set hand mechanism 中文意思是什麼
set hand mechanism
解釋
走時機構-
This article contains three parts, five chapters. the first part introduces the incentive models of actual bonus stock synoptically, analyses the stock on hand, option shares and stock option, the three kind of important incentive models, on rights and incumbencies, value and the incentive guidance by contrast. the second part discusses the difficulties and influential factors in the design of technical bonus stock, quests for the incentive models of technical bonus stock, analyses superiority and inferior position in action, difference and interosculation between them, discusses the need and significance for the technical bonus stock reanimation in the middle - small technicalfilms. in order to make use of the technical bonus stock distribution mechanism fully, inspire the talent of technologists, encourage their devotion to films, we have some important discussion on the technical bonus stock distribution policy, introduce the distributed models of technical bonus stock, point out the questions in the excutive course, and offer the solution correspondingly. in the third part, we discuss the technical stock option design on middle - small technical films, and consider the logical thoughtfulness in the course of reanimation as follows : the more outstanding achievement for the powered man the more increase on special target the lower price on technical option premium the more profit the more effective reanimation. in the parameter, a set of detailed program is designed, which includes establishment of incentive fund, institution of merit system for the plan ' s grantors, award of stock option, determination of premium, so as to reduce random in the incentive course, have a great effect on the mormative management for the
本文內容共分為五章三大部分，第一部分概括性地介紹了現行股權激勵方式，對現股、期股和期權這三種重要的激勵方式，從權利義務、價值和激勵導向三個方面進行了對比分析；第二部分探討了技術股權設計的難點和影響因素，討論了我國中小科技企業技術股權激勵的方式，分析它們在激勵中的優勢和不足，以及它們之間的區別與聯系，並對中小科技企業實施技術股權激勵的必要性和意義進行了探討。在文中還重點討論了中小科技企業技術股權分配的策略，介紹了技術股權紅利分配方式，指出在技術股權激勵過程中應注意的問題，並提出相應的解決辦法，目的在於充分利用技術股權分配機制，來激發技術人員潛在的創新能力，激勵他們為企業作貢獻；第三部分著重探討了中小科技企業技術股份期權的方案設計，在激勵方面，按照技術期權獲受人的業績越突出特定的指標增長越快行權價越低獲利越多激勵效果越好的邏輯思路進行考慮；在參數設計方面，對技術期權計劃中激勵基金、授予和考核、行權價格等參數進行了詳細地分析設計，旨在減少技術期權激勵過程中的隨意性，為中小科技企業的規范化管理起到一定的指導和借鑒作用。 -
" caliber i " is equipped with a second hand stop mechanism, in other words, when the crown has been pulled out, a spring gently bends itself around the balance shaft and the second hand stops, hence permitting the watch to be set accurately to the second
螺旋環使鐘表的節律保持始終如一，平衡輪的安裝具有防震功能。如果拉動發條冠就會有一個彈簧輕柔地靠在平衡輪環上，使手錶停止運行。這樣手錶可以分秒不差地進行調節。 -
In part in, the author studies the obligation - blinding mechanism to the trustees, which is the core of governance structure of fund, pointing out that one of the main reason for the serious abnormality of current funds is the lacking of duty performance of the trustees. though it is hand to set up an effective obligation - binding mechanism to the trustees under the chinese current legal system, we can learn from britain and the u ? s ? a. in part iv, the author studies the mechanism of balance inside the governance structure of funds, that is the supervision mechanism of trustors and the balance mechanism of fund - holders, then puts forward that strengthening the balance mechanism inside the funds is an important step to establish an effective governance structure of found ; further more, to deal with the problems in the two mechanisms the author makes some suggestion about perfecting the mechanism of balance inside the fund in china
本文共分四個部分，第一部分通過對信託制基金本質和特點的分析，指出了架構信託制基金治理結構的必要性，並闡述了架構我國基金治理結構應遵循的基本原則；第二部分對架構信託制基金治理結構的基礎，也就是信託制基金的組織結構進行了研究，認為我國基金組織結構存在較大缺陷，但現存基金組織結構的立法模式也不適宜我國照搬照抄，而自益信託、共同信託才是我國信託制基金組織結構的應然選擇；第三部分對基金治理結構的核心問題，即基金管理人的義務約束機制進行了研究，指出：我國目前存在的基金行為異化現象嚴重的主要根源之一就是基金管理人義務的缺失；但在我國現行法律制度框架內無法架構起有效規制管理人的義務機制，而英美法對基金管理人的受信人義務的規定值得我們借鑒；第四部分對基金治理結構的內部監控機制，即基金託管人的監督機制和基金持有人的制衡機制進行了研究，指出：強化基金內部監控機制是架構有效的基金治理結構的重要一環；並針對我國這方面機制存在的問題提出了完善我國基金內部監控機制的建議。 -
On one hand, the corresponding system, mechanism and norm of position management of our chinese civil servant have not set up and amplified yet. the position management system itself is still not perfect, it need to be strengthened the strict and normal position management
一方面，中國公務員職位管理相應的制度、機制和規范還沒有完全建立健全，職位管理制度本身尚不完善，亟需進一步加強和規范。
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