指狀個員 的英文怎麼說
中文拼音 [zhǐzhuànggèyuán]
指狀個員
英文
dactylozooid-
This paper, on the basis of yuelu - mountain high - tech park in changsha city, beginning with the investigation of diversiform transit - trip in the park, firstly analyzes and evaluates space - time change law of traffic flow and situation of traffic service level on actual road net - work in the park ; secondly, applying multi - statistical analysis method, taking investigated corporation as sample, using annual freight traffic volume produced by unit plant area of the corporation, with clustering analysis, obtains four sorts of the sample corporation, and establishes the predict models of freight traffic volume for every kind of corporation. with these models, actual or planning year ’ s day maximum freight traffic volume can be predicted. the third, this paper makes analysis research of trip law of employees in the park, and obtains the index of trip times, trip modes and trip development trend of the employees
本文以長沙市嶽麓山高科技園區為依託，從調查園區內的各類交通出行開始，首先分析評價了園區內現狀道路網上的交通流時空變化規律及道路網上的交通服務水平狀況;其次是應用多元統計分析方法，以調查企業為樣品，以企業單位車間面積所產生的年貨運交通量為變量，通過聚類分析，獲得了樣本企業的四個類別，並建立了各類企業貨運交通量的預測模型，應用這些模型，可預測園區內現狀或規劃年的日最大貨運交通量;第三是對園區內企業員工的出行規律做了分析研究，獲得了企業員工的出行次數、出行方式及出行發展趨勢等等特性指標;最後是對園區內小區居民的出行狀況進行了分析，獲得了居民出行的諸如高峰時段、高峰出行量等等的特徵數據。In the course of developing and before application, the performance of carrier - borne aircraft illuminated guidance system under the environmental state of movement should be tested firstly, especially the performances and state measures of glide indicator, rolling indicator and gyrohorizon which offer ship ' s movement postures to carrier - borne aircraft in the illuminated guidance system, this needs to offer a artificial carrier on the land that can imitate ship ' s movement in the water. at present, simulating table only has single degree of freedom at home application to carrier - borne aircraft illuminated guidance system which need change test and measurement situation and adjust benchmark in the course of experiment
艦載機燈光引導系統作為艦載機著艦引導特輔裝置是載機艦船上不可或缺的特種裝置，是保證飛行員的生命安全和艦載機安全回收的重要手段。其在開發過程中以及正式安裝使用前，首先要通過在運動環境狀態下的性能測試，特別是燈光引導系統中為艦載機提供艦船運動姿態的下滑指示器、橫搖指示器以及陀螺地平儀的性能和狀態檢測，這就需要在陸地上為它們提供一個可模擬艦船在水面運動的載體。The second chapter analyses various causes of the march - advancing south, especially of the non - proletarian ideas. ( 1 ) there are various non - proletarian ideas in the communist party and in the red army, these incorrect ideas come from the chinese society and the chinese history, and they are the social and ideological reasons for the eruption of the historical event ; ( 2 ) it is an important reason that the officers and men in the fourth aspect red army who worship zhang guo - tao blindly, stands firmly by zhang guo - tao
本章注重分析了兩個問題： （ 1 ）黨和紅軍內部存在著大量的非無產階級思想，是造成北上南下分裂行動的思想根源，而這種思想狀況紛繁的現象，正是中國特殊社會歷史條件下的產物和必然反映； （ 2 ）紅四方面軍指戰員對張國燾的盲目崇拜，進而支持張國燾的所作所為，是南下行動發生的重要原因。The first step, set a suit of index system for evaluation, taken all the risks through the construction and running process of logistics projects into account, and number the indexes by experts investigation. introduce an example and judge the risk levels by a team of experts, then evaluate the whole risk level of the project by fuzzy mathematics comprehensive judgment and get the result. the second step, analysis the economic risk qualitatively, forecast the profit of the certain logistics project, to find out the economic risk of the project by risk compensation way
本文根據大型物流項目投資大、風險高、專業性強的特點，將風險評估應用於物流項目，將物流項目的風險評估分為兩個層次：第一層次，充分考慮了物流項目投資建設及營運過程中的各種風險因素，建立了一套適用於物流項目的風險綜合評價指標體系，採取專家調查法對各因素權重賦值，並通過專家評審委員會對某一物流項目實例中各因素的風險程度進行判斷，採用模糊綜合評判法對該項目整體的風險程度進行訐估；第二層次，結合項目整體風險程度訐估的結果，對物流項目投資建設的收益狀況進行預測，採用風險報酬率法對具體的物流項目投資方案進行經濟風險分析，對該項目的經濟風險進行定量分析。This part, by way of how state - owned railway industry and railway transportation networks relation, analyzes the problems in railway industry on defining the state - owned assets, function establishing, carrying out the responsibility and the dealership, and establishing mordern industry system and inspired system for railway netsworks, also encounter, etc., analyzing characteristics of changsha and other railway industry, to compare with europe, japan and russianjanalyzes what problems are with railway industry and transportation networks in the process of " enterprises independent, financing dividing, staff separating " and are with changsha railway industry in scale, facilities, capitals, quality of staff members and the violently competed environment inside and outside, etc. ; studing substance, special feature, principle, check - up target for railway industry perform capital responsibilities. in railway industry enterprises and manaing, investigates how to classify railway industry and transportation networks ' s managemen t scope - sticking to assets basis establishing market position of railway industry, endowing sufficient and free dealership to enterprises, at the same time, creating effectively supervised confined system ; analyzes chang tie machine - loading mill decline its competion - power can be behaved makes readers better understand some main problems in managing railway industry and why the problems occurs, at last some relevant countermeasures are proposed to solve these problems
面對激烈的市場競爭環境，研究工附業企業的經營管理現狀，找出應對措施具有十分重要的意義。本文從鐵路工附業企業與運輸主業的關系，分析了鐵路工附業在國有資產的界定、職能定位、企業經營責任和經營權的落實、鐵路建立現代企業制度、企業如何建立有效的監督機制以及存在的三個不到位等方面的問題；分析了路內和長沙鐵路工附業的特點，比較了歐洲、俄羅斯和日本鐵路經營管理的特點；分析了鐵路工附業企業與運輸主業在「企業分設、財務分賬、人員分開」過程中，長沙鐵路工附業企業在規模、設備、資金、人員素質以及內外部激烈的競爭環境等方面面臨的問題；研究鐵路實行資產經營責任制的內涵和特徵、必須堅持的原則，提出了工附業實行資產經營責任制的考核指標及主要內容。Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion
本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。The essay expounds the status and deficiency of china railway safety evaluation system, analyzes the factors influencing the railway transportation from four aspects such as personnel, equipment, environment and management, and sets up the safety evaluation index system based on the analysis above
摘要論述了我國鐵路安全評價的現狀及存在的不足，從人員、設備、環境、管理4個方面分析了影響鐵路運輸安全的因素，在此基礎上構建了鐵路運輸安全評價指標體系。According to the incentive theories, this paper inquires into the current conditions of the incentive policy of high - tech enterprise in china, explains that the objects involved in the incentive policy include the departments and the key human resources, put forward that the sales department and the department of research and development should be given the profit - sharing plan, other departments, the revenue - sharing plan, and the key human resources, the two long - term incentive policy - stock options and phantom stocks
吸引並留住優秀人才的關鍵是建立有效的激勵機制。借鑒有關激勵理論，本文指出高新技術企業的內部激勵對象有兩類，一是企業內部各個部門，二是企業的中高層管理人員和技術人員等核心人力資源。針對我國高新技術企業內部激勵機制現狀，本文提出應對企業內各部門實行集體激勵機制，對中高層管理人員和技術人員實行長期激勵機制。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。Once the assessment is complete the acs will provide to the applicant a written statement indicating the suitability of their skills as an it professional. this assessment does not guarantee residency status nor employment
估價一旦完成，交流就將向申請人提供一書面的聲明，指示他們的作為一個信息技術專業人員技能的合適性.這估價不保證高級專科住院實習狀況也不僱用The 17 crew members involved, and the 128 mission controllers, rated the social climate of the mission and also their own emotional states in weekly questionnaires, beginning a month before launch and ending a fortnight after a mission had returned to earth
那些記錄就包括了其中17位宇航員和128位地面指揮的數據，同時也考慮了任務當時的社會政治環境和這些人員在每周問卷中表現的情感狀態，這種每周的問卷調查從發射升空前一個月到返回地面后兩個星期之間的這段時間會一直進行。The second chapter is the exposition to the present status of the fashion magazine, which includes the administrative setups, the target directions, the influence to the fashion industry and the quality status of the fashion content. the fashion magazines of our country run hi various administrative setups for both historical reason and subjective reason, and which also affect the personal quality of fashion magazines. it must be resolved if the magazines need more development
這其中包括對當前時尚類雜志體制背景和辦刊方向的介紹，分析雜志對時裝業的影響並指出時裝類雜志在內容的專業性和藝術性上的現狀：我國時尚類雜志有著復雜多樣的體制背景，其中有歷史原因，也有開放後由于未能及時調整造成的一些人為因素，雜志社作為一個小集體卻往往受到來自多方的牽制，這些負面的因素也給雜志的人員素質帶來不同程度的影響，是我們向前發展所必須要面對和解決的問題。It contains five sections : the first section introduces the basic theories about performance management ; the second section introduces the components and the theoretic foundation of performance management system ; section three analyzes thoroughly the current situation of performance management in citc corporation ; the fourth section introduces the design process of employee performance management system based on the relevant theories and current situation of performance management in citc corporation ; section five appraises and summarizes the design work of performance management system
本文分五個部分：第一部分對績效管理的基本理論進行了研究；第二部分主要介紹了績效管理系統的組成及理論基礎；第三部分對citc公司的員績效管理現狀進行了深入地分析；第四部分是在相關理論指導下，結合citc公司的實際，設計出citc公司員工績效管理系統。第五部分對citc公司績效管理系統的設計工作進行評估和總結。Ethylene manufacturing capacity in china can only satisfy half of the demands. after china joins wto, we have to look at the cost - effective, market ratio and investment risk of ethylene industry from different aspects. this paper will find out the new opportunities and competitions that maoming ethylene corp. will face
第二篇分析茂名乙烯工業公司在員工現狀、生產技術素質、銷售情況、財務及籌資狀況等四個方面的狀況，指出了該公司具有人員少、員工文化素質高、裝置工藝技術先進等優勢以及裝置規模小、技術服務水平不高等劣勢。Solving good person this element while, act on fair, open, just principle, be aimed at the current situation of a small local branch, i published a few assessment method that aim to increase staff job enthusiasm and award to punish measure in succession again, go to convert of each task index cent, decompose a person, the task of myself is times more than average employee, do not finish buckle all the same punish
在解決好人這個因素的同時，本著公平、公開、公正的原則，針對分理處的現狀，我又陸續出臺了一些旨在提高員工工作積極性的考核辦法和獎罰措施，把各項任務指標折算到分、分解到人，我自己的任務比普通員工多三倍，不完成照樣扣罰。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。This essay pointed out that uncompleted credit sale system and ineffective credit management flow are the key cause bringing about trouble to enterprise through the analysis on trouble in credit management of sales on account existing in h company while made some comments based on systematic and complete analysis to its credit management of sales on account in combination with its actual condition. firstly, through the analysis, the basic problem was found in lack of management conception of h company ' s administrator, only using credit management of sales on account as simple withdrawal tool, so that the credit management lose efficacy
本文通過對h公司在賒銷信用管理上所面臨困境的分析，指出了h公司的賒銷信用管理體系不完善及缺少有效的信用管理流程是造成公司困境的主要原因，並結合現代賒銷信用管理的理論基礎，對h公司賒銷信用管理現狀進行了全面系統的分析並結合實際做了一些改進工作：首先，通過分析，發現h公司在信用管理上存在的根本問題是企業的管理人員缺乏信用管理理念，僅僅把賒銷信用管理作為簡單的追帳工具，因此造成企業整個賒銷信用管理體系不完善，實施不得力，信用管理失效。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。Brief introduction of the subject, bcb, is given at the first part. development history of bcb is analyzed together with the current situation of domestic financial industry, with special emphasis attached to the status of hrm. the theme is thus developed that it ' s necessary to implement performance management within bcb, taking into consideration the pursuit of strategic target, the nurturing of corporate culture, the design of reasonable remuneration package, the scientific nomination and promotion of talented employees and target - oriented staff training
本文開篇對濱海商業銀行這個研究對象進行了簡要地介紹，並結合濱海商業銀行的歷史發展進程及當前國內金融業的形勢著重分析其人力資源管理現狀，在此基礎上引出正題，從實施戰略目標、灌輸企業文化、設計公平合理的薪酬分配體制、科學有效地選拔調配人才、有的放矢地進行員工培訓開發等方面指出了濱海商業銀行進行績效管理的必要性。分享友人