human resources management 中文意思是什麼

human resources management 解釋
人才管理
  • 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. It thoroughly analyses the drastic competitive market faced by yongsheng group, which consequentially promote the enterprise inside continuously to improve its labor productivity, product quality, and improve the outer circumstances of services, anisomerous structures on the employee ’ s quantity and quality, and the inner circumstances which limited and affected the whole stuff diathesis ’ s improvement and enhancement. it sums up the existing problems on yongsheng group ’ s human resources development and management and puts forward the mode of yongsheng group ’ s 1e3p1c human resources management system. the mode of 1e3p1c human resources management system is composed of engage system, position analyse system, performance examine system, pay administration system, culture system

    永生集團同其他民營企業一樣也曾走過一段輝煌的時光，但隨著外部競爭環境的不斷變化，至1998年年底，已累計虧損200萬元，但近幾年來，集團高層管理者及時調整了管理思路和領導班子，至2005年低，集團公司利潤超過了公司重組集團效益最優時5個百分點，在長期的調查研究過程中，不難發現，永生企業在外部競爭環境日常激烈的情況下扭虧為盈並取得迅猛的發展的強大動力源很大程度上取決于其是在人力資源管理方面的及時調整，並在長期的模索中形成一套適合自身企業發展的科學合理的1e3p1c人力資源管理系統。
  2. This article is composed by four parts. the foreword introduces simply the process of from establishment to development and contabescence of shanxi bank and the operating and running status. then bring forward the theme of this article that the organizational and managing system was the determinant factors of the prosperity and decline of shanxi bank and its experiences and lessons lend a helping hand to the enterprises of our time. the first part mainly tells of the organizational system and managing mode which drove the development and prosperity of shanxi bank, i t was consisted of the organizing system of the ownership departing from the power of management, and the capital frame of composing by the yin - share and manpower - share, and the human resources management system including high - level various and with elasticity distributing system and strict managing system, and the rigorous mamaging system and flexible running frame, and the enterprise culture of combining tigtly with the ru culture

    組織制度方面，主要通過對票號所有權與經營權相分離的組織制度的研究，總結其對票號發展所起到的重要作用；資本構成方面，主要對票號銀股、身股並重的資本構成，特別是票號實行的頂身股制度進行研究，總結其對員工所形成的有效激勵作用；用人體制方面，主要從激勵和約束兩個方面分別進行研究，一方面是票號分配體制的高水平、多樣化、富於彈性，對票號員工形成了有效的激勵作用，另一方面是嚴格的人員選拔、培養、任用以及監督、獎罰等管理制度，對票號員工形成了有效的約束作用；管理制度和經營體制方面，主要通過對票號各類號規進行分類研究，分別從管理制度和經營體制兩類內容來著手，總結票號管理制度的健全和經營體制的靈活對票號業務發展所起到的重要作用；企業文化理念方面，分別從員工教育和儒商融會兩方面進行研究，總結票號對員工道德教育的重視給票號帶來的良好企業風尚以及儒商融會理念使票號在經營方面更加成熟穩健、注重企業長遠利益。
  3. In most private enterprises, there is no scientific and reasonable human resources management systems, which is really adapt to the chinese situations. consequently, many problems occurs, making it difficult to maintain and develop. part three : analyzing of the current situations of human resources in private enterprises currently, more than ninety percent the chinese private enterprise are family enterprises, and most of them are managed in a family way

    本文首先明確了人力資源在經濟發展及民營企業中的重要性，分析了當前民營企業的用人狀況及人才流失的原因，重點提出了民營企業加強人力資源管理、留住人才的四種對策:建立適合本企業的人才發展戰略;塑造良好的企業文化;建立卓越的績效管理體系和薪酬制度;加大投資力度，強化企業員工的培訓。
  4. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  5. At the same time analyse these problems, primarily from basis management aspect analyse various shortage of pyramidical organizational structure and tradition human resources management inside of rw company, and lack information management from inside and outside enterprise, then from operating management aspect analyse the " olivary " strategy that make much of manufacture and make light of development and marketing, it is unadapted to market competition, explain the cause of rw company management innovation

    接著對上述問題進行了分析，首先從企業基礎管理層面闡明了rw公司金字塔形組織結構存在的種種弊端，分析了rw公司傳統人事管理觀念等傳統管理方式的不足，缺乏對企業內部和外部的信息管理；然後從企業經營環節分析了企業當前重製造，輕研發和營銷的「橄欖型」發展戰略與市場競爭不相適應。
  6. Incentive is important content of human resources management and is effective method of opening out human potence

    激勵是人力資源管理中的重要內容，是挖掘人力資源潛能的有效手段。
  7. The ideas of human resources management of enterprise practice are : emphasizing strategy and encouragement, systemizing and optimizing human resources

    本文在對這些觀點進行評述的基礎上，嘗試提出自己的一些看法。
  8. This study proceeds with incentive mechanism of human resources management, adopt and rely mainly on qualitative analysis on the concrete research approach, determine the nature and ration combine together, theory combine with practice, macroscopic and method who microcosmic combine together, on the basis of explaining human resources management and motivational theory simply, have analysed the current situations of the military medical college and school human resources characteristic and human resources management in detail, key research optimizes the basic way and method of the incentive mechanism in military medical college and school human resources management, offering experience for military medical college and school human resources management, to military rear service system reform, especially not at military medical college and school status and function and promote and creativity have meaning of drawing lessons from their competitiveness s in future modernized army buildings

    本文從人力資源管理的激勵機制入手，在具體的研究方法上採用以定性分析為主，定性與定量相結合、理論與實踐相結合、宏觀與微觀相結合的方法，在簡略闡述人力資源管理和激勵理論的基礎上，詳細分析了軍隊醫科院校人力資源特徵和人力資源管理的現狀，重點研究優化軍隊醫科院校人力資源管理中激勵機制的基本途徑和方法，為軍隊醫科院校人力資源管理提供經驗，對軍隊後勤體制改革，特別是對軍隊醫科院校在未來現代化軍隊建設中的地位和作用及提升其競爭力和創造力具有借鑒意義。
  9. After a deep study on the regulations concerning the teachers construction in the university, the author interviewed the related persons, gathered the views and suggestion from a mass of teachers. borrowing the experience form a number of prestigious universities in the country and guided by the theory of human resources management, the theory of organization behavior, the theory of management covered so far, the author analysizes the current situations in the teachers construction of the university, points out the existing shortcomings and puts forth the methods for further improvement the paper consists of 5 parts : preface ; introduction to the current situation of the university ; the existing situation of the teachers construction ; its current construction patterns ; the construction framework proposed ( conclusion and suggestions )

    作者在深入研究了山東理工大學師資隊伍建設有關規章的基礎上，對師資隊伍建設相關部門負責人及工作人員進行了走訪，認真搜集了廣大教師對師資隊伍建設的意見和建議，並借鑒了部分知名高校在這方面的成功經驗，以所學的人力資源管理、組織行為學、管理學等理論為指導，分析了山東理工大學師資隊伍建設現狀，陳述了存在的不足並闡述了改進方法，提出了今後一段時間該校師資隊伍建設的具體措施。
  10. We study human resources management case in bada supply limited company. with positive and inductive method

    全面質量管理理論強調的是領導作用、持續改進和全員參與。
  11. Developing common tools to support ngos in information technology, human resources management, financial management and other management support functions

    在資訊科技、人力資源管理、財務管理及其他管理功能方面，發展共通工具以支援社會服務機構
  12. Developing common tools to support ngos in information technology ( it ), human resources management ( hrm ), financial management ( fm ) and other management support functions

    在資訊科技、人力資源管理、財務管理及其他管理功能方面，發展共通工具以支援社會服務機構
  13. She is an internal auditor for iso 9000 quality systems, an associate of the cpa australia, and a member of the hong kong institute of human resources management

    鄭小姐現為合資格的iso 9000內部審核員澳洲會計師公會會員及香港人力資源管理學會會員。
  14. Beijing person talent consulting service corporation ltd. was founded in 1995. as a shareholding subsidiary of beijing foreign enterprise service group co., ltd. fesco, person focuses on mid and senior level talent search headhunting ; professional career development counseling ; human resources management consulting ; and enterprise temporary employment service

    北京波森人才顧問有限責任公司成立於1995年，是北京外企服務集團有限責任公司fesco的控股子公司，主要從事中高級人才訪尋獵頭職業生涯發展與職業咨詢人力資源管理咨詢企業臨時性用工服務等業務。
  15. The article analyses and studies with positive and inductive method, through analyzing human resources management theory and human resources management case in xhjs, i thinks human resources management is not only applies to gener al business but human resources management strategy is more important in building business

    本文主要採用實證分析和歸納分析相結合的方法，通過對人力資源管理理論的分析，結合西北民航建設公司人力資源管理的案例剖析，認為人力資源管理不僅在一般企業中具有普遍適用性，在建築企業中，人力資源管理戰略更為重要。
  16. Discussion on human resources management from organization transformation of information enterprise

    從信息化企業的組織變革看人力資源管理
  17. Edward p. lazear has explicitly stated that there have existed two aspects of problems in the human resources management domain : one is insufficient understanding of the importance of human resources management in practice and the other is the existence of serious flaw in the available manpower resource management theory that it ( the theory ) could still not establish its system based on integral structure with organic relationship one another so that there is still lack of theoretical strut and full proofs for studies in many domains

    愛德華?拉齊爾（ edwardp . lazear ）明確地表明了在人力資源管理領域存在兩方面的問題:一方面，在實踐中對人力資源管理重要性的認識不足;另一方面，現有人力資源管理理論存在著嚴重的缺陷，認為它尚不能把各種hrm （人力資源管理）制度建立在一個彼此具有有機聯系的整體性結構基礎之上，許多領域尚缺乏理論支撐和充分論證。
  18. The third part is based on the former two parts, under the context of space power resources technology, designs and improves human resources management system and efficiency assessment system, so as to farther improve the management efficiency and fully explore the potential in the running of the company

    第三部分是在前兩部分基礎上，結合航天電源科技進行人力資源管理系統、績效評價體系的設計提高管理績效、挖掘潛力促進企業的經營。第四部分對系統運行情況進行評估，同時反映人力資源管理在西部落後地區的意義。
  19. Thinkings of human resources management in new era

    新時期人力資源管理的幾點思考
  20. As the information you have about an employee or ex - employee was collected for your human resources management purposes, and not those of the prospective employer, you should obtain the individual s express voluntary consent before disclosing information to the prospective employer

    由於你所持有關于舊雇員的資料，是就貴機構而非其他機構的人力資源管理的目的而收集，故在提供評介資料前，應先取得該名舊雇員自願給予的明示同意。
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