reward training 中文意思是什麼
reward training
解釋
獎賞訓練-
It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management
全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。 -
We emphasize all - round training, reward qualified staff with compensation better than market standard, and provide talented people with enough space of career development
我們將為優秀的人才提供系統的培訓以及高於市場水平的薪酬回報，並為傑出的人才提供足夠的職業發展空間。 -
Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。 -
It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation
個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。 -
By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs
最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。 -
7 the personnel administration rules for wealth managers adopted by a securities firm shall at least include personnel qualification requirements, professional training and prerequisites, a code of professional ethics, and a salary, reward, and performance evaluation system
七、證券商訂定財富管理業務人員之人事管理辦法，內容至少應包括人員之資格條件、專業訓練與資格、職業道德規范、薪資獎酬及考核制度等。 -
Apart from providing effective training to staff, the management has to act in a fair manner and provide a good role model for its staff. it should also implement a proper reward and punishment system so that honesty and integrity will be recognised and encouraged, while illegal conduct or malpractices will be punished in an impartial manner
方面，除了透過有效培訓外，管理層更要公平處事，樹立好的榜樣，並設有合適的賞罰制度，對誠信行為加以認同及鼓勵，並以公正的態度懲處所有違法違規的行為。 -
A customer service supervisor of a manpower training centre was sentenced to 80 hours of community service for soliciting 1, 000 from a man as a reward for arranging the latter a refund for cancelling a domestic helper employment
一名人力培訓中心客戶服務主任，向一名男子索取一千元，作為安排對方在取消聘用家庭傭工一事上獲得退款的報酬，被判須履行八十小時社會服務。 -
Article iii the objectives of the foundation are : to attract and support distinguished high school graduates to enroll in the pulp & paper engineering program ( the program ) in nanjing forestry university ; to encourage and reward excellent students and teachers in the program, to foster closer cooperation between the program and the industry ; to promote the development of the program, to help build the pulp and paper engineering program of nanjing forestry university into the best training center in the country
第三條本基金會的宗旨：吸引並資助優秀學子進入制漿造紙工程專業學習，獎勵優秀學生和優秀教師，促進南京林業大學制漿造紙學科與企業的合作，推動學科的建設和發展，使南京林業大學制漿造紙學科成為全國造紙業技術、管理人才的培育中心。 -
The soe managers " salary system is made up of five parts, basic income, annual reward, long term incentive, post consumption and insurance income, in which basic income is gotten through plural linear return analysis for the factors of educational training, work experience ; by analyzing the model, manager ' s annual reward is proved relevant to his performance ; according to soes " different developing periods, long term incentive is designed as a trending and progressive mechanism, by separately adopting the modes of executive stock option, delayed payment etc., among which the latter mode has been improved greatly ; besides, some advice is given on the post consumption standard and leave - office insurance income for the soe managers
薪酬體系由基本收入、年度獎勵、長期激勵、職務消費和保障收益五部分組成。基本收入通過對教育培訓、工作經歷等因素進行多元線形回歸確定；年度獎勵通過模型化分析，得出與經理人業績正相關；長期激勵設計出了一種動態的、循序漸進的機制，結合國企發展狀況，分別採取期權、期股、延期支付等模式，其中延期支付模式作了較大改進；此外，對國企經理人職務消費的規范和離職收益的保障也提出了相應的觀點。 -
Through reference the modern manpower resource management theoretical manpower resource program for a company is recruited, trained, effect check and salary reward the analysis of system, the profession characteristics that combine a company ' s again, have made the specific solution according to above problem final method, : perfect and recruit system, set up the a company ' s image of " fine employer " ; establish a company ' s training system, lead into manpower resource development function ; rebuild a company effect examination comment system ; so as self support type salary reward system to reward system for a company ' s salary
通過借鑒現代人力資源管理理論對a公司的人力資源規劃、招聘、培訓、績效考核及薪酬體系的分析，再結合a公司本身的行業特點，最後提出了針對以上問題的具體解決辦法，即：完善招聘制度，樹立a公司「優良僱主」形象；建立a公司培訓體系，引入人力資源開發功能；重建a公司的績效考評體系；以自助式薪酬體系為a公司薪酬體系。 -
In the present experiment, two adult cats were trained to discriminate respectively the horizontal and vertical static sinusoidal gratings for food reward. performance of the two cats improved significantly with the extension of training, all reaching a percent correct above 85 % after 4 months. testing with an orientation orthogonal to the trained orientation showed that correct performance of the two cats decreased obviously
本實驗訓練兩只成年貓分別進行水平和垂直方位的靜止正弦光柵的識別以獲得食物獎賞，兩只貓的行為識別能力隨著訓練時間的延續顯著提高， 4個月後識別的正確率達85以上，用與訓練方位垂直的正弦光柵檢測發現，識別正確率明顯下降。 -
The purpose of joining the ams is not about monetary reward, it is the first - aid skills we can learn during the training course. having equipped with the professional first - aid knowledge, one can provide services to those in need during emergencies and disasters
參加志願部隊，最重要的當然不是金錢上的報酬，而是透過醫療輔助隊，我們可以學到專業的急救技巧，在遇有緊急事故時，可以救急扶危，服務大眾。
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