manager selection 中文意思是什麼

The selection panel have also discussed turning to the manchester city manager stuart pearce, hull city ' s peter taylor or alan curbishley, who will leave charlton at the end of the season, as potential assistant managers to foster similar continuity in the future

選帥小組也討論了讓曼城的皮爾斯，赫爾城的皮特-泰勒或者將在賽季末離開查爾頓的阿蘭-柯比什利作為潛在的助理教練來保持未來的連貫性。

It is shown in the case that super matrix is easy to constringe the selection sequence assisted by the software, which is efficient and convenient for manager to evaluate and choose the project

案例顯示，加權超級矩陣在軟體求解的基礎上可以快速收斂，得出各種方案的優先排序，從而幫助管理者簡便、有效地進行方案決策。

Selection and superintendence to the manager of the state - owned enterprises

對國有企業經營者的選擇與監控

A good personnel manager is good at selection, at picking the right man for the right job.

一名工作出色的人事部經理要善於物色人才，並能夠知人善任。

Our restaurant manager will be more than happy to assist with your menu selection or offer a special banquet

我們的餐廳經理將非常樂意協助您進行菜單挑選或者提供特別的宴會。

Dased upon the introduction of correlative theories, articles and viewpoints, this paper construes status in quo of current professional manager market of china and hebei province, and finds out the key problems ; this paper refers to the background and main issues of professional managers " selection, and the structure of managerial talents ; according to the presentation of dynamic standpoints in identifying the abilities of professional managers and the concept of degree of informational asymmetry, we obtain the conclusion that to some extent the talents of professional managers are identified ; then, we give models of factor analysis of anticipant costs and incomes in the process that study on the selection of manager ; based upon the character of informational incompleteness about managerial capability, this paper discusses predominance and inferior position about choosing in and out of the corporation and the problems of arrangement in pairs or groups for two modes ; finally, we put forward the measures and suggestions to settle the problems

本文在介紹相關理論和與論題相關的文章及觀點的基礎上，分析了中國及河北省當前職業經理人市場現狀，找出問題的關鍵；分析了職業經理人選聘的背景、存在的主要問題，以及職業經理人才能的結構；通過對職業經理人才能識別的動態性觀點和信息不對稱程度的引進，說明了在一定程度上職業經理人才能是可識別的；在此基礎上，論文引入了期望成本收益分析模型，對職業經理人的選擇進行較為系統的研究；基於職業經理人能力的不完全信息性質，指出企業內部選擇方式和外部選擇方式的優劣勢，討論了兩種方式的搭配問題；最後提出了解決措施和建議。本文的創新之處在於提出了期望成本收益分析模型，從企業和個人兩方面分析了職業經理人選聘過程。

The investment funds and its performance has arrested the the public concerns and the scientific fields recently. as a new investment method and system, the investment funds is of benefit to reducing the transaction costs and improving the investment, so that it can get a better expected performance by specialist s control and portfolio selection. however, its real performance is affected by many facts including the managers " ability to investment manage, the system and the finance market condition, etc. especially, if the finance market and the profolio funds market are not sound, its expected performance will be restricted owing to the manager ' s poor ability and the insider control which can not well overcome the " adverse selection and moral hazard " leading to a bad stimulating system and the bad finance market condition

從理論角度來說，投資基金作為一種新型的投資方式和制度，有利於降低交易成本，並通過專家理財、組合投資以獲取理想績效。但投資基金的實際績效受諸多因素的影響，如制度因素、基金經理人的技術因素以及外部環境因素等。在金融證券市場不完善和基金發展還不成熟的情況下，投資基金「內部人控制」較為嚴重，激勵機制不完善，不能有效地克服「逆向選擇」和「道德風險」問題，從而使得投資基金的理論績效沒有得到充分的顯現。

Conduct cv screening, telephone interview, first interview and follow the next interview, till hiring manager make the final selection decision

完成空缺崗位的簡歷篩選、電話面試、第一次面試，並跟進下一階段的面試，直至業務經理做出最終聘用決定。

It has the important meaning for working for more and better economic results and realizing enterprise value maximization that how to improve contract, establish the system perfectly, normalize the behavior between owner and manager, prevent manager from adverse selection and moral risk, raise manager ' s ability and activity, reduce the proxy cost and so on

因此，如何完善契約、建立健全相關機制、規范所有者和經營者的行為、防止經營者的「逆向選擇」和所有者與經營者的「道德風險」 、提高經營者能力和激發經營者的經營積極性、降低代理成本等對提高企業經濟效益、實現企業價值最大化具有重要意義。

Then, this paper empirically tested the validation and predictive accuracy of different var risk management model in the domestic financial market. finally, with the analysis of modem financial risk management development trend and the current domestic financial risk management situation, this paper made a prospect for the application of this model in the construction of domestic financial risk management system. through the analysis, the main conclusions are as follows : ( l ) the traditional mean - variance model is the special example of the portfolio selection based on the var risk management model for the case that the returns of the portfolio are assumed to be normally distributed ; compared with the mean - variance model, the var risk management model is more comprehensive and accurate in the measurement of the portfolio risk, so based on the var model, the investors can allocate the asset more effectively. ( 2 ) the var risk management model can provide the timely and comprehensive risk information for the top risk manager, so it is very helpful to the improvement of total risk management efficiency. ( 3 ) based on the var model, the raroc performance valuation approach can reflect the real performance of the portfolio manager and provide the coherent standard for the allocation of risk limitation and the construction of the incentive compatibility constraint mechanism in the financial instiutions

通過研究分析，本文主要得出如下結論： （ 1 ）傳統的markowitz均值? ?方差模型僅僅是在資產組合收益率正態分佈假設條件下基於var風險管理模型進行資產組合選擇的特例，與均值? ?方差模型中的方差風險度量方法相比， var風險管理模型能夠更全面、更貼切地衡量資產組合的風險，且基於此模型能夠更有效地進行資產配置決策； （ 2 ） var風險管理模型能夠滿足更高層次風險管理者對風險信息的需求，有助於整體風險管理效率的提高； （ 3 ）基於var風險管理模型的raroc績效評價能夠反映資產組合管理人的真實業績，從而為金融機構風險限額的分配和激勵約束機制的制定提供統一的標準； （ 4 ）國內證券市場資產組合收益率服從正態分佈的假設明顯不成立，實證檢驗表明基於資產組合收益率正態分佈假設條件下的方差? ?協方差模型對國內資產組合風險的預測存在較大的偏差，由於文中證明在收益率正態分佈假設條件下基於方差? ?協方差模型進行資產組合選擇的結果等價于markowitz的均值? ?方差模型，因此，均值? ?方差模型對國內資產組合風險的預測同樣會存在著較大的偏差，而半參數var風險管理模型則能夠取得較好的預測衡量效果； （ 5 ） var風險管理模型符合未來金融風險管理的發展趨勢，基於var風險管理模型建立內容提要風險限額內控體系、風險信息披露體系和業績評價體系，並進行金融監管，將有助於國內金融機構內部風險管理方法和外部監管技術跟上國際金融風險管理的發展潮流。

A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on

本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。

In chapter three we research the mechanism of screening entrepreneurial ability and selection of manager for firm. with the application of " revelation principle " to the model that we have made for the condition that the variable of entrepreneurial ability has " a linear down distribution ', we compare the solution to our model with the solution to the first - price sealed auction model. with the model we have made we study the mechanism of self - screening entrepreneurial ability

通過運用「顯示原理」我們構建了一個適應「企業家能力變量的分佈是線性下降」情況下的拍賣博弈，該模型的解和假設「估價是均勻分佈」的「一級密封價格拍賣模型」的解不同，我們比較了這個不同的經濟含義，並利用該模型研究企業家能力的自我甄別機制。

We must put emphasis on the below ' s works : selection of supreme manager, prevent brain drain, solve the diffluence problem of redundant workers, build up new combination, keep the integration time in control, communication, education and train, personnel excitation, we must notice some problems in transnational m & a : section of manager who reside in foreign corporation, trans - cultural communication, effect of foreign human resource policy and trade union

人力資源整合要按照目標、公平等原則，在獲得必要的財務支持的基礎上，重點做好以下方面工作：最高管理人員的選擇、防止人才流失、冗員的分流安置、人員的團隊組合、整合的時間性把握、溝通、培訓以及人員激勵。跨國購並中人力資源整合應注意以下幾個問題：駐外經理人員的選擇；跨文化的溝通；被購並企業所在國家的勞動人事政策和工會組織的影響。

In this paper, we measure the performance of chinese equity funds, using treynor - mazuy model, henriksson - merton model and chang - lewellen model which are based on capm and fama - french three factors model respectively in measuring the manager ' s market timing ability and security selection ability. the empirical evidence indicates that the managers do n ' t exhibit superior market timing ability but exhibit certain security selection ability

本文主要從中國市場的實際出發，對國內外的證券基金業績評價體系進行全面的理論研究，著重對證券基金業績的分解研究進行了探討，並運用分別基於capm和fama ? french三因素模型的treynor ? mazuy模型、 henriksson ? merton模型和chang ? lewellen模型等基金經理擇時能力和擇股能力評價模型對我國的證券基金業績進行全面的實證分析。

The main reason leading to such problems are found including organization structure is not reasonable in establishment ; responsibility, right and benefit is not reciprocal, process of object management is not unobstructed and so on the critical problem is organization structure is not reasonable in establishment, so, the optimized design of the object management system is made. firstly, three designed plan of organization structure is offered, they are competent organization structure, object organization structure and matrix organization structure, after the comparison between advantages and shortcoming and experts evaluation, the matrix organization structure is suitable for the institute. secondly, optimize the design of selection of object manager and management system, the institute adopts object manager responsible system

首先對組織結構進行優化設計，提出了三種組織結構設計方案，即職能事業部式組織結構、項目式組織結構和矩陣式組織結構，經多方案優缺點比較和專家評價，確定出該院應採取的是矩陣式組織結構模式；其次，對項目經理挑選與管理系統進行了優化設計，該院項目管理實行項目經理負責制，項目管理的成功既取決于項目經理個人，又取決於一個強有力的項目團隊，因此建立了一套相對完善的項目經理挑選與培訓程序和合理的項目管理系統；然後，結合勘察設計項目管理的基本內容和程序，按照iso9000族標準及該院質量管理體系文件的規定，對該院項目管理流程進行了優化設計，實現了該院項目管理流程的規范化、程序化和高效化，以確保項目管理取得圓滿成功。

First the manager has reacted to the selection of claude makelele in the latest france squad

首先，主教練對馬克萊萊入選最近的法國隊陣容作出了反應。

According to some research, the constitution should be composed of benchmark competency and distinguished competency. chapter three to chapter four are competency - based manager selection system composed of three dissertation, which are modeling manager ’ s competency model, chose tools to evaluate management competency, and competency - based training and development

第三、四、五章三個專題研究? ?管理者勝任力模型建立、甄選工具的選擇與管理者勝任力測量、基於勝任力的培訓與開發，構成一個基於勝任力的管理者選拔體系。

Support sourcing manager in sourcing, identification and selection and qualify of potential vendors within china, in terms of plastic parts and tooling, as well as plastic / metal and plastic products

協助資源經理開發供應商，就塑料/金屬件及塑料產品方面對供應商進行認證和評估。

The underlying reasons include : the government ' s role in establishing a hospitable environment for the managers remains to be improved ; the supervision on both capital market and managers " market is far from satisfied ; the official standard of managers " selection ; lack of the manager - specific incentive and restraint mechanism ; the vacancy of the restraint system by corporation owners and the ill - founded corporate governance structure, and so on

究其原因有：國家關于企業經營者管理的大環境還有待于改善、資本市場和經理人市場的監督約束機制不完善、企業社會政策目標和效率目標的雙重存在、企業經營者選拔任用標準「行政化」 、企業經營者離崗后缺乏社會保障和制度化報酬、缺少針對企業經營者的有別于黨政幹部的激勵與約束機制、所有者約束機制缺位，沒有形成規范的公司治理結構。