present state examination 中文意思是什麼
present state examination
解釋
現癥檢查法- present : adj 1 在座的，出席的，在場的，到（場）的；現存的，存在的 （opp absent）。2 現在的，今天的，當前的...
- state : n 1 〈常作 S 〉國，國家；〈通例作 S 〉（美國、澳洲的）州；〈the States〉 美國。2 國務，政權，政府...
- examination : n. 1. 考試 （in）. 2. （問題等的）檢討，考察；檢查；審查，調查；檢定，檢驗；觀察。3. 審問。4. 檢察；診察。adj. -al
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By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market
分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。 -
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。
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