職業評價過程 的英文怎麼說

中文拼音 [zhíyèpíngjiàguòchéng]
職業評價過程 英文
vocational evaluation process
  • 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
  • 過 : 過Ⅰ動詞[口語] （超越） go beyond the limit; undue; excessiveⅡ名詞（姓氏） a surname
  • 程 : 名詞1 （規章; 法式） rule; regulation 2 （進度; 程序） order; procedure 3 （路途; 一段路） journe...
  • 職業 : occupation; profession; vocation; habiliment
  • 評價 : appraise; evaluate; assess; estimate; valuation
  • 過程 : process; procedure; transversion; plication; course
  1. Findings are : ( 1 ) written word, chirography ' s development process : ja - gu - wen ( inscriptions on bone or tortoise shells ) jin - wen ( bronze inscription ) zhuan shu li shu ( an ancient style of calligraphy ), ( 2 ) material flux ' s affection process : bone bronze jian du ( wood, bamboo ), silk book ( silk ), stele carving ( stone ) paper, ( 3 ) technology flux ' s affection process : carve model cast write, ( 4 ) written - word use for common people, ( 5 ) chirography ' s artistic change ( change to calligraphy ), ( 6 ) difference and valuation of occupation or interest ( writing craftspeople and calligrapher )

    研究結果如後述： （ l ）文字、書體的演變過程：甲骨文金文篆書隸書， （ 2 ）材料變遷的影響過程：甲骨青銅簡牘（木、竹） 、帛書（絲） 、碑刻（石）紙， （ 3 ）技術變遷的影響過程：契刻范鑄書寫， （ 4 ）文字使用的平民化， （ 5 ）書體的藝術化（書法化） ， （ 6 ）職業或興趣所形成的差異與評價（書匠與書法家） 。
  2. Fisrt, this paper dissertates the necessities and feasibilities for establishing and implementing ims theoretically. second, it resreachs the problems in the process of establishing and implementing ims, and list the planning and designing moughtway for 5th engineering corporation of china railway 20 bureau group. meanwhile, it provides some suggestions for key steps of establishing and implementing an ims. for example, orgnazational improment, training implementation, initial review, development of managerial principal and goals, and compilation of procedural documents. after that, this paper designs a set of evaluation indicators on the basis of pdca., and put forwards evaluation method and process for the effectiveness of an ims. last, it also makes some concrete proposals vs possible difficulties in the process of performimg an integrated management system, for the continual improvement of the corporation ' s ims

    本文首先從理論上分析了建立與實施一體化管理體系的必要性和可行性；其次，對中鐵二十局集團五公司質量、環境和職業健康安全一體化管理體系的建立與實施問題進行了研究，給出了該公司建立與實施一體化管理體系的策劃和設計思路，同時就建立與實施過程中的重點問題進行了研究，如組織機構的優化、貫標培訓的實施、初始評審的實施、管理方針的確定、管理目標的設定以及程序文件的編制等；然後，設計了基於pdca （策劃、實施、檢查、處置）模式的一體化管理體系有效性評價指標體系，給出對五公司一體化管理體系有效性進行評價的方法和過程；最後，分析了一體化管理體系運行過程中可能遇到的問題，並給出中鐵二十局集團五公司一體化管理體系持續運行的具體建議。
  3. 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。
  4. We can try to establish a green valuation system of economical returns, which will not only judge the individual behavior for the influence on economy, but also incorporate the influences on environment. government plays an very important role in the green process. government not only uses economical, administrative and legal means to put the development of green economies forward, but also uses policies to start, cultivate and normalize markets, and give environmental protection to the market

    就外部環境來說，應該建立有效的約束激勵機制，可以嘗試建立綠色經濟效益評價體系，不僅要衡量經濟個體行為對經濟方面的影響，也要把對客觀環境的影響也納入到評價指標體系中;政府在綠色化進程中承擔著不可忽視的重要職能，政府不僅僅是使用經濟、行政和法律手段推進綠色產業的發展，而且還要通過政策引導來啟動、培育和規范市場，推進環保市場化，以機製作保障，更好地發揮政府和市場的雙重作用。
  5. In the process of concrete practice, attention should be paid to elements integration, check - up rationality and teachers ' orientation, in order to meet the needs of higher vocational students ' job - hunting competence in " zero adapting period "

    在具體操作過程中，要注意各元素的有機組合、考核評價的科學性及教師角色的準確定位等問題，以適應「零適應期」對高職人才就業能力的要求。
  6. This subject directly investigates 14 construction enterprises and more than 40 construction sites. the types of the projects involve railway, bridges, tunnel, municipal, road, industry and civil construction, airport runway, hydraulic tunnel and others. this paper deeply analyzes and assesses the occupational health and safety management actuality of the construction site, points out the main problems in the process of hazard identification, risk assessment and risk control, and also analyzes why these problems exist

    該課題研究直接調查了十四家施工企業和四十多個項目施工現場，項目類型涉及鐵路工程、市政公用工程、公路工程、房屋建築工程、機場場道工程、橋梁工程、水工隧洞工程、土石方工程等，對施工現場實際的職業健康安全管理現狀進行深入的分析、評估，指出了危險源辨識、風險評價、風險控制過程存在的主要問題，並分析了為什麼會存在這樣的問題。
  7. This paper discusses their differences from the pursuing aim, researchable object, activity ' s direction, process of questing, concerned problems, adoptive methods, thought modes, constitutive elements, language expressions, final results, evaluative standards, contains of values, norm of observance, occupational constitution, social influences, historical origin and development, and progress

    本文主要從追求目的、研究對象、活動取向、探索過程、關注問題、採用方法、思維方式、構成要素、表達語言、最終結果、評價標準、價值蘊涵、遵循規范、職業建制、社會影響、歷史沿革、發展進步諸方面論述了二者的差異。
  8. 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。
  9. A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

    本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。
  10. The sixth part gives process appraise about chinese western exploration item. in the thesis, the author has gives chinese western oil / gas exploration model, how to establish modern enterprise system, the strategy of science and technology, hr strategy, low cost strategy, new development strategy, corporation culture, and manage corporation idea. chinese west oil exploration is a process that is gradually accumulates experience, to adapt to international rule, to participate in international competition, and develop itself

    本文的主要觀點是在西部新區石油勘探中建立現代企業制度，規范政府與企業的職能與關系；企業在組織機構設置上注重扁平、精幹、高效；注重信息系統、財務管理模式以及西部新區油氣勘探的實施、項目評價、監督監控體系的建立；在經營上轉換機制，突出經濟效益，降低勘探成本；堅持以科技、人才為本，制訂全新的發展戰略、企業文化和經營理念，樹立牢固的環境保護意識；在西部新區石油勘探過程中，不斷積累經驗，積極參與國際競爭，主動與國際石油行業接軌，發展壯大自我， 。
  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. 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。
  13. Concretely speaking, the social factors mainly include economical treatment, social status, occupational prestige, professional organization, professional autonomy, etc. the educational factors mainly include pre - service education, appointment education, in - service training, practical training, etc. the system factors mainly include qualification system, appointment system, evaluation system, promotion system, etc. the individual factors mainly include the principal ' s self - development demand and consciousness, professional attitude and motive, career satisfaction and reflecting experience, etc. based on the investigation on the factors influencing principal professional development, this research concludes that : the society, education, system and individuality have a great influence upon principal professional development

    具體來說，社會因素主要包括經濟待遇、社會地位、職業聲望、專業組織、專業自主權等；教育因素主要包括職前教育、入職教育、在職培訓、實踐訓練等；制度因素主要包括資格證書制度、選拔任用制度、考核評價制度、職級晉升制度等；個人因素主要包括校長的自我發展需要和意識、專業態度和動機、職業滿意度、反思經驗等。本研究通過對中小學校長專業發展影響因素的實證調查，得出結論：社會、教育、制度、個人四大因素對校長的專業發展均有較大影響，其中個人因素對校長專業發展的影響程度最大，其他三個因素的影響作用不存在顯著差異。
  14. As a summing - up, we can analyze these views in thr ee aspects. in form, these views consist of students " opinion, belief, faith and ideal for choosing jobs, shown in various ways ; in content, the views have r eflected the subjects " fundamental position, needs, interests, as well as the sub jective features in realizing the interests, the necessary abilities and activities. they are also the mental system of goals, which exists centering on what to believe, what to pursue and what to realize ; in function, the views work as a criterion in students " mind for judgment, to decide the quality of the professi on and the value of the careers chosen

    概括而言，可以從三個層面加以把握：從其形式來看，大學生擇業觀是由大學生對自己選擇職業的看法、信念、信仰、理想等所構成，思想形式是多種多樣的；從其內容來講，大學生擇業觀反映了大學生作為主體在擇業過程中的根本地位、需要、利益，及實現自己利益和需要的能力、活動方式等方面的主觀特徵，是以「信什麼、要什麼、堅持追求和實現什麼」的方式存在的人的精神目標系統；從其功能來看，大學生擇業觀起著評價標準的作用，是大學生心目中用於衡量職業好壞、權衡擇業得失的天平和尺子。
  15. During the research, the author carried out the new methods. on the basis of combination of theoretical curriculum and practical curriculum, and the theory and the practice in curriculum structure, author puts forward the mode of the theory and practice unified teaching. it is instructed by the idea of ability - based teaching. on the basis of vocational analyses, form the mode of the curriculum system and set up the objections of three - section teaching, that is knowledge, ability and attitude. using the form of dividing students into groups, individualized teaching and individual form of organizational teaching to set up the interaction system of envaluation, through the method of co - operation and set up the main method of teaching mode of criterion evaluation and correcting in time. in the research, based on the theory suppose, the author used experiment methods as follows : 1 ) to develop curriculum and make up teaching outline and teaching plan, on the basis of analyzing of vocational post ability ; 2 ) to develop teaching resources on the basis of teaching materials ; 3 ) to draw attention on the ability - based on teaching ; 4 ) to carry out the teaching objections based on objective teaching ; 5 ) to get the aim both the teachers and students on the basis of applying the way of co - operation ; 6 ) to envaluate the teaching quality based on the ability of students

    通過整合學術性課程與實踐性課程，使理論與實踐在課程結構上融為一體等理論假設基礎上，提出「理論與實踐一體化」教學模式的設想：把「能力本位」的教育理念作為指導思想；在職業能力分析的基礎上，形成模塊式的課程體系；確立知識、能力、態度三個層面上的教學目標；採取分組式教學、 「個性化」學習、個別化的輔導等教學組織形式；倡導師生合作學習的教學方法；建立綜合能力評價體系，注重形成性評價和及時反饋矯正。在具體嘗試過程中採取了以下具體做法： 1 、以職業崗位能力分析為依據，開發課程、編寫教學方案； 2 、充分開發和利用教學資源； 3 、教師進行精心的課前準備，確定教學目標、認真準備教學現場、認真準備教學清單； 4 、著眼于學生技能的形成，合理安排教學過程； 5 、師生合作學習，共同達標； 6 、以學生能力形成為依據，評估教學質量。
  16. Incentive to employee is a systematic engineering. during the course, every theory of motivation is related to each other. that is to say, motivation factors must be completely considered in the course of individual capability evaluation, object design, performance appraisal, reasonable physical and mental incentive method to meet with individual demands, all of which are correlated and mutually complementary

    本文提出了對職工的激勵應該是一個綜合的系統工程，在這個過程中所有的激勵理論都不是孤立的，從一名職工進入企業開始，企業在對其個人能力的評估、目標的設置、對個人績效的評價、運用合理的物質及精神激勵手段以滿足個人的主導需求等方面都必須考慮到激勵的存在，並且是互有聯系、互相補充的。
  17. 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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