionnaires method and interviews method, the article makes a deep analysis on those and introduces a volume of job descriptions for no. 1 production department, and provides a kind of approach to make a proper job analysis in hr management

    為了配合紅塔集團總體戰略目標的實現，加強集團人力資源管理的科學化、規范化、合理化。本文從人力資源管理中職務分析這一基礎性工作入手，結合紅塔集團生產一部的實情，運用問卷調查法和面談法收集整理出有關數據資料，通過科學的分析，得出一套切實可行的生產一部職務說明書，並由此提供了一種在人力資源管理中正確進行職務分析的方法。
  9. Based on the questionnaires and interviews, the writer collects and analyzes the related job information and data of no. 1 production department, and makes a systematic analysis on some jobs, which is strongly connected with production and embodies the features of process - production production and " three - high " of hongta group, and accordingly makes job descriptions to select proper candidate for the job

    並指出各工作崗位的工作目標和工作內容應緊緊圍繞部門所要完成的工作任務；作者通過問卷調查和面談法收集、整理了生產一部相關職務信息和數據，在此基礎上，根據紅塔集團流程型生產和「三高」的特點，理論結合實際地選取與生產息息相關的部分職務進行了系統的分析，編制了選定職務的職務說明書。
  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. Job specifications, entry requirements, resumes or records of the candidates should be easily accessible

    職務說明、入職條件、求職者履歷表及資料紀錄。
  12. 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。
  13. 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。
  14. Job description : fluids drawings and bill of material conversion ; technical support of the shop assembly and test of fluids equipment ; field service of fluids system ; engineering of fluids piping and equipment

    職責說明：流體系統、配管圖紙轉化；編制加工、采購件清單；車間流體設備安裝，調試技術指導；現場技術服務；流體配管及系統設計。
  15. Taking lanzhou administration for industry and commerce xigu branch as an actual example, at first, this thesis analyzes deeply the existing problems in performance appraisal in light of the appraisal situation of civil servants and conducts integrally different analysis from such these factors as concepts, environment, mechanism, capability and tool, etc. secondly, in light of the appraisal theories applying a series of methods it establishes the performance appraisal indicator system of xigu branch

    論文以甘肅省蘭州市工商行政管理局西固分局為實例，首先，針對西固分局公務員考核現狀，深入剖析了績效考核存在的問題，從觀念、環境、機制、能力、工具等因素，進行了綜合差異分析。其次，結合績效考核理論，運用文獻查閱法、職位說明書查閱法、專家咨詢法等方法設計了績效考核指標，構建了西固分局公務員績效考核指標體系。
  16. Job description of the secretary for financial services and the treasury

    財經事務及庫務局局長的職責說明
  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. Job description : able to timely fulfil the task in terms of quantity and quality as per production schedule ; able to evaluate manufacturing capability of supplier ; drawings can be separated to competent suppliers and intercommunion in technology ; controling subcontracting costing and manufacture schedule ; negotiating subcontracting independently ; solving manufacture problems in fieldwork in supplier

    職責說明：根據生產計劃按時按質按量完成外協任務；對供應商進行考察，劃分供應商的製造能力；將外發圖紙準確的發給恰當的供應商製造並進行技術交流；與供應商進行價格談判，控制外協成本和供應商的生產進度，解決供應商現場發生的問題。
  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. In the course of preparing the job descriptions, more than 200 job inspection interviews, covering 193 civil service benchmark ranks of 61 grades, have been conducted. the phase two consultant is now carrying out job matching and data collection work with participating private sector organisations

    在擬備職責說明書的過程中，第二階段顧問一共舉行了超過二百次職位檢視會面，會面涵蓋六十一個公務員比較職系中的一百九十三個職級。
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