職業評價人員 的英文怎麼說

中文拼音 [zhíyèpíngjiàrényuán]
職業評價人員 英文
vocational evaluator
  • 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; ...
  • 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
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 職業 : occupation; profession; vocation; habiliment
  • 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. 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。
  3. Article fifteen the institution in charge of the professional qualification registration of eia engineer should release the information on registered engineers periodically to the public

    第十五條環境影響評價工程師職業資格登記管理機構應定期向社會公布經登記人員的情況。
  4. For large volume customers, subsequent to the conclusion of price and volume of products, the company s field application staff will assist customers in the product evaluation until customers agree to the final version and send their purchaser orders to the company in country x. the sales people will then pass the order information to customer service staff of the company for inputting into the computer ordering system

    至於大額客戶，該公司與客戶議定產品定價及數量后，該公司的外勤職員會協助客戶評估產品，直至客戶同意產品的最後版本為止，客戶隨后會發出訂貨單予x國的該公司。營業人員會把訂貨資料通知該公司的客戶服務部職員，以便他們在電腦訂貨系統輸入資料。
  5. The health condition and the mental state of the developers affect the achievement and the continuable development. the fact that we are concerned about the software developer ’ s work environment, the need to work, the life and the health is to pay attention to the software enterprise. the software developer is a very special community, whose industry characteristics, working conditions, personal character, organization management etc. have the obvious different characteristic from other industry

    本文通過理論研究、案例分析、調查分析等方法，了解了軟體企業開發人員的工作、生活、人際關系、個人成長等職業環境現狀，分析了職業環境對他們身心產生的傷害和根源，並針對現狀從管理體制、生活習慣、工作習慣、心理需求等各方面提出了一整套職業保健計劃實施方案和評價體系。
  6. To set up a comprehensive connection network and human resource database for scholars both home and overseas to facilitate development of the zhongguancun enterprises, and to attract high - level and hi - caliber international talents

    運用專業測評工具，開展留學人員素質評價、留學人員就業崗位評估和留學人員職位匹配，結合市場實際需求和薪酬水平給留學人員以針對性的咨詢指導。
  7. That is to say, auditing agencies and auditors are subjects ; government administration activities are audit object ; the audit goals are to evaluate economy, efficiency and effectiveness of government administration activities and provide proposals for improvement ; evaluation and its extending service are the emphasis of audit function. the content includes auditing of economy, efficiency and effectiveness. collecting, analyzing and evaluating techniques are used in auditing, the characteristics of which are that the range of audit is large and variable, audit object is indirect and difficult to be quantified and so on

    可見，審計主體是審計機關及審計人員：審計客體是政府部門公共管理活動；審計目標是評價政府部門公共管理活動的經濟性、效率性和效果性，為改善公共管理效果提供意見和建議；審計職能更偏重於審計評價以及由此延伸出來的服務職能；審計內容包括經濟性審計、效率性審計和效果性審計；審計方法有搜集方法、分析方法和評價方法：審計特點包括審計范圍的廣泛性和變化性，審計對象的間接性和難以量化性，審計指標的針對性和靈活性，審計方法的復雜性和綜合性，審計判斷的專業性和謹慎性，審計結論的建設性，后續審計的必要性。
  8. Based on the above - mentioned analysis, we use the theoretical knowledge of project management to elaborate the various possibilities to resolve the problems, and then put forward effective countermeasures, which include analyzing the competition strength of retapase in the biopharmaceutical industry ; evaluating the resources of the fdzj company and its competition strength by using the swot analysis method, collecting the market information by questionnaire survey, interview and document retrieval of domestic and internal literatures. after this, we predict the market requirement and the price of the rctapasc and propose to set up a project management team which can control the r & d, production, sales, finance and affair communicating personnel systematically

    本文在深刻剖析上述問題的基礎上，運用項目管理方面的理論知識，充分闡述問題的解決方案，給予了有效的對策。其中包括：項目行業與競爭力分析，運用swot分析法評估公司資源和競爭能力，通過書面調查、訪談及查閱國內外相關文獻等方式收集市場信息，在此基礎上，進行項目的市場需求量預測，價格預測。成立集研發、生產、銷售、財務及公關人才於一身的項目團隊管理項目，並採用強矩陣結構，集合直線制與職能制的優勢，對全體員工實行股份期權激勵，使員工利益與項目形成命運共同體。
  9. From the result, we found that there is obvious difference between gymnast and other professional group

    結果發現，體育從業人員的職業聲望評價與社會其他職業群體有著明顯的差異。
  10. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  11. Article twenty - two institutions could employ those who obtain the professional certificate of eia engineer through national examination as engineer according to their needs

    第二十二條通過全國統一考試，取得環境影響評價工程師職業資格證書的人員，用人單位可根據工作需要聘任工程師職務。
  12. The institute of sanitary assessment on construction is constituted by the pre - assessment units in the department of food hygiene and the department of environmental hygiene of beijing municipal center for hygiene and anti - epidemic control and beijing institute of occupational disease prevention and control which comprised of sanitary technicians and engineering technicians with many years experience

    建設項目衛生評價所（簡稱預評價所）是在原北京市衛生防疫站食品衛生科、環境衛生科內設的預評價組及原北京市職業病與勞動衛生研究所的基礎上組建而成的，現有工作人員均為從事此項工作多年的衛生技術和工程技術人員。
  13. In part three of the article, the author appraises the public credit of public notary service, analyses the causes of the declining credit in the business and proposes some practicable corresponding resolutions of rebuilding the public credit of the service. in part four and five, the article discusses the professional ethics, responsibilities and its causes with an expectation of reducing an d evading the problems existing in the service. in conclusion, the purpose of this article is to arouse the attention and pondering on the problems the author concerns in the public notary service of both academic and industrial circles, especially the relevant administrative apartments of the government, only by doing so, can it be realized the modernization of the public notary service in our country

    本文第二部分著重論述了公證制度和公證員職業的性質，其意義是介紹公證制度，界定公證人的職業性質;第三部分就當前情況下公證與社會公信力的關系進行了評價，同時就如何重塑公證的的公信力進行了論證，在分析目前公證業社會信譽下降原因的同時，提出了建立公證權威的意見;第四、五部分析了公證職業道德和職業責任的有關問題，並對公證責任和成因進行了探討，同時，期待能合理避免公證員在執業過程中應當承擔的責任。
  14. 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。
  15. The author analyzed the proceeds of investment decision of fund firms and other facts to evaluate the fund firms ; analyzed the style of investment, the sprit of the fund managers and so on to evaluate them

    通過分析投資決策架構和決策流程、投資哲學和經營理念、高級管理人員等因素對基金公司進行評價；通過分析市場判斷能力、股票變現能力、投資理念、職業操守等因素對基金經理進行評價。
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