式企業內訓 的英文怎麼說

中文拼音 [shìqìyènèixùn]
式企業內訓 英文
consultative in-company training
  • 式 : 名詞1 （樣式） type; style 2 （格式） pattern; form 3 （儀式; 典禮） ceremony; ritual 4 （自然科...
  • 企 : 動詞1. （抬起腳後跟站著 ） stand on tiptoe2. （盼望） anxiously expect sth. ; look forward to
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 內 : 名詞1. （內部; 里頭; 里邊） inner; inside; within 2. （妻子或妻子的親屬） one's wife or her relatives 3. （姓氏） a surname
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  1. The duties of the managers weren " t equal to their powers which induced that the managers abused their power to figure benefits for theirself only but not to think over the benefit of the owners ". the paternalistic managing mode of shanxi bank snoffed out the innovative abilities in shanxi bank which made them losing many opportunities of development and resulting in shanxi bank " s final decline. the third part mainly tells of the contrast analyses between the systems of shanxi bank and the systems of the enterprises of the time. and sum up the experiences and the lessons of shanxi bank to build up the organizational system and managing mode of enterprises with chinese characteristics

    第三部分是在前兩部分內容的基礎上，一方面把票號的人力股制度和所有權、經營權分離的組織制度與現代企業的相關制度進行簡單的對比分析，通過對比說明票號組織制度雖然具有很明顯的先進性，但同時也有它的歷史局限性和不完備之處;另一方面在對比分析的基礎上，總結出票號組織管理方面的經驗教訓對創立有中國特色的企業治理結構和管理模式具有四個層面的借鑒意義，一是企業組織制度與人文環境的結合，二是肅清扼殺企業創新機制的家長製作風，三是企業管理中激勵與約束的對稱性問題，四是制度創新與環境變遷的結合問題。
  2. The factors of organizational and managing system operated importantly in the process of prosperity and decline of shanxi bank. its advanced organizational system and managing mode made shanxi bank developing persistently in the background of roily society. and the decline of shanxi bank counted for much with the managing and organizational system too. this article take the prosperity and decline of shanxi bank together with its organizational and managing system in order to find its experiences and lessons about managing and organizational system. through analyses try to give advices to enterprises of the time about management and organization

    本文將山西票號的興衰和其內部的組織與管理因素緊密結合起來進行研究，通過對票號興衰過程中的組織與管理原因的分析與研究，總結票號在組織與管理方面的經驗教訓，並把票號的重要組織原則和管理制度與現代企業的相關做法進行對比分析，進一步提出山西票號組織管理方面的經驗教訓對現代中國企業的借鑒意義，為探悉有中國特色企業治理結構和管理模式提供一些有益的線索和思路。
  3. Adopting the training pattern of “ theory - practice - retheory - repractice - summary ”, the main task of the first four semesters is to learn theory at school supplemented with relevant practice ; attaching importance to learning theory in the first half of the fifth semester, laying focus on the skills training and with a practical course being finished in the latter half of the fifth semester ; strengthening the studying of specialty in the first half of the sixth and seventh semester, with students practicing as substitutes in the foreign trade institutions & enterprises at the latter half semester ; in the eighth semester, on the basis of practicing as substitutes, students should complete the graduation fieldworks and graduation papers combining with actual posts

    採用「理論? ?實踐? ?再理論? ?再實踐? ?專業崗位總結」培養模式，第一、二、三、四學期以校內理論學習為主，輔之以課程實驗實訓；第五學期的前半學期以專業理論學習為主，後半學期在校內集中進行專業操作技能訓練，並完成一門專業實踐課程的學習；第六、七學期前半學期強化專業學習，後半學期在外貿機構和企業頂崗實習；第八學期在頂崗實習的基礎上結合崗位實際完成畢業實習和畢業論文的撰寫。
  4. Reference materials are those, during the time he making his invention, the inventor referred to for the purpose of resolving the problems existing in the prior arts or for the purpose of resolving new problems met during his inventive activities ; the reference materials further include the relevant materials obtained during the search he conducted before the date of filing to prove that his invention had novelty. if an application for a patent for invention has already been filed in a foreign country, the sipo may ask the applicant to furnish, within a specified time limit, documents concerning any search made for the purpose of examining that application, or concerning the results of any examination made, in that country. the results of the examination are the observations, decisions on the examination, decisions on grant of patent, or decisions on rejection, issued by foreign patent offices on the prior applications after having examined same

    我公司願意為企業提供全方位專利保護的咨詢和服務，幫助客戶建立內部知識產權管理制度，幫助培訓員工的知識產權基礎知識正確地利用知識和信息為客戶建立專利信息庫，協助調研課題，制定研究方向，避開他人的知識產權保護范圍，以避免開發經費及開發時間的浪費協助對一些領域的發展趨勢進行預測，制定其技術發展政策重點和方向，形成市場競爭優勢根據客戶的不同需求建議申請或注冊的方式時機及策略對客戶關注的項目做必要的市場跟蹤，以促進客戶了解最新的行業動態，從而啟發新的創新並不斷調整市場策略並在客戶制訂合同許可轉讓技術等方面提供專業化的服務。
  5. Based on the definition and research category of agricultural information, this paper analyzes and designs the structure, function and the developmental method of agricultural expert system, summarizes the previous successful experiences and its disadvantages both abroad and home. on the ground of investigating and analyzing the practicing process of national intelligent agricultural demonstrating project " 863 - 11 ", the essay also raises the several different demonstrating and application modes under the different agricultural productive and technical conditions, such modes as " state farm + family farm ", " agriculture related enterprise + government + fanner ", " national technique spreading system + government + farmer ", analyses the applying conditions of every mode. finally, the essay also discusses the deficiency existed in practical demonstrating experience and its countermeasures, and provides theoretic and practical guide for further development.

    本文首先根據農業信息化的含義和研究范疇，分析構建了智能化農業專家系統的結構、功能、開發方法，總結了國內外智能化農業專家系統理論研究和實踐應用中的經驗教訓，並以國家智能化農業示範工程「 863 - 11 」為背景，通過對示範區開發和應用過程的調查和分析，總結概括智能化農業示範工程的經驗和教訓，提出了在不同的農業生產環境和條件下，智能化農業的研究和應用推廣模式和方式，例如「國營農場+家庭農場」 、 「龍頭涉農企業+政府+農戶」 、 「政府+農業技術推廣站+農戶」等模式，分析了每種模式的適用范圍、推廣特色和優勢，並對示範應用中出現的問題及解決方法進行了探討，對我國農業專家系統研究和應用具有一定的理論和現實意義。
  6. Secondly, the construction employers should change its management mode in which they only hear the report of their project management organization. they should develop the incentive and restrictive mechanism and upgrade their professional level. the construction enterprises should strengthen the training on standard introduction, improve internal management, enhance the production capacity and the personnel competence and eliminate the impact of the outdated thinking

    第二，建設單位應改變只聽取項目管理人員匯報的管理模式，應建立激勵機制和約束機制，並且提高其專業知識水平；第三，施工企業應加強對貫標的培訓，苦練內功，努力提高生產力水平和全體員工的素質，克服舊思想的影響，並建立財務評價等方法，不斷改進和完善其質量體系。
  7. We have full authority for export, advanced technology and craft, equipment. product principal export to foreign countries, which are mainly used for export to europe, america, japan, southeast asia, middle east and africa, etc. we have got plenty of experiences during several years manufacturing and managing. with high quality products and service, we are accepted and relied by the customers home and abroad

    在多年的生產和經營中，我們不斷積累經驗和吸取教訓，吸收國內外現代化先進的企業管理和產品質量管理經驗，形成本公司專業生產法蘭和鍛件的經營管理模式。產品質量精益求精，深受國內外客戶的信賴和贊譽。
  8. Through borrowing from the advanced foreign theories and combining with the experience of domestic companies in the construction of sales channels and management. i hope that i can find the mode of sales channels management system with chinese characteristics

    筆者希望通過借鑒國外的先進理論、結合國內企業在銷售渠道的建立和管理方面的經驗教訓，找出適合中國企業特色的銷售渠道管理系統的模式。
  9. It firstly dissertates statically the organization structure of such western public - service - providing bodies as the entity body, nonprofit organization, profit - making enterprise and their participating mode in providing public service, and then dynamically analyses world - wide reform trend of public service since 1980s, especially the experience and lessons of some oecd countries,

    先從靜態角度論述了西方國家的公共實體機構、非營利組織和營利性企業三類公共服務提供機構的組織架構及其參與提供公共服務的方式。然後從動態角度分析了20世紀80年代以來世界范圍內興起的公共服務事業改革浪潮，重點闡述了經合組織國家、轉軌國家和發展中國家的經驗和教訓。
  10. There are six big problems exist. first, the leaders or the chiefs of enterprises lack of the strategic views, pursue short - term interests excessively, a lot of mistaken ideas exist in training management ; second, system, mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third, the content of courses is outmoded, the way lags behind, the style is blankness, especially lack ability of combination of theory and practice, lack of operating method and technology ; fourth, the system of training effectiveness feedbacks is imperfect, the system of training support is insufficient, which have hindered the transfer of training ; fifth, the individuals who under training have insufficient motivation, also have problems in after training loyalty, and to transfer the obtained knowledge into their work ; sixth, the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training. some training policies and managements even restrict the development of management training

    本論文根據作者的培訓實踐，並參考大量資料，通過觀察、訪問、具體案例分析等闡述了國有企業管理培訓自改革開放（ 1979年）以後的發展狀況及新形勢，完成的主要研究工作有：首先，指出了國有企業管理培訓存在的六大問題，一、國有企業經營管理者缺乏戰略眼光，過分追求短期利益，在管理培訓觀念上存在許多誤區；二、管理培訓的制度、機制及發展戰略有待進一步完善和明確，培訓工作缺乏系統化和規范化；三、教學內容陳舊，方式落後，風格單一，尤其缺少理論聯系實際能力，缺少操作的方法與技術；四、培訓效果反饋體系不健全，培訓支持系統不足，阻礙了培訓成果的轉化；五、受訓者個人接受培訓動力不足，培訓后忠誠性不足，缺乏將培訓所獲知識轉化于工作中的動力；六、政府培訓主管部門對構建管理人員培訓體系的作為不足，某些培訓政策及管理制約了企業管理培訓的發展。
  11. The major subjects of training survey of adverse effects of medical devices were enterprises manufacturing / managing medical devices, medical organizations and staff in supervise department., the requirements for training survey of adverse effects of medical devices to whom were same or specific in the content, temporal limits, modes or methods and so on

    醫療器械生產經營企業、醫療機構和監管部門的有關人員是醫療器械不良事件監測培訓的主要對象，對于醫療器械不良事件監測培訓的內容、時間時限、方式方法等有關事項有著相同或不同的需求。
  12. The first part mainly talks about the description of enterprise training. in the part, i unfold an offensive discussion around on concept and intension of enterprise training models

    第一部分：企業培訓模式的界定。該部分圍繞企業培訓模式的概念及我國企業培訓模式的內涵展開論述。
  13. Analyze and estimate the development of mobile communication industry. then we analyze the success experience of ntt docomo ' s i - mode, the failure teaches of wap promotion in europe, the - competition situation and the advantage & weakness of china mobile group, the character and development situation of china mobile group ' s data services : s ms & gprs. according to market subdivision & orientation, business operation mode, product price - making, product development, business innovation and strategic orientation of the company, we bring up six strategies that china mobile group should take in mobile data service development at present, that is, absorb icp in all aspects and develop different and creative applications & contents fast, establish the object market as soon as possible and provide services according to the demand of different market, make & apply the key technical standards and bring up technical demand to cell phone manufacturers & the other cooperation colleagues, quicken the construction of gprs network & data platform, dominate & promote the development of global mobile business by entering an alliance with the leading enterprises in the world, promote the reorganization of mobile data service section to insure the successful practice of related strategies

    本文首先對中國目前的通信行業的演變歷程進行回顧和分析，特別對移動通信行業的發展進行了全面的分析和預測，通過對nttdocomoi - mode成功經驗及歐洲wap推廣失敗教訓的剖析，結合中國移動通信集團公司當前面臨的競爭態勢以及自身的優勢和弱點，並針對中國移動通信集團公司兩大移動數據業務sms和gprs的特點和發展現狀，從市場細分定位、商業運營模式、產品定價、產品開發、業務創新、運營商的戰略定位等方面，提出了近期中國移動通信集團公司在發展移動數據業務時應採取的六大應對策略，即：廣泛吸納icp ，大力開發豐富多彩、有創意的應用和內容；盡快確定目標市場，提供針對細分市場需求的服務；加快制定並實施關鍵技術標準，對手機製造商和其他合作夥伴提出技術要求；加速gprs網路及數據平臺建設；通過與全球領先的企業建立合作聯盟，主導並推動全球移動業務的發展；推進數據業務部門的組織重組，確保相關戰略的成功實施。
  14. Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise

    本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。
  15. Moreover, two managers from local agri - food processing enterprises are invited as guest speakers to share the practical experience with the participants. mr. dawei zhang the manager of fresh - food division of wangjia supermarket of zhejiang huarun group hangzhou spoke on the management practice of raw and fresh food in supermarket chain stores including trend of supermarket development and purchase procedures as well as challenges ; mr. youlin wu the general manager of dabeinong group in fujian province explained the model of company farmer including healthy and safe livestock farming and technical service to farmers

    此外，培訓班還邀請了國內農產品加工著名企業的經理參與授課，浙江華潤集團萬佳超市杭州生鮮部經理張大衛以「連鎖超市生鮮商品經營」為題目向學員詳細地介紹了農產品在超市的發展趨勢進場流程和主要問題等大北農集團福州公司總經理著名企業家吳友林老師以「扎實服務農戶，推動健康養殖」為題目向大家講解了如何讓「公司農戶」的模式有效運行。
  16. They discuss the following ideas : fist, the planning and the frame of incentive management in the state - owned enterprises ; second, the inner incentive and constrained mechanics which are explained from managers, technical personnel ; third, the building of sound outside environment including the reform of property right institution, the construction of investment mechanism of human resources, the development of manager and talent market, the independence of supervision organizations, the realization of fair play, the development and perfection

    一方面，從企業內部來說，主要從人力資源規劃、薪酬福利激勵管理、培訓激勵、精神激勵等幾個方面進行分析、論證，提出解決問題的思路，其中重點是對企業經營管理者和技術人員進行了研究。另一方面，從觀念轉變、產權制度改革、經理人的市場培育、相應約束機制的建立等方面為企業的發展建立良好的外部環境，而借鑒海爾較為成功的激勵管理模式，無疑對我國國有企業進行激勵管理極為重要的現實意義。
  17. There are two ways to develop human resources management information system, one is based on modern human resource management thinking ( ehr management system ), the other is dependent on the traditional routine handling thinking ( traditional hrmis ), many essential differences are existing between both. these differences embody not only in building all kinds of conspicuous functional modeling, such as information database of human resource, self - service platform for employees or electronic human resource working flow modeling which are helping hr to control all transaction processing jobs in human resource management affair. but also emphasize the functional transformation of hr management department from transaction processing role to strategic role, this kind of chang ensures hr department to focus on how to establish human resource developing stratagems and assort with the developing step of whole enterprise. so when we talk about the following differences below, we can be clear more about the distinctness between in the traditional hrmis and ehrmis

    Ehr管理信息系統是企業信息化建設的主要組成部分，作為現代企業進行人力資源管理戰略重要支撐工具，如何能夠提高其企業中的開發應用成功率，成為ehr管理信息系統開發商和應用企業共同關心的問題。本文在對ehr管理系統及其內涵、特徵及意義進行闡述后，從全局出發，對ehr管理信息系統的在企業的開發和實施模式進行了研究。以e公司開發和實施ehr信息系統的實例為模板，圍繞e公司人力資源管理的現狀，開發實施組織框架及對e公司ehr管理系統建設過程中經驗和教訓的總結並結合目前ehr管理系統開發業界的成功實例的總結，圍繞如何建立需求企業項目小組?開發企業項目小組?咨詢企業三者之間良好互動的信息流動渠道為主體，提出了創新組織結構模式。
  18. Through analyzing the development of wanjie human resource and current training method, the thesis finds out the basic reasons that affect the training results. on this base, the thesis applies modern training theory, optimizes training system and built training and developing system including defining training demand and goal, training design, training activity and training evaluation. in order to assure training and development system has be good done, the thesis analyzes the affect of the support of high leader, the support of the staff in the enterprise, the suitable with training and enterprise rules and regulations

    本文通過分析萬傑高科人力資源發展現狀、現行培訓體系運作方式，找出影響企業培訓效果的根本原因，在此基礎上，應用現代培訓理論作為指導，針對不同層次人員的培訓特點，優化企業的培訓系統，建立由確定培訓需求和目標、培訓課程體系設計、培訓活動的實施、培訓效果評估等幾個環節組成企業培訓系統模型，並從培訓組織機構建設和公司高層領導的支持、組織內成員的支持、培訓與相關制度的創新等環境支持方面來保證萬傑高科培訓系統的良好運作。
  19. The essay, at first, presents a general frame of the enterprise - centered production, learning and researching training modes which, according to the present situation of csic, is borrowed from many training modes of the enterprises at home and abroad

    本文首先在借鑒國內外現有的企業培訓模式的基礎上，根據中船重工企業的客觀實際情況，設計出「以企業為主體的產學研聯盟」的培訓模式的總體框架。
  20. Nine major improvements to state - owned enterprise management training are put forward in this thesis : first, improve the rational thoughts of management training, and systematically carry on the construction of the mechanism of manpower resources development of state - owned enterprise ; second, make great efforts to structure enterprise ' s training mechanism, complete the rules and regulations and make sure the enterprise ' s training regularization stepping into normal and perfect process ; third, observe and guide the reform of training and make it systematical, level quality, harmony and dynamic quality ; fourth, training content to be upgraded, the method to be reformed, regard improving training quality as the core and vitality of the training ; fifth, strengthen training controlling, set up strict system of training assessment, cultivate the working environment of transforming the training outcomes ; sixth, strengthen the measure of evading of the training risk, establish the correct training idea, set out loyal training mode ; seventh, exert the government ' s function, strengthen the macro - management, use legal means and policy to support the development of management training ; eighth, dispose enterprise training resource reasonably, accelerate independence, socialization and marketlization ; ninth, pay attention to study and utilize wto rule, establish the consciousness in line with international standards, strengthen the work of absorbing wisdom of enterprise, expand international cooperation to training

    其次，對國有企業管理培訓提出了九大改進建議：一、提高對管理培訓的理性認識，系統地進行國有企業人力資源開發機制的建設；二、努力構建企業培訓工作新機制，建立健全企業培訓規章制度，保證企業培訓步入正規化、完善化通道；三、用系統觀考察、指導管理培訓的改革，使企業管理培訓具備整體性、層次性、協調性及動態性；四、培訓內容要更新，培訓方法要改革，培訓形式要靈巧，把提高培訓質量作為培訓工作的核心和生命力所在；五、加強培訓控制，建立嚴格的培訓評估體系，培育培訓成果轉化的工作環境；六、強化國有企業管理培訓風險的規避措施，樹立受訓人員的正確培訓觀念，建立相互忠誠的培訓模式；七、發揮政府職能，加強對培訓的宏觀管理和協調指導，運用法律手段和政策支持引導管理培訓的發展；八、合理配置企業培訓資源，加快企業培訓自主化、社會化、市場化；九、注重研究和利用wto規則，樹立與國際接軌意識，加強企業引智工作，拓展國際合作培訓。
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