資源分配製度 的英文怎麼說

中文拼音 [zīyuánfēnpèizhìdù]
資源分配製度 英文
resource allocation system
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 源 : 名詞1. （水流起頭的地方） source （of a river）; fountainhead 2. （來源） source; cause 3. （姓氏） a surname
  • 分 : 分Ⅰ名詞1. （成分） component 2. （職責和權利的限度） what is within one's duty or rights Ⅱ同 「份」Ⅲ動詞[書面語] （料想） judge
  • 配 : Ⅰ動詞1 （兩性結合） join in marriage 2 （使動物交配） mate （animals） 3 （按適當的標準或比例加以...
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 資源 : natural resources; resource
  1. Especially after urban housing system has experienced kinds of disadvantages taken by traditional welfare allotting dwelling houses system, demand for commercialization, monetization and socialization of housing is more pressing and the influence which market mechanism of demand and supply plays on housing resources allocation is more and more important

    特別是在我國城鎮住房制度經歷了由傳統的福利分配製度帶來的種種弊端之後，住房的商品化、貨幣化、社會化要求變得愈為迫切，市場供求機制對住房資源配置的基礎性作用顯得愈為重要。
  2. The development of chinese capital market makes remarkable contribution to the development of china ' s economy in the past 15 years. first of all, the money that enterprises raise through the stock market offers fund for its enlarged reproduction. secondly, enterprises have set up modern enterprise system, improved company ' s government structure and offered the system guarantee to the future development by listing 。 moreover, the separation of fictious capital and material object capital realized by the capital market can realize the rational collocation of the fund and improve the efficiency of social resources and improve the industrial structure development by merger and acquisition

    中國資本市場發展近15年來對中國經濟的發展做出卓越的貢獻，首先，企業通過股票市場籌集到的資金為其擴大再生產提供資金保障;其次，企業通過上市建立起現代企業制度，完善了公司治理結構，對企業未來發展提供製度保障;再次，通過資本市場實現虛擬資本與實物資本的分離，可以實現資金的優化配置，進而提高社會資源的使用效率，並且通過兼并和收購，可以促進產業結構的完善和發展。
  3. Other more, we should establish benefit sharing system that means providers will share part of benefit of gene patent from the owner of patent. this system apply to not only parties in a country, but also to parties in different countries, which will maintain the interest balance between owner of patent with state and between developed countries and undeveloped countries

    再次，為了照顧社會公眾利益，維護公平，同時也是為敝展中國家與發達國家相橢，作者主張應實行聽u益分享」的原則，即由基因資源的撇方分享舒u權人就基因專利所取得的利益，並分析了為什麼這種利益分配製度並不與專利法的淋宗旨相違背。
  4. How to quarantee and improve the teaching quality after the university ' s sustained enlargement of enrollment is one of the primal problems in the current pe professional reform and development, while the falling of the quality of student ' s source, the serious inadequacy of sportsgrounds and sports equipments, too many students in a class, the reform of the job placement system for university graduates, the insufficient teacher ' s strength - all these are the important factors of affecting the teaching quality of pe professional - skill course after enlarging the enrollment

    摘要高校持續擴招下如何保證與提高教學質量，是當前體育教育專業改革與發展中面臨的主要問題之一生源質量下降、體育場地器材嚴重不足、學生人數過多、大學生畢業分配製度的改革、體育師資力量薄弱，是高校持續擴招下影響體育教育專業技術課教學質量的主要因素。
  5. On the base of the introduction to the development condition in jiangsu province, the author concentrates on the analysis on non - state middle school teachers in jiangsu province in the following aspects : i. comprehensive analysis on non - state middle school teachers in jiangsu province, including the analysis on the general condition and the structure of non - state middle school teachers in jiangsu province, comparative analysis on non - state middle school teachers and state middle school teachers ; ii. case studies on the teachers " psychology and management strategies, including the analysis on common mentality of benefit, belonging, anxiety, employee and conjecture, the analysis on the corresponding measures taken by the school managers ; iii. ponder the exiting problems of non - state middle school teachers on the base of the comprehensive analysis and the case studies, resting with the negative effects to the construction of non - state middle school teachers caused by serious system obstacles, over flow of teachers, different motivation of the school runners and the management faults

    論文在簡要介紹江蘇省民辦中學發展狀況的基礎上，著力從下列幾個方面對江蘇省民辦中學教師隊伍進行分析：一是對江蘇省民辦中學教師隊伍現狀的綜合分析，包括對江蘇省民辦中學教師隊伍總體狀況的分析、結構狀況的分析、民辦中學和公辦中學教師隊伍狀況的比較分析；二是從教師個體心態與管理者策略的角度對江蘇省民辦中學教師隊伍狀況的案例分析，包括對民辦中學教師中普遍存在的利益心態、歸屬心態、憂患心態、打工心態、揣摩心態的分析，並分析了學校管理者採取的相應措施；三是在綜合分析和案例分析的基礎上對民辦中學教師隊伍存在問題的原因進行深入揭示，著重分析嚴重的體制障礙、過于頻繁的教師流動、學校舉辦者不同的動機、民辦中學管理上的缺陷對民辦中學教師隊伍建設造成的負面影響；最後從完善教師資格認定製度、強化教師資源配置的市場機制、健全教師社會保障體系和推進民辦中學教師的道德建設和專業化建設等方面提出加強民辦中學教師隊伍建設的政策建議。
  6. In this article, the steel fibre is a kind of industrial wastes - stainless steel fibre dregs. the use of it is helpful in comprehensive utilization of resource and environment protection. the author of this article used orthogonal test design, arranged the test scheme scientifically, selected material, at last yield a high strength concret, whose strength exceeded c60, mainly by using 42. 5 ordinary portland cement, silica fume, superplasticizers, stainless steel fibre dregs and so on

    本文所用的鋼釬維是一種工業廢料?不銹鋼纖維渣，它的應用有利於資源的綜合利用和生態環境的保護本文在廣泛閱讀國內外有關資料的基礎上，採用正交設計，科學地安排試驗方案，精心選擇材料，用42 . 5普通硅酸鹽水泥、硅灰、高效減水劑、不銹鋼纖維渣等材料，採用常規工藝配製出了強度達到c60的高強混凝土，並且通過對試驗數據的分析，給出了最優配比方案。
  7. At first, this thesis analyzed some essential elements about the system of personal houe loan and make the compare to chinese and foreign system, and established the system of personal credit evaluate ; the second, the thesis discusses the investment technique and strategy of national debt in the provident fund, and established the model about how to invest the national debt ; the third, the thesis build the forecast model about fund collecting and drawing, and make use of the combination invest theories to build model of individual loan and national debt ; at last, the thesis analyses the risk ' s inside reason of house funds with the risk type, and to give out the related suggestion to funds risk. mechanism. the thesis research show me how to make use of that some models and methods in the process of haf management and make me deeply understand the house funds

    本文首先分析了個人住房貸款制度基本要素，即貸款期限、貸款利率與抵押物價值的比例、政府在個人住房貸款市場中的作用、貸款違約情況下的處置措施、個人住房貸款的流動性問題，並對中外製度作了比較，建立了個人信用評分評級體系和信用評估模型，並以重慶市住房公積金為研究對象做出了住房資金個貸風險評估的實證研究；其次，分析了影響國債價格走勢的因素，討論了公積金國債的投資技巧和策略，並建立了基於理論的國債投資組合模型；接下來，根據資產負債管理理論中的資金總庫法和資金分配法分析了公積金總體資金項目的來源和運用，並就此作了總量平衡模型，對住房公積金季度累計歸集金額作了直線回歸和季節趨勢比率預測，運用投資組合理論建立了公積金個人貸款和國債投資組合的最優化模型；最後，探析了住房資金風險的內在原因和風險類型，從資金籌集風險、信貸回歸風險、保險機制、法律風險和政策風險五個方面為住房資金風險防範機制建設提出了相關建議。
  8. These conclusions imply that enterprise management should develop customized software into industry - standard applications finally ; should pay attention to clients of good business environment and allocate more resources to non - government clients ; should design effective incentive mechanisms to shorten the limit time and increase the profit for projects in making strategic decisions

    這些結論說明軟體企業在制定戰略時，需以定製產品和定製服務為起點，但最終必須研發成為具有行業特點的標準化應用軟體；在資源分配時，應重點關注地域商務環境好的客戶，適當提高非政府機構行業客戶的資源分配比例；應健全項目經理激勵制度，促使項目提前完工，從而降低開發成本，增加項目業績。
  9. Chapter three completely introduces our country ’ s company profits allotment system, including the characteristics of our country ’ s company profits allotment year, the scope, source, assignment proportion and payment method of profits allotment, power to make decisions, provident fund, community chest system, invalid allotment, and etc. chapter four analyzes the shortcomings of our country ’ s company profits allotment system, and then gives the author ’ s personal suggestions about the relevant regulations

    第三章全面介紹了我國公司利潤分配製度，分析了我國公司利潤分配年度的特點、利潤分配范圍、來源及分配比例、利潤分配支付方式、決定權、公積金、公益金制度、無效分配的法律責任等問題。第四章從強制性「兩金」的提取的缺陷、資本公積彌補虧損的不足和利潤分配比例的缺陷分析了我國公司利潤分配製度的缺點與不足。
  10. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  11. This thesis analyses the necessity of the system reform of scientific research institutes into enterprise - operated mode and considers that the problems should be stressed and solved during the reform, such as idea change, realization of multiple property right structure, establishment and improvement of legal person control and management structure, human resource management and reform of distribution system, adjustment of financial management & operation, science and technology innovation system, mechanism change, etc. by applying the theory of extensive share of stock system, the writer studies the property right structure innovation of the system change of scientific research institutes into scientific & technical type enterprise, designs its share ownership structure, summarizes and analyses the main share ownership stimulating mode of scientific and technical enterprises

    我國科技體制改革走過了十幾年的歷程，科研院所企業化改革經歷了從量變到質變的兩個階段。本文分析了科研院所企業化轉制的必要性，認為科研院所應在改制為科技型企業的過程中著重解決觀念轉變、產權結構多元化的實現、法人治理結構的建立和完善、人力資源管理與分配製度改革、財務管理運作的調整、科技創新體制與機制的轉換等問題。運用泛股制理論對科研院所在科技型企業化轉制中的產權結構創新進行了研究，設計了其股權結構，歸納並分析了科技型企業的主要股權激勵模式。
  12. Resource allocation system

    資源分配製度
  13. Reasons of the moral crisis of li individual agents have been elaborated from two viewpoints, i. e. formal and informal constraints respectively, the discrepancies of formal constraints such as salary assignment system, training system and qualified identification system have been explored firstly, and then some deeper reasons originated from those informal constraints such as culture, religion belief, contractual concepts, individualism and collectivism etc. have been analyzed

    從正式約束和非正式約束兩方面闡述了壽險個人代理人失信行為的根源。在正式約束中，主要分析了薪酬分配製度、培訓體系、資格認定體系等存在的缺陷；在非正式約束中則從文化、宗教、契約觀、個人主義和集體主義來分析壽險個人代理人存在失信行為的深層次原因。
  14. The advanced experience of domestic and overseas is referred to. the problem of enterprise ' s reward distribution system and check achievement is analyzed. the method of solving the problem and initial imagine is put forward

    應用所學的人力資源管理理論，參考國內外人力資源管理的先進經驗，分析企業在獎酬分配製度和績效考核方面存在問題，提出解決問題的方法和初步設想。
  15. Supported the establishment of a licensing permit system and urged afcd to institute a quota system based on actual assessments of stocks

    支持成立發牌許可證系統及促請漁農自然護理署執行按實際漁業資源蘊藏量而發出的限額分配製度。
  16. Therefore, strengthens and does well the human resources the development and the supervisory work, the pingzhuang coal industry group company is a state - owned large - scale coal enterprise, although has done the massive work in the human resources management aspect, but still had many flaws, for example : the talented person imbalance, the brain drain is serious, the distribution system is backward, staff quality low and so on

    因此，加強和搞好人力資源的開發與管理工作，平莊煤業集團公司是一個國有大型煤炭企業，在人力資源管理方面雖做了大量工作，但仍然有許多缺陷，如：人才比例失調，人才流失嚴重，分配製度落後，員工素質低下等。
  17. It plays critical role in over - striding - development, as follows : at first, institutional innovation can help to establish effective system of stimulate ; secondly, institutional innovation can help to transform the function of government ; institutional innovation can help to establish the system of continuous development in the west. at present, however, there are many institutional barriers to the over - striding - development, such as : firstly, the discrimination between the national enterprise and the private enterprise in the institutions of ownership ; secondly, the institutions of distribution lake stimulant to draw the talent ; thirdly, the institutions of the west government can not adapt to new conditions of the over - striding - development ; fourthly, the institutions of environment protection lake stimulant and restriction to the behavior of exploitation ; fifthly, the unofficial institutions such as ideas and customs hinder the progress of market economy

    然而，目前西部跨越式發展還面臨諸多制度障礙，主要表現為：一、所有制結構上的不平等地位使民營經濟在市場準入、市場競爭和權益保護等方面都受到制約，限制了民營企業的發展壯大，使其難以在西部市場化改革中充分發揮作用；二、分配製度與人事管理制度僵化阻礙了人才資源向人才資本轉化；三、行政管理制度、體制不完善造成政府效率低下，政府職能還未實現真正的轉變，不能適應西部市場經濟體制的發展要求；四、法律制度的缺失無法為生態建設提供有效保障；五、價值觀念滯后、社會信用缺失、傳統陋習等非正式制度障礙與西部市場化改革和跨越式發展不相適應。
  18. To promote economy transformation and intellectual economy development in china, we must deepen title system reform and establish man - power capital title system, deepen distribution system reform and build a system of distributing according knowledge based on man - power capital title, deepen market economy system reform and establish and better a market system of intellectual resources allocation, deepen science and technology system reform and establish and perfect a state innovation system, deepen education system reform and build a modern education system beneficial to intellectual economy growth, and change government function to create macro - policy and system environment for the economy development

    要促進我國經濟轉型，發展知識經濟，必須深化產權制度改革，建立人力資本產權制度；深化分配製度改革，構建以人力資本產權為基礎的按知分配製度；深化市場經濟體制改革，建立和完善優化知識資源配置的市場制度體系；深化科技體制改革，建設和完善國家創新體系；深化教育體制改革，建立有利於知識經濟成長發育的現代教育制度；轉變政府職能，創立知識經濟發展的宏觀政策、制度環境。
  19. 7, perfecting distributive wages to management and rendition exports. the three items of state companies innovation must take for person with ability as standard, build up a set of competitive, stimulant, restrictive system and modern enterprise mechanism

    國有企業人力資源三項制度改革要堅持以人為本，從實際情況出發，形成一套行之有效的競爭激勵和約束機制，企業內部用人制度和分配製度也能夠適應市場經濟發展的要求，逐步建立起現代化企業制度。
  20. In order to enhance the enterprise ' s core competition capacity and to improve the condition of human resource management, the present condition of human resource of the enterprise is surveyed

    為了增強企業的核心競爭力，改善企業人力資源管理狀況，本文通過對遼化保運分公司人力資源現狀進行調查，重點關注獎酬分配製度和績效考核兩方面。
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