personnel assignment 中文意思是什麼

personnel assignment 解釋
人事安排
  • personnel : n. 1. 全體人員，職員，班底 （opp. materiel）。2. 人事（部門）。
  • assignment : n. 1. 分給，分配。2. 指定，委派。3. （理由等的）陳述；（錯誤等的）指出。4. （財產、權利的）轉讓，讓與。5. 讓與證書，委託證書。6. 〈美國〉任命；任務，工作；（課外）作業。
  1. This means had stipulated after active duty personnel release from active duty chooses the independent choosing profession the condition, namely shi zhi and the years of military service does not fill below 20 years camp duty the army career change cadre, continues to adopt the plan assignment the way placement. holds the post of the group level duty or holds the post of the camp level duty also the years of military service full 20 year armies career change cadre, may choose by the party committee, the government job placement and the duty or myself independently chooses profession, the government assists the employment, receives money of retirement way placement

    通過對h省某部175個軍隊轉業幹部的調查訪問卷的分析和研究，發現軍隊轉業幹部的人力資本和政治資本對他們擇業方式的選擇有重要的影響作用，人力資本、政治資本豐富的軍隊轉業幹部，一方面有利於他們利用其原來擁有的人力資本、政治資本，在社會上謀得適合於自己的職業和職位，使其人力資本和政治資本繼續發揮作用，另一方面也有利於他們在自主擇業后，將其擁有的人力資本和政治資本轉化為社會資本和經濟資本等其它形式資本，從而獲得較好的經濟效益。
  2. Along with the cadre personnel system, the work with the labor system and the social security system unceasing deepening, the country placed the means to the army career change cadre also to have the profound transformation, the root 2001 has been broad on january 19, the central committee of the ccp, the state council, the central military committee issues " tentative method together which army career change cadre placed ", the country will implement the way deployment placement to the army career change cadre which the plan assignment and the independent choosing profession unified

    人力資本、政治資本對軍隊轉業幹部再就業所起的作用是社會學研究關注的重要領域。本文從軍隊轉業幹部選擇就業途徑的路徑（國家計劃分配/自主擇業）入手，從性別、警官的種類（軍官/文職幹部） 、安置地（靠近邊境口岸城市/遠離邊境口岸城市）三個層面，分析和討論軍隊轉業幹部的人力資本、政治資本與他們擇業方式選擇之間的相互關系。
  3. To enhance the requested skills for the engineers, we have sent out about 60 personnel to us and other countries for on - job training, and we are planning to send more high potential engineers for offshore assignment in the coming years

    為提升員工的技術能力，我們已經向美國及世界其他地區派遣了將近60人次的在崗培訓，我們計劃在今後幾年中將繼續向國外派遣有潛力的員工進行在崗培訓及工作。
  4. I was assigned to go to reynosa, saltillo, and ciudad juarez in northern mexico, but was reluctant to accept the assignment because i would have to be responsible for both the personnel and financial management of our four - member team. this was the first time that i would be handling a large amount of corporate funds and serving as corporate representative on a business trip. so i felt fearful and was under great pressure

    我們這組共有四人，我很不願意叄與這份差事，因為我們這組的出差費和組員的管理都由我負責，而我一生中還未曾經手過這么龐大的金額，再加上這是我第一次以公司代表的身份出差，內心很惶恐壓力又大，對我而言真是很大的挑戰。
  5. But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,

    薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。
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