員工參與 的英文怎麼說
中文拼音 [yuángōngshēnyǔ]
員工參與
英文
employee involvement-
Hr mis can accomplish hr automation, shorten management cycle, optimize hrm procedure, decrease human duplication and interruption. it also can conformity hr date, analyses date, support decision, help self - service, accelerate participation, increase satisfaction of employees. it also can accelerate integration between hr mis and other management system, optimize resource distribution and operation procedure, improve management, and accomplish organization goal
通過運用人力資源管理信息系統，可以實現人力資源管理自動化，縮短管理周期，優化人力資源管理流程，減少管理工作的重復性及人為干擾;可以整合人力資源數據，進行數據挖掘與分析，實現決策支持;可以開展員工自助服務，促進廣泛的員工參與提高員工滿意度;可以進行人力資源管理信息系統與其他管理信息系統的整合與集成，實現壽險公司整體資源配置優化與業務運作流程優化，促進壽險公司整體管理水平的提高，最終有利於實現壽險公司的經營目標與競爭戰略。Managers must recognize that getting employees involved in the solution boost morale
管理者們必須認識到，讓員工參與解決問題可以鼓舞士氣。Honda is proiding the twomonth window to allow manufacturing employees to take the company ' s anti - smoking program, which is eight weeks long
本田汽車提供2個月的窗口期，讓製造業的員工參與公司的長達8周的反吸煙計劃。21 03 2003 premier services leads to great recognition 93 guards of urban group awarded outstanding security guards 19 03 2003 urban group participates in community chest nt walk for million
19 03 2003熱心社會公益活動實踐企業公民責任富城集團百多員工參與公益金新界區百萬行Esop is the development of past " internal employee stock ", and its operation gets more standard. however, because of the lagging related legislation, there are many practical problems : the legal relations between employee and union holding employee stocks ( the union ) is unclear ; many enterprises are short of effective employee participation system which esop is made a hollow system rust ; and some present legal provisions are obstacles to esop reform. these problems are closely related with factors of reform idea, esop theory, enterprise system concerned and exterior condition
現在人們大力提倡的員工持股制度是在過去「內部員工股」制度基礎上發展起來的，過亂、運作不規范等問題得到了較大的改善，但是由於理論觀念和法律規范的滯后，實踐中仍存在諸多問題：員工持股制度參與方（尤其出資員工、員工持股會和國有企業三者間）的法律關系不順，法津地位不明；一許多國有企業改制后缺乏有效的員工參與機制，使員工持股淪為一個空心化的制度外殼；現行法律法規中相當多的規定更是對國有企業員工持股改革的z障礙，還有許多相關方面現行法律未作規定。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。Throughout the year amcham member companies were active in a wide variety of csr activities involving thousands of employees and helping make the communities where we work a better place to live
這一年來，美商會的會員公司積極開展各種各樣的「企業社會責任」活動，數千名員工參與了這樣的活動，幫助我們所在的社區成為更理想的生活場所。Arrange staff to participate in external construction site safety workshops seminars courses measured in terms of no
安排員工參與外界機構舉辦的建築工地安全工作坊研討會課程及健康與安全研討會Other initiatives to foster staff participation and awareness included competitions, suggestion boxes, an incentive scheme for collection of recyclable waste and the appointment of energy savings project teams or ambassadors
警隊為鼓勵員工參與環保工作及提高他們的環保意識而採取的其他措施，包括舉辦各類比賽、設立意見箱、推行獎勵計劃鼓勵員工回收可循環再用的廢物，以及委任節約能源計劃小組或大使。Organized by the environmental protection advocate green power, urban group again enrolled two teams of 8 persons in the annual walkathon this year
獲得佳績后，今年再接再厲，派出兩隊共8位員工參與是項活動，其中Organized by the environmental protection advocate green power, urban group again enrolled two teams of 8 persons in this annual walkathon this year
綠色力量環島行50公里物業管理杯冠軍后，今年再接再厲，派出兩隊共8位員工參與是項活動，其中Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive
最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。In financing from internal reserves, enterprises can pursuance the system of the employee stock ownership and state - owned stock shares returned to debt. in financing from external reserves, enterprises can found " mbo private investment company " in cooperation with investors and finance of mbo by trust
在內部融資方面，實行員工參與，國有股轉債；同時開創新的外部融資方式? ?引入投資者，建立mbo私募基金，通過信託的方式實現mbo融資。It involve in these concrete modes, adjust organizational structure according to enterprise goal, establish flat organizational structure, implement integration operating strategy mechanism, eliminate departmentalism, raise the rw company efficiency and strengthen the ability of fast reaction to market, and carry out business process reengineering, regard " order " as the principal line of business process reengineering, implement integration operating mechanism in product development and manufacture with marketing aspect, carry out " dumbbell " development strategy. simultaneously adopt humanism management measures, advocate employee to participate management, allow of personnel flowing, encourage teamwork, adopt competition and condemn mechanism to quicken human resource management innovation, attach importance to intangible assets management, meanwhile take advantage of modern information technology fully, quicken information building, adequately make information means to be used in enterprise management, all in all management innovation is necessary for rw company according to the change of customer and market competition, in order to raise enterprise core competition ability
具體而言，要以企業目標為導向調整組織結構，建立扁平化組織，強調一體化運作機制，消除本位主義，提高組織效率和對市場的快速反應能力；實施業務流程重組，將「訂單」作為企業業務流程的主線，推行「研發、製造、營銷環節一體化」運作機制，實施「啞鈴型」發展戰略；同時實施人本管理，倡導員工參與管理、人員流動、團隊工作、競爭與淘汰等新機制加快人力資源管理創新，重視企業無形資產經營；同時充分利用現代信息技術，加速企業信息化建設步伐，實現企業管理全面信息化。Encouraging staff to attend seminars workshops on environmental management
鼓勵員工參與有關環保的講座工作坊Please join us in shenzhen, china for a one - day symposium to explore the successes and challenges of various approaches to worker involvement in csr
我們期待您參加維泰在中國深圳舉辦的為期一天的研討會，旨在探討企業社會責任推行過程中，不同的員工參與方式帶來的成功和面臨的挑戰。With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. the results indicate : ( 1 ) five key factors including employee participation, leader ' s behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness
本研究將薪資管理和程序公平相結合，以228名員工為研究對象，探討薪資程序公平與員工薪資滿意度的關系，結果表明： 1 、五個關鍵因素影響著員工的薪資程序公平，它們分別是：員工參與、領導行為、薪資準備、績效評估、戰略規章。We ' ve talked to hiring managers, human resources officers, executives and employees involved in the hiring process from every major career field
我們已經談過招聘經理，人力資源人員，主管和員工參與僱用過程中，從每一個主要的事業領域。360 - degree feedback is a new - style performance appraisal method, which came from developed country in west. it characterizes multi - resource appraisal information and takes personnel development as main intention. it encourages personnel to take part into performance management, pays more attention to personnel performance communication and feedback, and takes drafting performance ameliorative plan and bringing forward corresponding personnel training & exploitation as important content in appraisal
360度反饋是產生於西方發達國家的一種新型的績效評估方法，它以評估信息的多源性為特點，主要以員工發展為目的，鼓勵員工參與績效管理，重視與員工的績效溝通與反饋，並把制定績效改進計劃、提出相應的員工培訓與開發作為評估工作的重要內容。Then we could find out some aspects in our hr management that needs further development : market developments corporate cultures compensation design and training. based on analysis above, we come up with the following countermeasures : exploiting the development space ; consummating the recruitment - layoff mechanism ; job enrichment ; authorization ; creating casual working environment ; building the knowledge - share system ; making the compensation system more incentive ; offering directions for the staff in career development ; building efficient training system
指出要拓展企業發展的空間，營造穩定的企業環境；完善淘汰機制，加強人才流動；工作豐富化，加強員工工作創造性；充分授權，提高員工參與感；寬容式管理、彈性工作制度，為員工創造寬松的工作環境；建立知識共享機制，加速人才培養；完善具有激勵效應的薪酬福利制度；加強對員工職業生涯管理的引導；建立系統有效的培訓制度。分享友人