隨診制度 的英文怎麼說
中文拼音 [suízhěnzhìdù]
隨診制度
英文
follow-up system-
Deregulation is progressing in this sector through the revision of the pharmaceutical affairs law, which no longer requires sales permits for marketing general medical devices that pose the lowest - level risks in vitro diagnostic devices, x - ray films, etc.
伴隨著對藥事法的修訂，對醫療行業的管制在逐步放鬆，現在日本已經取消了銷售風險最低的通用醫療設備例如vitro診斷裝置x光膠片等的許可證制度。After the treasury department published new performance evaluation index system, which is an important economy management task, enterprise performance evaluation will be used widely in the fields of enterprise benefit evaluation, manager performance evaluation, personnel assessing, finance credit management, and enterprise management diagnosis, etc. but it exists a general limitation in all study result - information of performance evaluation ca n ' t satisfy all information - users " needs
隨著財政部企業效績評價制度的出臺，企業效績評價作為一項重要的經濟管理工作，將在我國企業效益評價、企業經營者業績評估、企業人事考核、金融信貸管理、企業管理診斷等方面廣泛運用。但縱觀國內外關于企業效績評價的研究成果，存在著一個普遍的缺陷就是效績評價信息難以滿足不同信息使用者的需要。The article comprised four parts : the first part discussed the relevant basic theory of remuneration, include motivation theory, team theory and the principal - agent theory ; the second part gave a very comprehensive analysis about relevant remuneration design theory, at the first of the chapter is the introduction of concept, function and parts of compensation, then the chapter discussed the targets, principles, influences, procedures of remuneration design and the possible remuneration systems we could select from ; the third part have redesigned the remuneration systems on the basis of analysis of the company ' s history and developing strategy as well as original remuneration systems ; the last part summarized and evaluated the reasonable aspects and limitations of new systems, and put forward the future scheme
本文分為四個部分：第一部分探討了與現代薪酬管理有關的基礎理論，包括激勵理論、團隊理論和委託-代理理論；第二部分介紹了薪酬設計的相關理論，對薪酬的概念、功能、組成部分，薪酬設計的目標、原則、影響因素、程序以及可供選擇的薪酬制度作了較為全面的研究；第三部分在薪酬管理理論的指導下，對浙江zd公司的現狀和原有薪酬制度進行了診斷分析，同時針對企業實際情況重新設計；第四部分則是對新的薪酬體系的評價和總結，一方面進行合理性分析，另一方面指出了這套體系的局限性以及原因，並提出了未來隨著企業發展和條件不斷成熟的薪酬改進方向。
分享友人