流動職系 的英文怎麼說

中文拼音 [liúdòngzhíxì]
流動職系 英文
mobile grade
  • 流 : Ⅰ動1 （液體移動; 流動） flow 2 （移動不定） drift; move; wander 3 （流傳; 傳播） spread 4 （向壞...
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 系 : 系動詞（打結; 扣） tie; fasten; do up; button up
  • 流動 : 1. （液體或氣體移動） flow; run; circulate 2. （經常變換位置） going from place to place; on the move; mobile
  1. The second passage of the article is the essential section, composed with macrocosm design, organization implement and feedback collection, designing and outlining the systemic model of certificate of leadership qualification, the whole assessment system pays attention not only to the macrocosm structure, proper and scientific frame, extensive applicability, but also to concrete steps, exiguous and intuitionistic programming, simple and convenient operation. the macrocosm design exerts modern examination theory and systemic project method to describe thoroughly the basic principles, applicable range, certificate categories, the setting of organization system, assessment target of leadership qualification, the choice of content and technology ; organization implement gives exiguous and concrete designs on the period of qualification examination, choosing time, confirmation of the certificate scale and qualification censor, written examination, interview, pub

    總體設計中運用現代考試理論和系統工程的方法，適應形勢，結合實際，對認證制的基本原則、適用范圍（正副廳、正副處、正副科等三等六級） 、認證的分類、組織體系的設置、任職資格認證評價目標、內容和技術的選擇進行了宏觀全面地闡述;組織實施中對任職資格考試周期、時間的選擇、認證規模的確定以及資格審查、筆試、面試、考察、公示的操作等進行了微觀具體地設計;反饋迴流中對認證工作的檢驗和評估、任職資格的跟蹤動態管理和認證制保障機制的建立進行了詳細說明。
  2. While discussing the future development trend of chinese ngos in transformation period, the author suggests that ngos set up good inter - dynamic relations with governments, establish effective communicative channels and communion mechanism, try to construct a new mode of cooperation between government and society. the proposed solution can be simply described as follows : let ngos play their roles on the things that the government are unable or unwilling to do, sufficient mandate and support from the government ; on the things that both the government and ngos can do, let ngos give full paly of their roles ; leave the government only to with things that beyond the powers of the market or the ngos

    在從宏觀上探討轉型期中國非政府組織的未來發展的趨勢時，強調非政府組織與政府的良好互動關系，建立有效的溝通渠道和交流機制，試圖構建一種「政府與社會合作」的新型模式。具體分工思路是:在政府不能或不應做的事情上發揮非政府組織的作用，政府予以充分的授權和支持;在政府行政手段和社會自治方式都可以完成的事情上，盡量發揮非政府組織的作用;而政府只去履行市場和非政府組織都無法完成的職能。
  3. Dames of elevated rank, likewise, whose doors she entered in the way of her occupation, were accustomed to distil drops of bitterness into her heart ; sometimes through that alchemy of quiet malice, by which women can concoct a subtile poison from ordinary trifles ; and sometimes, also, by a coarser expression, that fell upon the sufferer s defenceless breast like a rough blow upon an ulcerated wound

    同樣，她由於職業關系而邁入富室時，上流社會的夫人們卻慣于向她心中滴入苦汁有時她們不動聲色地對她施展陰謀，因為女人們最善於利用日常瑣事調制微妙的毒劑有時她們則明目張長膽地攻汗她那毫無防禦的心靈，猶如在漬爛的創口上再重重地一擊。
  4. To methods of financial management, impc should use quantity prediction, should build system of overall budget, especially budget analysis and feedback system, should establish financial management control system. then impc should change its financial organization structure. the financial management division and the accounting division are different

    由於採用了重流程而不重職能的原則和模塊式設計，使得本文設計出的系統更易於實現和維護，避免了同類項目中模塊功能重疊、交互處理能力差、信息共享程度低、易受組織功能變動影響的缺點。
  5. At last, we have some advises about how to bellowing human capital gini coefficient : region a should let the high rank human capital to flow out, cultivate the middle rank human capital, support and ensure the low rank human capital and make the structure of college education more rational. region b should reduce human capital gini coefficient basing on improving the level of people been educated. region c should strengthen the support of nine years duty education, develop the career technique education and whole life education, reduce the human capital being

    最後，本文對不同區域分別提出了減小其人力資本基尼系數的建議:區域a應該積極引導高層次人力資本的向外流動，繼續堅實中等人力資本的培養，對低層次人力資本應給予有力的支持與保障，同時注意高校安排教育結構的合理性;區域b應該在普遍提高全民受教育水平的基礎上逐步縮小人力資本基尼系數;區域c應加強政府對普九工作的支持力度，注意發展職業技術教育和終生教育的教育系統以及減緩該區域的人才流失現象。
  6. The main topic of this dissertation was the management element allocation of agricultural enterprises ( meaae ) from the theoretical study and empirical study, and put forward the allocation system, which included the strategy decision - making institution of agricultural enterprises, property right institution, the allocation institution of human resources, optimized market institution, law, investment and financing institution, the function change of government under the background of changing market at home and abroad after china " entry to wto. the dissertation analyses the problems of lower allocation efficiency in agricultural operation such as : lower liquidity of management element, the separate management, small - lot production, the influence of the new agricultural management element to agricultural economy, the lag of allocated system and model for agricultural enterprises management element based on the producing ability and economic base that were formed during twenty years of agricultural reform and d evelopment.

    本文以我國加入世界貿易組織后引發的國內外市場環境變化為研究背景，立足於我國農業改革發展二十多年形成的生產能力和經濟基礎，針對我國農業經營中存在的經營要素缺乏必要流動、經營要素分散、細碎化配置等引起低效率配置問題，以及新型農業經營要素對農業經濟的影響和農業企業經營要素配置機制、模式等研究嚴重滯后的現狀，從理論和實證兩方面系統研究了不同類型農業企業經營要素配置制度，提出了以農業企業戰略決策制度、產權制度和人力資源配置制度為主要內容，配套優化市場制度、法律制度、投融資制度及政府職能轉換等外部環境的農業企業經營要素配置制度體系。
  7. Depending on the talents from many famous universities, and absorbing the professional translators and interpreters in all kinds of fields and companies, we have set up a systematized, specialized, and experienced translation team, which can provide the accurate and timely translation for various vocations and the communicating activities in economy, computer science, industry, machinery, chemistry, medical science, environment, the military affairs, etc

    翻譯依託各大高校聯盟的優秀人才資源，積極吸收各行業領域企業內的專職翻譯工作者，建立了一支系統化、專業化、經驗豐富的翻譯隊伍，能對經濟、計算機、工業、機械、化學、醫學、環境、軍事等各行業資料與交流活動提供準確而快速的翻譯。
  8. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。
  9. The governmental function must be readjusted, the system reform must be further deepened, the public service system of urban and rural integration must be established, the rural man - power resources market must be opened and improved to facilitate the ordered migration of the rural man - power, and the rural basic education and vocational education must be promoted

    合理定位政府角色，正確發揮政府職能；深化體制改革，加快城鄉一體化公共服務體系的建立；建立和完善農村人力資源市場配置機制，實現農村勞動力有序流動；加快發展農村基礎教育和辦好農村職業教育。
  10. They contain e - banking security, how money flows in the economic system and the work of the hkma

    游戲區的內容包括電子銀行保安經濟體系內的資金流動，以及金管局的職能。
  11. That is, the knowledge frame of teacher is made up of eight parts : subject matter knowledge, curriculum knowledge, general pedagogical knowledge, pedagogical content knowledge, knowledge of learners, knowledge of self, knowledge of contexts and knowledge of educational ends and values. with regard to the sources of teacher knowledge, teachers " " teaching experience and rethinking of self and " daily intercommunion with colleagues " are the most important source teachers develop their teaching knowledge of self. " the training on service " and " organized professional activities " are more important source, but in comparison with above sources " the experiences as a student ", " training beforce service " and " reading professional books and periodicals " are less important sources

    研究得到的主要結論是，提出並闡明了教師知識的理論框架結構模型，即教師的知識結構是由八個部分組成：學科內容知識、課程知識、一般性教學知識、學生知識、教師自身知識、教育情景知識、教育目的及價值知識和學科教學知識；在教師知識的來源上，教師「自身的教學經驗和反思」以及「和同事的日常交流」是他們發展自身教學知識的最重要的來源， 「在職培訓」和「有組織的專業活動」也是比較重要的來源，但是相比之下， 「作為學生時的經驗」 、 「職前培訓」和「閱讀專業書刊」則是最不重要的來源；在教師知識應用上，闡述教師知識和教師教學決定的關系；針對新課程的改革，以及教師知識的轉換，闡述課程設計與教師教育的有關問題:最後對教師知識的未來發展進行了展望。
  12. The model of performance management based on team can be briefly summarized as " two main lines and a cycle ". one line is the decomposition of the enterprise strategy based on bsc and the result of decomposition is the index system and action plan of department ; the other line is establishment the key performance indicator of job based on the process analysis and the result is key performance indicator and the clear duty of job ; conversely, the realization of job duty and kpi supports the completion of department index system and action plan, and further supports the realization of enterprise strategy ; then the process above forms a complete circulatory system

    基於團隊的績效管理模型可以概括為「兩條主線，一個循環」 ，即：基於bsc的企業戰略分解，這條主線形成部門指標體系和行動計劃；基於流程分析的關鍵指標制定，這條主線形成了崗位關鍵績效指標和細化的崗位職責；反過來，崗位職責的履行、崗位kpi的實現促成了部門行動計劃完成和部門指標體系的達成，並最終支撐企業戰略的實現，從而形成了一個完整循環系統。
  13. This function is to be distinguished from the provision of intra - day liquidity under the real time gross settlement system and overnight liquidity through the discount window

    這項職能與金管局在即時支付結算系統下提供即日流動資金，以及透過貼現窗提供隔夜流動資金並不相同。
  14. The transfer of human capital information and the change in the relation network - a case study of job mobility

    人力信息傳遞與關系網路的變動以職業流動的個案為例
  15. Chapter 2 : talents ' dow theories and basic model of talents " flow - out : incltude four theories of talents " how and live models of talents " flow - out. chapter 3 : present situation and results of brain drain of ne v hi ? - tech enterprises in china : include analysis of present situation, the main characteristics and the results of brain drain of new iii ? - tcclt enterprises in china. chapter 4 : analysis of the factors that influence brain drain new hi ? - ( cch enterprises in china : include ana ^ m "

    第1章「緒論」 ，主要包括問題的提出、高新技術企業的界定、高新技術企業人才及其流失的界定等；第2章「人才流動的理論與人才流失的基本模型」 ，主要包括四種人才流動的理論與五個人才流失的模型；第3章「我國高新技術企業人才流失的現狀及後果」 ，主要包括我國高新技術企業人才流失的基本現狀、主要特點及其造成的後果等；第4章「影響我國高新技術企業人才流失的因素分析」 ，主要包括引起我國高新技術企業人才流失的主要因素分析以及工作滿意度與人才流失的關系；第5章「我國高新技術企業人才流失的對策」 ，主要包括構建富有吸引力的薪酬體系和設計科學的職業生涯規劃等。
  16. In order to promote the the medical treate insurance reform, protect the benefit of the patient participating the the medical treate insurance, offer the convenience for the medical treate insurance patient, and avoid the repeated investment, improve the information level and the hospital management, we develop the management information system containing the insurance and the own ' s expenses 0 the system bring about the settle accounts with medical treate insurance management centre 0 the whole information system implements the the hospital whole business flow, according to the our country system framework mode, management mode, management programmer and the medical treate insurance relevant policy. this system have the below modual, the subprogram of the procedure transacting to be in hospital, then subprogram of doctor ' s advise management, the subprogram of charging in the hospital, the subprogram of patient district of durg - store, the subprogram of the surgery section office, the subprogram of the anesthesia section office, the subprogram of sumedicial records, the subprogram of comminuction with the medical treate insurance management centre 0

    醫院管理在日常管理中，存在兩條主線，一是患者，一是財務信息。本子系統圍繞患者看病時資金的流動展開?從入院管理到交預交款，藥品、處置的費用信息，直至醫院內部的二級核算（科室核算、醫師核算） ，都應有據可查，最重要的是能及時抽出財務報表，與醫保中心清算，同時按照國家衛生部頒發的標準為醫院提供相應報表，供財務核算以及掌握醫院整體信息。整個信息系統根據我國現行體系結構模式、管理模式和管理程序以及醫保的相應政策、按照職能分工劃分為門診、住院、藥品、醫技、財務、行政等各個相關聯的部分加以結合，實現醫院整體的業務流程。
  17. During the research of the practice of the faculty appointment in colleges and universities, the dissertation that paid on two aspects the steps and the methods included the following steps : ( 1 ) arrangement of positions for appointment ; ( 2 ) definition of methods of appointment ; ( 3 ) establishment of the system for assessment ; ( 4 ) formulation of system of payment ; ( 5 ) arrangement of the person who is out of work or looking for a job. the measurements and stratagems were : ( 1 ) to definite the roles of government and colleges or universities ; ( 2 ) to establish the reasonable mechanism of encouragement, competition and elimination ; ( 3 ) to expand the flowing channel of talents ; ( 4 ) to formulate the system of beginner " s qualification of a faculty

    具體的實踐環節包括： （一）設置聘任崗位； （二）確定聘任方式； （三）建立考核體系； （四）制訂薪酬制度； （五）安排落聘、待聘事務；具體的對策措施包括： （一）明確政府和高校在教師職務聘任制中的作用； （二）建立合理的激勵、競爭和淘汰機制； （三）開拓高校人才流動渠道； （四）制訂社會化的高校教師起點資格認證制度； （五）健全教師職務聘任制度的社會保障體系； （六）設立人事仲裁機構，依法實施聘任制。
  18. Aiming to effectively retain talent, enhance the core competitiveness of enterprises, serve the long - term development, this dissertation probed deeply staff wastage ’ s situations, such as the relationship between staff churn rate and the representation of time, the linkage of staff churn rate and workplace relations, the characteristics of staff wastage and the impact on enterprise, based on ming - yang ’ s present situation and talent flow theory

    為有效留住人才，增強企業核心競爭力，為企業的長遠發展服務，本文根據明陽房產目前的現狀，依據人才流動理論，對明陽房產的員工流失狀況:員工流失率與任職時間的關系、員工流失率與工作崗位的關系、員工流失的特徵以及員工流失對企業各方面造成的影響作了深入剖析。
  19. Starting with the mutual relationship between endowment insurance fund and capital market, this article discusses the workability and necessity of marketed operation. it takes " agency by agreement " theory as the basic foundation to design a feasible restraint - encouragement mechanism so as to adjust the mutual relationship between different functional departments of planned fund management and clarify different fund management sectors " duty in detail. according to the request of security, liquidity and profitability, it designs reasonable fund operation style, picks up workable investment instrument, and arranges suitable investment structure

    本文從養老保險基金與資本市場的互動關系出發，論述養老保險基金市場化運營的可行性與必要性；以委託? ?代理理論作為基本的理論研究基礎，設計可行的約束激勵機制，對擬設定的基金管理的不同職能部門間的相互關系進行調節，明確各個不同基金管理部門的具體職能；按養老保險基金安全性、流動性、收益性的要求，設計合理的基金投資運營方式，選擇可行的投資工具，安排適當的投資結構。
  20. 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。
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