human resources system 中文意思是什麼
human resources system
解釋
人類資源系統-
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。 -
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。 -
The multiplex, steady, sustainable supply system of mineral resource should be built by improving investment circumstances to attract foreign capitals, exploring mineral resource to increase deposits, taking advantage of foreign mineral products, protecting and utilizing reasonably the mineral resource ; the mining environment should be improved and the ecological mine should be built by exploring new pattern, carrying clean production and so on. mining enterprises should prompt core competence by forming large mining groups, exploiting human resources, increasing economic benefit, optimizing the industry and product structure and so on. epilog : it summarizes this paper ' s basic view and points out the problems that we should continue to solve in the future
樹立環境意識和生態意識，使人和自然協調發展；大力改善投資環境，吸引外部資金，探礦增儲，充分利用國外礦產資源，保護、節約、合理利用礦產資源，建立多元、穩定的礦產資源可持續供應體系；通過探索新機制，依靠科技進步，推行清潔生產等措施來改善礦山環境，建設生態礦山；礦山企業通過不斷創新，組建大型礦業集團，以人為本大力開發人力資源，經濟集約增長，優化產業結構和產品結構等措施，提升企業的核心競爭力，使經濟、社會和環境相互協調，實現礦山企業的持續、健康發展。 -
Owes developed, average years of schooling level somewhat low gansu province to the economy through impala the vocational education vigorously, constructs the consummation the education training system is completes the human resources development the key
對經濟欠發達，平均文化程度水平偏低的甘肅省通過大力推動職業教育，構建完善的教育培訓體系是做好人力資源開發的關鍵。 -
The specific measures can be put forward as follows : firstly, with the aims of improving the level of individual specialization, more emphasis should be put on deploying and training human resources, improving labor quality and their expertise ; secondly, in order to enhancing internal labor division level in west china, it should take an active participating in the labor division both at home and abroad. west china should also make full use of its geographical advantage to develop trade in border area, take part in domestic labor division actively and hence promote the reconcilable development in west china and east china ; thirdly, to decrease transaction cost and improve transaction efficiency in west china, it is necessary to build and strengthen the market transaction system and better facilities of infrastructure
進而提出了西部地區發展對外貿易要以分工優勢理論為指導，並提出了如下措施：加大人力資源的開發與培養，提高勞動者素質和專業技能，以提升個人專業化生產水平；積極參與國際、國內分工，尤其是充分利用區位優勢，大力發展邊境貿易和積極參與國內層面的分工合作，促進東西部的協調發展，以提高西部地區的內部分工水平；建立健全市場交易體系，改善基礎設施，以降低西部地區的交易費用和提高西部地區的交易效率。 -
The strong human resources are base of execution of customization crm, involving management, project preparation, project execution and system operation. that is the weak force for small scale corporate. so it is good idea for middle - small scale corporate to choose general crm system, not customization crm
中小企業要實施定製式crm系統必須有很強的人力資源基礎，在企業管理、項目準備、項目執行和系統運行方面都需要強大的人力支撐，而這正是大多數的中小企業所缺乏的，所以對於一般的中小企業來講，需要強大的人力支撐，選擇通用型的crm系統而非依據業務特點定製的crm系統是更明智的方式。 -
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。 -
Secondly it reviews and evaluates the western classical compensation theories. then sdudies major theories for designing compansation system, and espesiouly researches the matchment bettewn compensation system and enterprise stratagy, indicates that the company in different life period shoud take different human resources and compensation stratagies. this part constituted the basic theories of the design of the qiaoli corporation compensation system
然後對薪酬及薪酬體系設計實務理論進行了全面論述，指出西方經典薪酬理論對現代薪酬制度的建立具有重要的指導意義，同時闡述了影響企業薪酬水平的因素、薪酬結構的確定方法、薪酬設計的基本原則以及企業處在不同生命周期，應設計出不同的薪酬制度與其發展階段相適應。 -
The second china convention and exhibition forum will focus on the theme of " system - policy - order ", and organize in - depth discussions on the management system and government regulations of domestic and foreign convention and exhibition industries, and on such issues as the commercialization, internationalization and standardization of the convention and exhibition industry and the festival and event business, human resources training and legislative construction so as to learn and draw upon advanced experience for the purpose of promoting the sound development of china ' s convention and exhibition business
「第二屆中國會展經濟論壇」將以「體制政策秩序」為主題，深入探討中外會展業的管理體制、政府規范會展業的措施，以及會展業和節慶活動的產業化、國際化、標準化和人才教育、法規建設等有關問題，學習和借鑒國際先進經驗，推動我國會展經濟的健康發展。 -
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。 -
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。 -
To add " because of the continuous ageing of the population " after " increasing demand for health care services in hong kong in recent years " ; to add " and it is even more difficult for the social welfare sector to recruit nursing staff due to the implementation of the lump sum grant subvention system, thus seriously affecting the quality of elderly and rehabilitation services ; " after " the number of nurses would still fall short of the demand in the coming years ; " ; to add " and in the social welfare sector " after " this council is worried that the quality of nursing services in public hospitals " ; to add " nursing " after " devising a comprehensive and long - term plan for " ; to delete " nursing services ; " after " human resources for general and psychiatric " and substitute with " services as well as for the social welfare sector, including a comprehensive survey on the manpower demand for nurses ; immediately conducting a comprehensive review of the lsg subvention system implemented in the social welfare sector, and ensuring that sufficient nursing staff can be recruited in the market by organizations providing elderly and rehabilitation services with a view to enhancing service quality ; " ; to delete the original " and substitute with " ; to add " for public hospitals as well as for elderly and rehabilitation services " after " manpower ratio between nurses and clients of nursing care " ; to delete the original " and substitute with " ; to delete the original " and substitute with " ; to add " and in the social welfare sector " after " promotion prospects of nurses in public hospitals " ; to delete the original " and substitute with " ; and to add ", in particular the common practice of assigning health workers to undertake certain nursing duties in the social welfare sector, " after " facing up to the problem of de - nursing "
在"近年本港醫療生服務需求不斷上升"之前加上"由於人口持續老化， "在"護士數目于未來數年仍求過于供"之後加上"由於社會福利界實行整筆撥款津助制度，聘請護士人手更加困難，嚴重影響安老及復康服務的質素"在"本會擔心公營醫院"之後加上"及社會福利界"在"就本港普通科"之後刪除"及" ，並以"代替在"精神科"之後加上"及社會福利界"在"全面及長遠的規劃"之後刪除" ，並以" ，包括就護士人手需求進行全面調查二立即全面檢討在社會福利界實行的整筆撥款津助制度，並確保安老及復康服務機構能夠在市場聘請足夠護理人手，以提升服務質素"代替刪除原有的"二" ，並以"三就公營醫院和安老及復康服務"代替刪除原有的"三" ，並以"四"代替刪除原有的"四" ，並以"五"代替在"改善公營醫院"之後加上"及社會福利界的"刪除原有的"五" ，並以"六"代替及在"正視去護士化問題， "之後加上"特別是社會福利界由保健員擔當部分護士職務的普遍做法， " 。 -
In this paper, management entropy theory and its integrated evaluation system was introduced into enterprises ’ human resource and its management evaluation process, and we revealed the law of the decrease in the efficiency of human resources management systematically when enterprises ’ human resource and its management were under a closed system ; but in an open system, because of the exit of management dissipation and dissipation structure, human resource management system exchange materials, energy and information with the outside world constantly, the rule makes negative management entropy and management entropy showed shiftily in an enterprise
本文將管理熵理論的企業綜合集成評價體系引入到企業人力資源及其管理的評價中，系統地揭示企業人力資源及其管理在封閉系統地狀態下，人力資源管理效率遞減的規律;而在開放系統中，由於管理耗散、耗散結構的存在，人力資源管理系統通過不斷與外界進行物質、能量和信息的交換過程，使得管理負熵和熵處于交替運動的狀態，人力資源及其管理效率呈現波浪式運動的特徵。 -
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。 -
Based on this theory research, we through analyzing the company " compensation actual condition, make sure the developing phase of the company, fond the existent problem, combined with management practice, take professional skill, finally put forward an all new compensation system including : design of the executive annually compensation system, the design of the employee structure compensation system, the design of the sale personnel ' s deducting compensation system. it is expected that this study will be helpful to guide both theory and practice and develop the level of human resources management
本論文在對薪酬理論全面深入研究的基礎上，通過分析僑立公司發展狀況及薪酬體系現狀，確定公司所處發展階段，找出其問題所在，結合企業現實管理需要，運用薪酬設計的專業技術，提出了僑立公司全新的薪酬體系設計方案，主要包括經營者年薪制的設計、員工結構工資制的設計、銷售人員提成工資制的設計。 -
After china gains its entry into wto, chinese enterprises face more cruel competition, which the core is the contest of human resources. it is the key for the reform and restructuring of the state - owned enterprises to design an optimizing system of human resources to attract and motivate elites. fist of all, the introduction of this dissertation introduces and analyzes the typical models of incentive management of human resources in western countries, and at the end of this chapter enlightenment is presented
本文對國外典型的激勵管理模式? ? 「美英模式」和「日德模式」進行了較為詳盡地介紹和剖析，也對國外國有企業的激勵管理模式、私營企業的激勵管理同我國國有企業的激勵管理進行了比較分析，並得出了國有企業值得借鑒的啟示：激勵形式要多樣化；激勵內容要豐富化；激勵層次要明確化；激勵考評要系統化；激勵與約束要結合；激勵實施要因地制宜。 -
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。 -
Based on this fact, using the theory of system engineering, on the background of the formation and preparation, of hebeidaily newspaper groups, this article, from the point of view of the operation control development, technology development, and human resources development strategy, will discuss how to develop the newspaper groups with business character, thereby providing some theoretical basis to the future development of hebeidaily newspaper groups
本文根據這個事實，以報業集團的產生和河北日報報業集團的組建為背景，對河北日報報業集團的組織構成和運行模式做了可操作性的研究，並從經營管理發展戰略，技術發展戰略，人力資源發展戰略的角度，用系統工程理論對帶有企業性質的報業集團該如何發展進行了探討，為河北日報報業集團今後的發展提供了一些理論依據。 -
3. it suggests the feasible countermeasures in other ways including the reduction of cost, the cultivation of core competence of corporations, the revolution of management, the enhancement of capabilities of marketing, the research and innovation of techniques, the converting of scientific results into the productivity, the improvement of the production ' s added value, the promotion of quality and environmental protection criteria to meet the requirements of international ones, the improvement of production ' s quality and the level of environmental protection, the construction of oil store, the implement of " go abroad " strategy, the development of oversea investment system, and development of e - business, the construction of scientific human resources system, and other effective measures of government. at last, the conclusion has been given : entry into wto brings us unpreced
3 、在其他方面提出了可行的對策建議，包括:降低成本、培養企業核心競爭力;改革管理體制、增強市場營銷能力;技術研發與創新，加快科技成果轉化為生產力，提高產品的附加值;注重推進質量、環保標準與國際接軌，提高產品質量與環保水平;加快建立戰略石油儲備;實施「走出去」戰略，發展海外石油投資;加快發展龜子商務;建立科學的用人機制;以及政府應採取有效的政策措施等論文研究的結論:入世給中國石油化工產業帶來了前所未有的機遇，也提出了嚴峻的挑戰，只要我們認清入世后的緊迫形勢，抓住有利時機，充分採取切實可行的對策，就一定能迎來我國石油化工產業的更大發展，取得在國際競爭中的優勝地位。 -
Wilo salmson beijing pump system taps human resource management with cdc softwares platinum hrm shanghai wicresoft selects platinum chinas comprehensive human resources system
德國威樂山姆遜北京水泵系統選擇中華網軟體platinum hrm人力資源管理解決方案
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