investment human resources 中文意思是什麼

investment human resources 解釋
人力投資
  • investment : n. 1. 投資；投資額；（時間、資本等的）投入；投入資金的東西。2. 授職（儀式）；授權。3. 包圍，封鎖。4. 覆蓋。
  • 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
  1. 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。
  2. Xishan economic development zone ( xsedz ) was set up in 1992. it is divided into three parts : the foreign investment industrial park, thelogistics park and the administrative center. with over ten years of experience, xsedz is able to provide a complete infrastructure of water, power, steam, natural gas, sewage, drainage, telecommunications, and supporting facilities such as the direct customs clearance centre, public bonded warehouse, modern logistics center, one - stop service centre, human resources centre, one - stop service centre, and apartments for expatristes etc

    江蘇省錫山經濟開發區成立於1992年，開發區內合理規劃，設有外商工業區、物流區、中心商務區三個功能區，經過十多年的建設，不僅建成了「九通一平」的基礎設施，還配備了包括海關直通點、公共保稅倉庫、現代物流中心、人力資源中心、投資服務中心、外商公寓等在內的綜合服務設施。
  3. I divided the whole paper into five chapters : chapter 1 is " introduction ", which is talking about correlative developments of the theme in the domestic and the overseas, conceptions of human resources and human capital and their differentiation and relationship. chapter 2 is mainly about pertinence between economic development of the western region and human capital investment. in chapter 3 i analyze status quo of human capital investment in the western region and its causes of formation

    全文分為五章:第一章為導論，著重介紹了選題的國內外相關動態以及人力資本的相關概念和理論;第二章主要探討西部經濟開發與人力資本投資的相關性;第三章剖析了西部人力資本投資的現狀及成因;第四章結合西部地區產業結構的發展情況對人力資本投資的方向和結構進行了界定;第五章探討了人力資本投資的相關戰略。
  4. In fact, the competition of the enterprises will become the game of the human resources. the importance of the knowledge and the technology becomes the regulation of this competitive game. and the production mechanism of enterprise human capital, human capital investment and the training development, is becoming the focal form to which the enterprise pays attention when developing

    實踐證明，企業之間的競爭將主要成為人力資本的游戲，知識的話語權和技能的先導性將是這場對決的游戲規則，而企業人力資本的生產機制? ?人力資本投資和培訓開發正成為企業發展中所關注的焦點。
  5. 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。
  6. China is ready to develop all - round economic cooperation with fellow asian countries with emphasis on trade, investment, natural resources, information, pharmaceuticals, health service, environmental protection, transportation, science and technology, agriculture, poverty alleviation, and development of human resources

    中國將發展同亞洲各國全面的經濟合作關系，加強貿易投資、資源、信息、醫藥衛生、環保、交通、科技、農業、扶貧、人力資源開發等領域的合作。
  7. The college possesses one national key research base of humanities and social sciences - " the center for agricultural and rural development " ( co - built with other colleges and institutes ), four research centers - the center for technological innovation and industry development, the center for innovation and development, the center for human resources and strategic development, and the institute of real estate research, and twelve research institutes - the institute of management science and information system, the institute of management engineering, the institute of human resources management, the institute of finance and accounting, the institute of business organization and strategy, the institute of marketing management, the institute of decision and optimization, the institute of enterprise investment, the institute of tourism, the institute of hospitality management, the institute of agricultural and rural development, and the institute of township enterprise and small town development, the college has scored brilliant achievements in scientific research

    學院擁有一個國家級人文社科重點研究基地"農業現代化與農村發展研究中心" ；七個校級交叉學科研究中心：浙江大學技術創新與科技產業發展研究中心、浙江大學人力資源與戰略發展研究中心、浙江大學創新與發展研究中心、民本經濟與管理研究中心、浙江大學房地產研究中心、浙江大學資本市場與會計研究中心、企業成長研究中心；十二個研究所：管理科學與信息系統研究所、管理工程研究所、人力資源管理研究所、財務與會計研究所、企業組織與戰略研究所、營銷管理研究所、決策優化研究所、企業投資研究所、旅遊研究所、飯店管理研究所、農村經濟發展研究所、鄉鎮企業與小城鎮發展研究所。
  8. 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。
  9. Some feasible countermeasures as to change the concepts reconstruct the library spirit, to attach due importance to the library, to establish the good service environment, to strengthen the investment, to extend and improve the service resources, particularly the information resources and human resources, to solidify the service foundation, to change the service concepts and to create the service method etc. are put forward in this paper

    提出了可行性對策：轉換觀念，重塑圖書館精神；加強對圖書館的重視、創設好服務環境；中大投入，擴大和改善服務資源，尤其是信息資源和人力資源，夯實服務基礎；轉變服務觀念，創新服務方式等。
  10. However, human resources are unstable owing to fierce competition of human resources by organizations and dynamical change of organization. the study of human resource investment risks have become the focus of organizations because of its high risks

    然而，組織間對人才的激烈爭奪及組織的動態變化，使人力資源成為極不穩定的流動資源，致使人力資源投資成為風險極大的投資活動，人力資源投資風險規避亦成為當今各種類型組織所關注的重大問題。
  11. 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。
  12. The task force that i head will ensure that the application assessment procedures are conducted expeditiously so as to enable hong kong to attract talented people more proactively. upgrading our human resources can help attract investment to hong kong and create further employment opportunities

    由我親自主持的小組，會確保審批過程順暢，以便香港可以更積極招攬人才。提升人力資源素質，有助吸引投資，創造更多就業機會。
  13. Based on information economics, the learning organization theory, and the general researches of the enterprise investment in human resources, the human resource investment strategy and the entrusted agency issues for learning enterprises are explored

    基於信息經濟學的思想、學習型組織理論及一般職能的企業人力資源投資研究，探討了學習型企業人力資源投資策略及其委託代理問題。
  14. Among the all, the most important ones are : the bad geography conditions, the low developed economic, the little investment in education, the irrational investment structure and the lack of good allocation of human resources

    （ 3 ）教育投入的不足。 （ 4 ）配置方式困局限。計劃經濟體制條件下僵化的配置格局和轉軌時期不完善的人力資源市場配置機制是造成人力資源配置失衡的根本原因。
  15. Strategy cost management is new for the field of management cost in china. the thesis discusses the foundation of theory of strategy cost management in details including the concept, the theory, the contents, the characteristic, and procedure of strategy cost management. according to the traditional thoughts of strategy management in " art of war ", the thesis focuses on the objective of strategy cost management - - hunting the cost advantages in competition, and draws out a system of strategy cost management by four sections of the culture of hotel cost, the environment of hotel operation and management, hotel human resources investment, and hotel organization and managing policies

    在國內，戰略成本管理是近幾年剛剛興起的新興管理會計領域，本論文詳細論述了有關戰略成本管理的理論基礎：戰略成本管理的概念、原理、內容、特點及其程序，進而從孫子兵法的戰略管理思想中受到啟迪，圍繞飯店戰略成本管理的目標? ?尋求成本優勢，從「道」 ? ?飯店成本文化、 「天」與「地」 ? ?飯店經營環境、 「人」 ? ?飯店人力資本與人力資本投資、 「法」 ? ?飯店組織結構及管理制度和方法等四個方面構建了我國飯店的戰略成本管理體系。
  16. This paper takes the conclusion ? human capital can help or promote economy increase as a basic topic. on the basis of t. w. schultz and gray becker ' s human capital theory, in the light of shenyang ' s human resources situation, we further study the problems during the transmission from human resources to human capital in shenyang. at the same time, we analyze and discuss and put forward proposals and strategies : promote the problems of changing the human resources into human capital ; deepen the reform of the system of education and enlarge the decision making power of school running ; according to the capital distribution and compensation principle, carry out the idea of higher education capital compensation system reform ; strengthen the investment of enterprise " human capital ; reform the traditional country and countryside census register isolation system, develop and improve human flow medium ; establish a reasonable, scientific inspiration and restriction mechanism ; enlarge the government ' s investment and management of public hygiene service

    本文的研究是將人力資本投資有利於或能夠推動經濟增長這一結論作為基本命題，在學習吸納現代經濟學特別是西奧多?舒爾茨和加里?貝克爾等人的「人力資本理論」的基礎上，結合當前沈陽市人力資源的實際情況，分析研究沈陽地區人力資源轉化為人力資本工作中存在的問題，同時展開分析討論，並提出一些建議和對策：促進人力資源轉化為人力資本的教育發展問題；深化教育體制改革，擴大學校辦學自主權以有效地培養人才為經濟建設服務；根據成本分擔和補償的原則，實行高等教育成本補償制度改革的高等教育的發展思路；加大企業的人力資本投資力度；改革傳統的城鄉戶籍隔離制度，發展和完善勞動力流動的中介組織；建立一個合理的、科學的激勵與約束機制以及加大政府對公共衛生服務的投資和管理力度等。
  17. Specifically, the investment environment is undesirable because of geographical barriers, adverse climates, underdeveloped infrastructures, unreasonable industrial structures, state ' s overwhelming share in the economy, human resources of low quality, and the lack of preferential policies

    導致這種結果的最主要因素包括：優惠政策劣勢；地理位置、自然條件與基礎設施差；產業結構不合理；國有經濟比重高；人力資本水平低。
  18. Labor intensive industries adapting to local situation should be developed and enhanced, such as township enterprises, for providing off - farm opportunities to on - spot labor transferring, along with the rural industrialization and urbanization. at the same time, relevant departments should pay more attention on human resources investment, through enhancing farmers education and their quality for improving the capacities of farmers to choose and find jobs. another important solution is to organize the labor transferring, from transferring without plan and purposes to transferring with confirmed purposes, to increase the transferring efficient and transferring ratio

    在以上分析的基礎上，提出本文的建議：應該大力發展和鞏固適應農村特點的勞動密集型二、三產業，尤其是鄉鎮企業，在推進農村工業化和城鎮化的同時，增加大量非農就業機會，促進勞動力的就地轉移；同時，從人力資本投資角度出發，通過多種多樣的形式，加強農民的教育，逐步提高農民的素質，幫助他們掌握一技之長，增強農村勞動力自主擇業和從業的能力；同樣重要的是，加強農村勞動力轉移的組織，從嘗試盲目的轉移到有目的的轉移，提高農村勞動力的轉移效率，從而促進轉移比例的提高；對于不同的社區，推進勞動力轉移的進程中，要注意對一些特殊群體? ?比如女性勞動力的轉移採取一系列的促進工作。
  19. They discuss the following ideas : fist, the planning and the frame of incentive management in the state - owned enterprises ; second, the inner incentive and constrained mechanics which are explained from managers, technical personnel ; third, the building of sound outside environment including the reform of property right institution, the construction of investment mechanism of human resources, the development of manager and talent market, the independence of supervision organizations, the realization of fair play, the development and perfection

    一方面，從企業內部來說，主要從人力資源規劃、薪酬福利激勵管理、培訓激勵、精神激勵等幾個方面進行分析、論證，提出解決問題的思路，其中重點是對企業經營管理者和技術人員進行了研究。另一方面，從觀念轉變、產權制度改革、經理人的市場培育、相應約束機制的建立等方面為企業的發展建立良好的外部環境，而借鑒海爾較為成功的激勵管理模式，無疑對我國國有企業進行激勵管理極為重要的現實意義。
  20. Like physical capital, human capital is produced through investment, and education is the - chief way of developing the high qualities of human resources

    人力資本同物質資本一樣，是通過投資形成的，教育是形成人力資本的主要途徑。
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