落後工業部門 的英文怎麼說

中文拼音 [làhòugōngyèbùmén]
落後工業部門 英文
lagging industries
  • 落 : 落名詞[方言] （北方對蓮花落的俗稱） a kind of folk song
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 部 : Ⅰ名詞1 （部分; 部位） part; section; division; region 2 （部門; 機關或組織單位的名稱） unit; mini...
  • 門 : Ⅰ名詞1 （房屋、車船等的出入口 ） entrance; exit; door; gate 2 （形狀或作用像門的東西） switch; va...
  • 落後 : 1. （落在後面） fall behind; lag behind 2. （不先進） backward
  • 部門 : department; branch; class; section
  1. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  2. Comparing the artesian well waste material that to autonomous prefecture churchyard unit of 3 oil field develops integratedly harmless change deal with the technology is pilot after the job develops a case, form following conclusion : what artesian well solid abandons is harmless change deal with the technology accords with the state council " watch the decision that reinforces environmental protection about fulfilling scientific progress " in " industry of positive development environmental protection, apply market mechanism to advance pollution to administer " wait for multinomial spirit, but resource conservation, reduce pollution, raise business economic benefits, the effect with environmental distinct benefit, in me the city already had the requirement that uses at real work, the proposal takes the lead by environmental protection branch, participate in next progressively promotion application what the unit of aptitude offers unit of technology, oil field directly

    在綜合比對自治州境內三家油田單位開展的鉆井廢物無害化處置技術試點工作開展情況之後，形成如下結論：鉆井固廢的無害化處置技術符合國務院「關于落實科學發展觀加強環境保護的決定」中「積極發展環保產業、運用市場機制推進污染治理」等多項精神，可節約資源、減少污染，提高企業經濟效益，環境效益顯著的作用，在我州已具備應用於實際工作的條件，建議由環保部門牽頭、有資質的單位提供技術、油田單位的直接參與下逐步推廣應用。
  3. Specially, the staff performance evaluation maintains rigid, superficial and formalized, what is more, the system setup is backward and most of the quantification control still is in the task prospectus, which result in non - objective and partial performance evaluation. the performance lacks close connection with the interests of staff and divisions. to be worse, the functions of incentive and constraint in organizations cannot be well practiced and all the negative affects above - mentioned prohibit, in essence, the system reforms from deepgoing in maritime system

    特別是對人員業績的考核工作不力，表面化、形式化現象嚴重，制度建設落後，量化管理大多停留在任務計劃書中，難以體現業績考核的客觀性和公正性，業績與人員和部門利益脫鉤，不能很好地實踐組織激勵與約束的功能，阻礙了海事系統各項制度改革的深入開展。
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