best human resources management 中文意思是什麼

best human resources management 解釋
最佳人力資源管理
  • best : adj 〈good 和 well 的最高級〉 （opp worst） 1 最好的。2 最合適的。3 最多的，大部分的。4 〈口語〉...
  • human : adj 1 人的，人類的 （opp divine animal）。2 凡人皆有的，顯示人類特點的。3 有人性的，通人情的。n ...
  • resources : 漁業資源
  • management : n. 1. 辦理，處理；管理，經營；經營力，經營手腕。2. 安排；妥善對待。3. 〈the management〉〈集合詞〉（工商企業）管理部門；董事會；廠方，資方。
  1. An important object of human resources management is to get the best out of employees and to make their work efficient and effective

    摘要企業管理中的人力資源管理以充分發揮企業員工的潛能、使員工的工作具有最大的效率和效果為基本目標。
  2. With the development of personnel system reform in chinese public institution, the teachers - engagement system in university come to reality. as well known, the foundation of teachers - engagement system bases on scientific teacher assessment. unfourtunately, the current assessment theory of university teachers is obviously unable to explain or solve those problems occurred in university teacher assessment. thus reforming on current university teacher assessment system and raising human resources management skills of university become more and more urgent. there are two popular teacher assessment theories at present, one is teacher assessment aiming at reward and punishment, another, another is developmental assessment of teacher, the two kinds of assessment theories both have their own drawbacks : teacher assessment aiming at reward and punishment pays over attention to the function of choice and appraisal, this can be found easily in lately universities of china, such as " survival of the fittest ", " reward best and punish worst ", " eliminate the lasf ' and so on ; although developmental assessment of teacher declares to promote teachers - efficiency under no pressure of reward or punishment, it lacks of operation ability and needs to spend lots of time and resources, thus it is very hard use in real situation

    目前在教育領域流行的教師評價主流是獎懲性教師評價（總結性教師評價）和發展性教師評價，但這兩種教師評價體系都或多或少的有各自的弊端：獎懲性教師評價過于偏重鑒定選擇功能，近幾年在我國高校教師評價中經常用到的「優勝劣汰」 ， 「獎優罰劣」 ， 「末位淘汰」 ， 「能者上、庸者下」等等，都充分反映出我國教師評價中以獎懲為目的的鑒定選擇功能發揮到了極致；而近年引入國內的發展性教師評價理論雖然標榜是一種不以獎懲為目的而是在沒有獎懲的條件下促進教師的專業發展，從而實現學校的發展目標的評價體系，但由於其可操作性不強，在發源地英國和美國的實施情況卻並不如意? ?需要耗費大量的資源和時間而難以真正貫徹落實。
  3. According as the particular research of these two problem, the following text is the brief conclusion of the paper. at first, trying their best to provide maximum guarantee in human resources is the same target of all kinds of schools, and shrm based on human capital theory chiefly is the representation of developing orientation of school personnel management

    在對這兩個基本問題進行詳細研究的基礎上，本文簡要的研究結論如下：首先，為學校組織提供最大化的人力資源保障，是所有性質學校的人事管理都必須遵從的最終目標，學校人力資源管理以人力資本為核心的理論基礎，代表著中小學人事管理的發展方向。
  4. We have also put in place total quality management. these include adopting best human resources management and customer management practices, providing cost - effective and efficient facilities while maintaining a safe workplace, installing world class it systems, improving our productivity, measuring our performance, applying sound business policies and processes, and enhancing our brand equity

    我們又積極落實全面優質管理，措施包括：采納最好的人力資源和顧客管理做法；使用具成本效益和高效率的設施並確保工作環境安全；引進世界級資訊科技系統；提升產值效益；衡量表現；採用有效的業務策略及流程；以及加強品牌形象。
  5. Shanghai zts consulting co., ltd. ( license no. 275 ) specializes in executive search with prime focus in the it, ems, pharmaceuticals and fmcg industries, human resources management consulting and staff training and development to bring out the best of our clients ' human capital

    上海才時企業管理咨詢有限公司（許可證號： 275 ） ，專長于招聘資訊科技，電子製造商服務，醫藥及快速消費品行業的高中級人才，人力資源管理咨詢與員工培訓及發展，致力將客戶的人力資源，充分發揮。
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