human resources model 中文意思是什麼
human resources model
解釋
人力資源模式-
Then, according to the cosine balanced theory, the total of human resources of the cosine theory model in the enterprises having different organizational structures may be inferred. based on the “ core principle ” reflecting management essence, the human resources management theory frame can be reconstructed. the innovation of the new frame is : has solved the integrated flow of the hrm well ; responded the request of time of “ the management science must create the comprehensive theory ” ; the cosine balanced theory is an
這一新的框架的創新之處在於:較好地解決了hrm整體性缺陷問題，回應了「管理學要創造綜合性理論」的時代要求，餘弦均衡論是對經濟學突破性的運用? ?對經濟學的總原理而非現成結論或局部原理的應用，餘弦均衡論實現了hrm縱向（歷史）和橫向（環境、政策與實踐、目標、 hr總量的決定）一體化。 -
The main topic of this dissertation was the management element allocation of agricultural enterprises ( meaae ) from the theoretical study and empirical study, and put forward the allocation system, which included the strategy decision - making institution of agricultural enterprises, property right institution, the allocation institution of human resources, optimized market institution, law, investment and financing institution, the function change of government under the background of changing market at home and abroad after china " entry to wto. the dissertation analyses the problems of lower allocation efficiency in agricultural operation such as : lower liquidity of management element, the separate management, small - lot production, the influence of the new agricultural management element to agricultural economy, the lag of allocated system and model for agricultural enterprises management element based on the producing ability and economic base that were formed during twenty years of agricultural reform and d evelopment.
本文以我國加入世界貿易組織后引發的國內外市場環境變化為研究背景，立足於我國農業改革發展二十多年形成的生產能力和經濟基礎，針對我國農業經營中存在的經營要素缺乏必要流動、經營要素分散、細碎化配置等引起低效率配置問題，以及新型農業經營要素對農業經濟的影響和農業企業經營要素配置機制、模式等研究嚴重滯后的現狀，從理論和實證兩方面系統研究了不同類型農業企業經營要素配置制度，提出了以農業企業戰略決策制度、產權制度和人力資源配置制度為主要內容，配套優化市場制度、法律制度、投融資制度及政府職能轉換等外部環境的農業企業經營要素配置制度體系。 -
From the second to the fifth chapter such problems concerning state - owned property right are illustrated respectively as its definition, valuation and price fixing and capital sources of undertaking party and the disposal and use of transfer income. problems are raised with regard to the process of current property right system diversity in state - owned enterprises, such as the disagreement to the definition of state - owned property right, no standard of evaluation, imperfection of price fixing system and relative confusion of transfer income disposal and use. what ' s more, new solutions are offered : the probe into state - owned property right definition " changsha model " is confirmed positively ; two specific ways of quantification - - " the method of average growth rate of state - owned property right " and " the method of average cost of labor in market " ; the concept " present value of earnings " is applied to the property evaluation of receivable accounts, finished goods, invisible assets and so on ; the unjust in price fixing of state - owned property right can be avoided by improving property valuation methods, perfecting capital market especially property right trading market and bettering information publishing system ; as to the guarantee problem of human resources financial contribution, an original key is offered
第一章運用產權理論對國企產權多元化改革進行經濟學分析；第二章至第五章主要圍繞國有產權的界定問題、評估問題、定價問題、承接方的資金來源問題、轉讓收入的處置運用問題分別進行闡述，指出了當前國企產權多元化過程中存在著國有產權界定不統一、評估不規范、定價機制不完善、處置運用相對混亂等諸多問題，並提出新的解決思路：肯定國有產權界定「長沙模式」的積極探索意義，提出量化職工創造剩餘價值的「國有資產平均增長率法」和「平均市場勞動成本法」 ；將「收益現值」概念運用到對應收賬款、產成品、無形資產等資產評估之中；應從完善資產評估方法、完善資本市場特別是產權交易市場和健全信息公開機制三個方面來解決國有產權定價不公問題；就人力資本出資的擔保問題提出實際債務承擔額（比例）應小於名義出資額（比例）的新思路，並認為人力資本市場上的交易價格應包括絕對出資額和相對出資額兩部分。 -
Encouraging model design in human resources management
淺談人力資源管理中的激勵模型設計 -
As part of our initiatives to develop human resources management, we plan to extend the performance appraisal system to model scale i staff. forms and guidelines are under preparation for implementation in mid - 2003
在發展人力資源管理方面，我們計劃將第一標準薪級的人員納入工作表現評核制度內，現正擬備評核表格及有關指引，新措施可望於二三年年中落實。 -
Study on separation necessity of human resources and material resources contribution value and its model building in corporation
按生產要素分離人力物力貢獻價值及模型設計與實證分析 -
Some advanced enter rises in china adopt if and it obviously monks it is the most scientific and advanced model because it suit to the new character and new trend of human rezones, and it can urge the enthusiasm of employees, make the best of human resources and strong them the competition of the enterprise
全面薪酬管理模式是現今最科學最先進的薪酬管理模式，適應民了當今人力資源發展的新特點和人力資源管理的新趨勢，它能夠極大地激勵員工的積極性，發揮企業人力資本的增值效應，促進企業競爭力的增強。 -
The facility of a system can be refined easily by mere change of the procedure model and the stabilization of function implementation, ensuring prompt response to the reasonably organized enterprise information, application tools and human resources
工作流將應用邏輯和過程邏輯分離，可以不修改具體功能實現而只修改過程模型來改變系統功能，從而快速應對企業信息、應用工具和人的合理組織。 -
First, based on investigation and analysis on real estate background and the actual situation of jiangbei real estate development company, the problems and the foundmental root causes existing in the operation management are found out. secendly, according to the requirements of modern business management theory and modern enterprise system, a business management model with quality management being the core is put forward by comparing and analyzing several management models, and selecting one management model as the major with multiple management models existing. based on this, the author has designed the main frame for the management model, completed organizational structure designing, department function and work position describing, work flow and work process designing, establishment of regulations, and formed the organizational structure of the management model. in addition, the varies important management actions, including human resources management, quality management, financial management, marketing management, information management, are analyzed and studied in order to enrich and improve the content of the management model. finally, the author has also put forward the measures and requirements to ensure the effective operation of the management model
首先，在調查研究的基礎上，通過對房地產行業背景和江北房地產開發公司現狀的分析，找出公司現行狀態下經營管理中存在的問題和困難，並分析原因，查找根源；其次，根據現代企業管理理論和現代企業制度的要求，通過對幾種較為流行的管理模式的分析比較，選擇以一種管理模式為主，多種管理模式相結合的方法，提出以質量管理為核心的企業管理模式；在此基礎上，對管理模式進行整體性的組織設計，完成組織結構設計、部門職能制定和崗位描述、工作流程及工作程序設計、規章制度體系的建立等工作，構建管理模式的整體框架；另外，針對各項重要的管理活動，如人力資源管理、質量管理、財務管理、營銷管理和信息管理等，分別進行分析研究，以充實和完善管理模式框架的具體內容；最後，為確保管理模式順利、有效地運行，明確提出「完善公司內部治理機制，健全公司外部治理機制」的保障措施和具體實施步驟。 -
The competence is the foundation and the logical beginning of human resources management. on the basis of competence model, human resources management can operates relatively and effectively
素質模型或能力模型是人力資源管理的邏輯起點，能夠有效保證人力資源后續板塊的針對性、有效性。 -
It starts with a review of foreign and domestic classic theory of financial decentralization, then it gives an outline about the course of federal decentralization in china. the main body of this dissertation is using panel data model to research the relationship between federal decentralization and economic growth with nine indices evaluating the degree of federal decentralization. in this model, degree of opening, degree of market economy, human resources, investment ratio etc. are also considered
本文的主體是以1978年到2002年各省人均實際gdp增長率為被解釋變量，採用五個指標來測度財政分權水平，綜合考慮財政分權、平均稅率、政府對經濟干預程度、開放程度、市場化程度、投資增長率、人力資本等因素對經濟增長的影響，利用paneldata的固定效應模型來考察財政分權與經濟增長之間的關系。 -
The transportation organization is indicating the synthetical organization administration model about traffic capacity and transportation resources. transportation organization mainly research on the method and efficiency about the transportation resources how to be used, that is the transportation resources including the different transportation tools, stations, storehouses, enterprises, human resources and technology, capital and information etc how to be related together in the course of satisfying the transportation requirement
運輸組織就是指對運輸對象及運力以及相關運輸資源的綜合組織管理模式，運輸組織主要研究運輸資源整體上利用的方式和效率，即運輸資源包括不同的運輸工具、站場、倉庫、相關企業、相關人力資源和期間的技術、資金、信息等在滿足運輸需求的過程中，不同環節和不同方面之間的聯系方式，這些資源為滿足運輸需求而進行整合的過程就是組織化。 -
A traditional model of recruitment on the basis of person - position fit fails to consider the fit of organize culture and individual character, which result in the appearances of a series of questions of human resources management
傳統的基於人與職位匹配的招募模式未能考慮組織文化與員工個性特徵的匹配，從而導致人力資源管理的一系列問題的出現。 -
The integration process after acquisitions and mergers is the key for its success, and some problems always happen during this process. the framework of a model for the integration management following the core - competence - based acquisitions and mergers concentrates on integration management of the strata of strategic asset elements, integration management of the strata of functional activities such as an enterprise ' s culture, managerial system, organizational principles and human resources. chapter six introduction performance appraisal of core - competence - based acquisitions and mergers
第五章基於核心能力的企業購並后整合管理，購並后的整合管理是企業購並成功的關鍵一環，購並后管理中通常存在著一些問題，圍繞這些問題提出了整合管理的模式，關鍵是戰略性資產廣東工業大學管理學碩士學位論文要素層次整合和企業文化、管理系統、組織機制和人力資源等職能活動層次整合管理。 -
At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises
目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。 -
Efficient human resources reorganization and knowledge refreshing events keep pumping talent and elegance into company ' s dynamic operation, which are essential to the corplorate growth. world class management model, coupled with talented people, underpins huahai ' s world class products
人員的調整和知識的更新為華海注入了強大的活力，也是企業奮蹄向前的動力，正是基於一流的管理模式，擁有一流的人才、才使華海生產出一流的產品。 -
Particularly, we put forward a two - cycle model to conduct the efficient application of human resources
在本章節中特別提出了人力資源有效使用的雙環模型。 -
How to improve the modern enterprise management system of internal control systems, the authors believe : should strengthen internal control theory research, and establish a sound system of internal control standards ; my powers of the board of trustees of rescheduling pattern, the introduction of independent directors system, improve corporate governance structure ; strengthen enterprise crisis management awareness, the establishment of corporate risk control systems ; implementing people - oriented human resources management strategy ; strengthening the independence of the internal audit, with the establishment of modern enterprise system suited to the internal audit model, and improve enterprise effectiveness and efficiency of internal controls
如何完善現代企業治理機制下的內部控制制度，筆者認為：應加強內部控制理論的研究，建立健全內部控制的標準體系;重新安排我國董事會的權力格局，引進獨立董事制度，完善公司法人治理結構；加強企業危機管理意識，建立企業風險控制系統；推行以人為本的人力資源管理策略；加強內部審計的獨立性，建立與現代企業制度相適應的內部審計模式，提高企業內部控制的效果和效率。 -
Innovating the training model and developing human resources in mini - medium enterprises
開發中小企業人力資源創新培訓模式 -
As a distinguished venture capital company with unique high - tech incubating features, stlvc dedicates to develop an optimized investment model for china ' s fast developing high - tech industry by leveraging the technology and human resources of tsinghua university combined with the preferable policies of shenzhen municipal government
深圳清華力合創投作為一家具有高科技孵化器特色的創新投資企業，依託清華大學的技術和人才優勢，充分利用深圳市發展高新技術產業的優惠政策，致力探索一種適合中國高新技術產業快速發展的創業投資模式。
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