職業發展制度 的英文怎麼說

中文拼音 [zhíyèfāzhǎnzhìdù]
職業發展制度 英文
career development program
  • 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...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 發 : 名詞（頭發） hair
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 職業 : occupation; profession; vocation; habiliment
  1. The article also analyzing the resistance comes from enterprise and indicate that building effective salary system and payment of house loan interest is feasible, give priority to interior training, assisting with exterior training, while providing promote chunnel for technical personnel should be deferred

    文章還分析了企業現狀對激勵機制實施的阻力，指出建立有效的薪酬制度和住房貸款利息給付計劃是可行的，可以實施以內部培訓為主、外部培訓為輔的培訓手段，員工職業發展的多跑道政策須暫緩實施。
  2. Accor ' s policy is to hire the best people and provide them with ample opportunity for career advancement

    建立高素質的員工隊伍，提供和創造充分的職業發展機遇是雅高集團傭工管理制度的方針
  3. Compared with china, the united states has many years experience to carry out esops and it is sure that china can learn a lot from american experience in how to develop this plan in more healthy and normative way. i did some research in status quo and background of esops development in usa in order to summarize some experience in how america developed their esops effectively and healthily

    作者帶著上面的問題，對美國員工持股計劃產生與發展的背景及現狀進行研究，試圖通過分析美國公司設立員工持股計劃的原因與背景，總結其發展的經驗，為當前中國現代企業制度改革，特別是中國職工持股制度的實踐提供一些借鑒與新的思路。
  4. Based on the fact that government function is lacking in the development of china modern logistics, and combining the experiences of western governments, the essay suggests that development of modern logistics in china needs proper and effective intervention by government in following areas : establishing logistics management system with chinese characteristics ; preparing overall development plan for modern logistics ; constructing an environment favorable for development of logistics industry ; exerting the effect of intermediary agent such as logistics association ; and promoting informationization and standardization of chinese logistics industry

    摘要在指出我國現代物流發展中存在政府職能缺失問題的基礎上，結合西方國家政府干預現代物流發展的經驗，提出了我國現代物流的發展在建立中國特色的物流管理體制；制定現代物流總體發展規劃；營造有利於物流業發展的環境；發揮物流協會等中介組織的作用；推動我國物流業的信息化和標準化等方面需要政府適度有效的干預。
  5. 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。
  6. Based on the above studies, the author carefully comes out 7 policies affecting china ' s road transport industry, which are the policy of road transport legislation system, the policy on restructuring the road transport industry, the policy on pricing system of road transport, the policy on reforming the approval system of operating on passenger transport routes, the policy on the development of logistics industry, the policy on the direction of changing the role of governments and its enforcing measures, the policy on reforming road transport administration system

    在以上研究的基礎上，慎重地提出了道路運輸法律體系建設、道路運輸結構調整政策、道路運輸價格形成機制、班線客運審批制度改革做法、物流發展政策建議、政府職能轉變方向及措施、道路運政管理體制改革思路7條影響道路運輸業發展的基本政策。
  7. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  8. The innovation of this text is that it proposed the new idea of vocational education important equally with the academic education ; proposed that pursues the identillcation of technical ability ail - roundly in the enterprises, so that the technician grows up fast ; proposed that the new mode of undergraduate + technician " of vocational education ; proposed that put medium vocational education to the countryside and expand the educational loan to the countryside, etc. it is believed that these schemes will train and bring up a large quantity of high technical talents for wuhan, and bring unprecedented brilliant progress to development of the manufacture of wuhan

    本文的創新點在於提出了職業教育與學歷教育同等重要的新觀念；提出在企業中全面推行職業技能鑒定和就業準入制度，以便技術人才快速成長的新舉措；開創「本科+技師」的職業教育新模式；推出把中等職業教育放到農村，把教育貸款擴展到農村的大膽設想等方案。相信這些方案將給武漢市培養和造就一大批高級技能人才，給武漢市製造業的發展帶來前所未有的輝煌進步
  9. On the basement of the quantitative analysis about the relationship between the rural industrialization and urbanization in gansu, the following conclusions have been drew in this paper ( 1 ) the development of town and township enterprises is the important driving force during the process of gansu ' s rural urbanization, and this point has been drew easily from the regression results showing that there is strong correlation ship between indexes about the urbanization process and ones about the development of town and township enterprises ; ( 2 ) nowadays the town and township enterprises ' driving on the rural urbanization of gansu ' s counties and restricts has seemed quite limited, because in the correlate analysis with the datum in 2003, the coefficient between the employment number of town and township enterprises and the urbanization level is only 0. 058 ; ( 3 ) there is no well mutually driving relationships between the rural industrialization and urbanization in gansu greatly because of the many existing problems such as too small business scale, capital shortage, low technique level, low quality of employees, imperfects of system etc. in the development of the town and township enterprises and the many deflects such as small scale, scattered distribution, signalized function etc. in the development of small towns

    在對甘肅農村工業化和農村城鎮化的關系進行定量分析的基礎上，得出結論： （ 1 ）鄉鎮企業發展是甘肅農村城鎮化的重要推動力（回歸結果顯示城鎮化進程的指標和大部分鄉鎮企業發展的指標間存在著很強的相關關系） ； （ 2 ）現階段鄉鎮企業在全省各縣區城鎮化進程中的作用已相對局限（在對2003年截面數據的相關分析中鄉鎮企業就業人數和城鎮化水平之間的相關關系極其微弱，相關系數為0 . 058 ） ； （ 3 ）甘肅鄉鎮企業發展中存在的諸如經營規模過小、資金短缺、技術層次低、從業人員素質低以及體制制度方面存在缺陷等一系列問題和小城鎮發展中存在的規模過小、建設檔次低、布局分散、職能趨同性強等問題致使鄉鎮企業發展和農村城鎮化發展在現階段沒有能很好地相互推動和促進。
  10. At the last part, the author introduces methods of employee flow management. first, hr manager should hold the pass of job application ; second, she or he should establish scientific promotion system and job rotation system to stimulate flow within enterprise ; finally, the company should try the best to retain ability employees and cut off redundant personnel. using these specific measures, the problems in state - owned enterprises will be improved

    國有企業人力資源部門應當從企業員工招聘環節開始把關，真實評估應聘員工的職業發展潛力，作出真實職位預觀，並做好試用期管理；同時應當做好員工內部流動管理，採用科學的晉升制度和內部輪換制度，疏通職業通道，使企業內部橫向流動和縱向流動均暢通無阻；企業還要做好員工流出管理，包括員工辭職管理和裁員管理；除此之外，企業還要樹立正確的人才流動觀念，創造吸引人才的機制，防止人才流失。
  11. Adopting integration inspirational mode, summarizing the content of inspirational mechanism including salary, welfare, work, train and occupation development. investigating the above aspect of current inspirational mechanism, analyzing advantages and disadvantages. find out the main problems as follow : salary is not competitive, salary system lack of rationality, performance checking is not diaphanous, welfare implement not do its best, work lack of challenge, employee lack of training, occupation route narrow

    文章對現代流行的激勵理論（內容型、過程型、綜合型激勵理論）進行分析，採用波特爾和勞勒的綜合激勵模型，總結出激勵機制所包含的內容：薪酬、福利、工作、培訓和職業生涯發展，並對現行激勵機制的以上幾方面進行調研，分析其利弊，找出其存在的問題主要有：薪酬競爭力不足，工資結構缺乏合理性，考核缺乏透明度；福利措施（尤其是住房問題）實施不力；工作缺乏挑戰性；缺乏員工的系統性培訓；職業發展路線單一等。
  12. As early as 12 years ago, the policies for developing the occupational pension system were issued. as a matter of fact it has progressed very slowly as the evidence shows the coverage of the occupational pension on the social scale only accounted for the 5 % of that of the basic old - age insurance. so its original aim of the second pillar is still far from fulfillment

    我國雖然早在十二年前就出臺了有關企業年金發展的政策，但實際發展卻極為緩慢，目前企業年金制度覆蓋的企業職工僅占基本養老保險制度覆蓋職工的5左右，其多層次社會保障體系第二支柱的地位還遠未實現。
  13. However, there are still quite a lot of constraints under current institutions to the sound operation of the extension centers, including shortage of extensionists, reduced times of training, too low of payment, unsuitability of their knowledge and skills to the new requirement of agricultural development, vaguer in the responsibilities and duties, lack of operational fund, lack of coordination among staff, poor management of the assets and physical materials, backward in the concepts and ideas about extension, weak in administration, etc. these factors restr icted the full play of the roles and functions of the centers, and the dissemination and adoption of the new agricultural technologies, varieties and products

    主要研究結果和結論：機構改革后，鄉鎮農業服務中心的編制數大幅度縮減，綜合性增加，組成人員呈年輕化，工作效率和責任心有所增強，為農業增產、農民增收、農村繁榮做出了應有的貢獻。但是現行體制也存在不少制約因素，主要有推廣人員不足、培訓學習減少、待遇報酬偏低、推廣人員素質與農業發展要求不相適應、機構職能不明、事業經費缺少、業務工作不協調、機構撤併資產管理混亂、推廣理念落後、組織管理不到位等。這些制約因素影響了機構職能的發揮，阻礙了農業新技術、新品種、新產品的推廣應用。
  14. Middle and primary teachers " continuing education is an important component part and an important means of teachers " career specialization. to promote development of teachers " specialities and to improve their training quality are a trend to reform teachers " training education by means of continuing education, which is concerned and supported in many countries all over the world, showing a fast - developing and increasingly properous prospect, and of course it ' s an inevitable choice for nearly all the clerks at teaching posts nowadays

    中小學教師繼續教育是教師教育的重要組成部分，是教師職業專業化的重要手段，通過繼續教育，促進教師的專業發展，提高教師隊伍的質量，是世界師范教育改革的趨勢和潮流，在世界許多國家受到關注和支持，顯示出方興未艾的繁榮和發展態勢，成為當代幾乎所有教師職業從事者的必然選擇。在我國， 「教師進修」作為一種教育制度已經在法律上得到確認， 「繼續教育」已成為教育領域中提高教師素質最具影響力的一個概念。
  15. In the background of the international metropolis, the general tendency of shanghai ' s city appearance and environment & sanitation is : taking the trade programming as the goal and putting this task in the first place ; taking the function conversion as the center and promoting the trade ' s system reform comprehensively ; taking systematical construction as the key, motivating the process of legal system construction ; taking the extend of the management ' s objects as the orientation and arranging the general distribution of this trade properly ; taking the technique as the reliance and accelerating the construction pace of digital city appearance and taking the optimizing of manpower resource as the security and struggling to upgrade the level of management and service

    摘要在國際化大都市背景下，上海市容環衛行業發展的總體趨勢為：以行業規劃為先導，把市容環衛行業規劃工作放在首位；以職能轉變為中心，全方位推進市容環衛行業體制改革進程；以制度化建設為重點，加快市容環衛行業法制建設步伐；以管理對象的拓展為方向，理順市容環衛行業整體布局；以科技手段為依託，加快「數字市容」建設的步伐；以人力資源優化為保障，著力提升市容環衛行業的管理與服務水平。
  16. China is a developing market economy country, and the cpa profession is immature, so i think that it is correct for china to choose the type of government interference as the system of regulation, which is independent of the cpa profession and belongs to the state council, to replace the administrative function of the cicpa. besides, china should improve the mechanism of external supervision, strengthen the quality supervision of auditing businesses and the construction of system, and perfect the related laws and rules

    我國作為一個新興的市場經濟國家，注冊會計師行業發展還不成熟，筆者認為我國應選擇以政府干預型為主的注冊會計師行業監管體制，建議專門成立一個注冊會計師行業監管機構，該監管機構應獨立於注冊會計師行業，並直屬于國務院，代替原注冊會計師協會的行業監管職能；同時，要完善注冊會計師行業外部監管機制，強化注冊會計師行業的審計業務質量監督制度，要重視基本制度的建設，逐步完善相關的法律規范。
  17. They establish scientific systems in selecting very excellent faculties, pay attention to faculties ' training for facilitating the professional development of faculties, carry out academic holiday system to plan faculties ' career, and build scientific and efficency faculty team in perfect proportion among teaching, research and service

    實施嚴格的教師準入制度，選拔優秀的教師；建立職前培養和職后培訓體系，促進高校教師的專業發展；實行學術休假制度，規劃教師的職業生涯；保持教學、科研、服務人員的適當比例，建立結構合理、高效的教師隊伍。
  18. Teacher certification system, as a legal system of admission to teaching profession, is of great significance to the improvement of. teachers " quality the promotion of teacher professional development and the enhancement of teachers " status

    教師資格制度是國家對教師實行的特定的職業許可制度。教師資格制度的實施對于提高教師素質、促進教師職業專業化發展、提高教師的地位都具有重要的意義。
  19. Apart from participating in professional affiliations and community service such as the hong kong institute of human resources management, hong kong employment development services, hong kong people management association, hong kong psychological society and heep hong society, dr. chiu has been actively involved in the review of the university s pay and reward structure for staff, medical review as well as academic and non - teaching staff performance management process

    他又熱衷從事專業及社會服務，包括支持香港人力資源管理學會、香港職業發展服務處、香港人才管理協會、香港心理學會和協康會的事務，並積極參與大學薪酬架構檢討、醫療福利檢討和教職員職效表現制度檢討等工作。
  20. Based on journalistic professionalism, the thesis tries to analyze and dwell on the development of the anglo - american journalistic self - regulation, and its theoretical and institutional backgrounds, arriving at the conclusion that journalistic self - regulation, with fusion of professional ideals, ethical norms and their discourse practice, is the internal driving force of the development of journalistic profession

    本文立足於新聞職業主義視角，試圖透視和觀照英美新聞職業自律的發展歷程，新聞自律的理論背景和制度背景；推導出融合了職業理念、道德規范和話語實踐的新聞自律是新聞職業發展的內驅力。
分享友人
分享到 Line

分享到臉書