現有人力 的英文怎麼說
中文拼音 [xiànyǒurénlì]
現有人力
英文
available man power-
Currently we have 91 men power. equipped with all kinds of foam engines including 6 trucks of 3, 000 gallons, 2 trucks of 1, 500 gallons, 2 ea of providing 5, 000 gallons water s reservoir trucks, 1 ea 45 meters aerial ladder, in addition, we have one set of equipment on aircraft vacuation, a hoist truck and all kinds of rescue equipments
現有人力九十一員，備有各型化學泡沫消防車3 ， 000加侖六輛、 1 ， 500加侖二輛、中繼水庫車5 ， 000加侖二輛、 45公尺雲梯消防車一輛；另備有航機撤運裝備一組、吊掛車一輛、及各類搶救器材裝備。As an important integrant of the modern human resource management, career management sticks the needs or demands of the organizations and that of its staff together sufficiently, accomplishes the mutualism and harmonious developments among persons and organizations, and then becomes one of the most efficient ways for persons and organizations to help them get on well with the speeding changing in the social and economical environments
職業生涯管理作為現代人力資源管理的一項重要的組成部分，充分地促進了個人發展需求與組織需求之間的契合，動態地實現了個人與組織的互利共生、協調發展，成為個人和組織應對當今社會和經濟環境劇烈變化的最有效的手段之一。According to the fact that the basic features of apalmprint, including principal lines, wrinkles and ridges, havedifferent resolutions, in this paper we analyze palmprints using amulti - resolution method and define a novel palmprint feature, whichcalled wavelet energy feature, based on the wavelet transform. wef can reflect the wavelet energy distribution of the principal lines, wrinkles and ridges in different directions at different resolutions scales, thus it can efficiently characterize palmprints. this paperalso analyses the discriminabilities of each level wef and, according to these discriminabilities, chooses a suitable weight for each levelto compute the weighted city block distance for recognition. theexperimental results show that the order of the discriminabilities ofeach level wef, from strong to weak, is the 4th, 3rd, 5th, 2nd and 1stlevel
作為對現有人體生物特徵識別技術的重要補充，掌紋識別有著其獨特的優點：掌紋比指紋含有更多的可區分信息掌紋採集設備的價格比虹膜採集設備的價格要低廉得多掌紋特徵比簽名特徵更為穩定掌紋識別可獲得比人臉識別更高的識別精度掌紋含有獨特的線特徵包括主線和皺褶，這些線特徵具有很強的區分能力，並可以在低解析度圖像中提取出來可以將手掌上的各種特徵融合在一起建立一個高精度的生物識別系統等。In this thesis, main problems existing in the management of government - owned corporations compensation within chinese enterprises are analyzed ; the importance of constructing a rational and effective system of government - owned corporations compensation is pointed out ; on the basis of some important modern theories of human resource management, a system for government - owned corporations compensation is advanced combining with the reality ; not only is the theoretic base of every component of the compensation system researched, but also both the design of every component of the compensation system and the design of the overall compensation system are discusseddeeply and systematical
本論文分析了我國國企經理人薪酬管理存在的主要問題，指出構建合理有效的國企經理人薪酬制度的重要意義，依據現代人力資源管理的一些重要理論並結合實際提出了國有企業經理人薪酬的框架體系，不僅研究國有企業經理人薪酬各組成部分的理論基礎，而且對各部分薪酬的設計以及綜合薪酬的設計進行了深入系統的探討。Edward p. lazear has explicitly stated that there have existed two aspects of problems in the human resources management domain : one is insufficient understanding of the importance of human resources management in practice and the other is the existence of serious flaw in the available manpower resource management theory that it ( the theory ) could still not establish its system based on integral structure with organic relationship one another so that there is still lack of theoretical strut and full proofs for studies in many domains
愛德華?拉齊爾（ edwardp . lazear ）明確地表明了在人力資源管理領域存在兩方面的問題:一方面，在實踐中對人力資源管理重要性的認識不足;另一方面，現有人力資源管理理論存在著嚴重的缺陷，認為它尚不能把各種hrm （人力資源管理）制度建立在一個彼此具有有機聯系的整體性結構基礎之上，許多領域尚缺乏理論支撐和充分論證。Investigated the current situation of manpower resource in some stateowned enterprise, analyzed the construction of mans of ability in datong locomotive factory, we find that there are many misunderstanding during the process of exploitation of manpower resource and many shortcoming in the means of management, such as dated concept about the management of manpower resource, the disadvantage of system which had been formed during the period of planned economy. these defect made it impossible to engage the status quo of manpower resource of stateowned enterprise with market. reaching the requirement of circumstances of market competition is also difficult
而大多數國有企業也正在面臨著人才匱乏的被動局面，通過對當前國有企業人力資源狀況的調查了解，對大同機車廠人才隊伍狀況的分析，來剖析當前國有企業在人力資源開發與管理中所存在的種種認識上的誤區及管理手段和方法上的弊端，其中既有人力資源管理理念的陳舊，又有長期以來計劃經濟所形成的體制上的弊端，使得國有企業人力資源的現狀無法與市場化對接，很難適應市場競爭大環境的要求，也成為擺在國有企業管理者面前一道很難逾越的屏障。In order to make use of labor power, material resources, financial resources, financial resources and natural resources in the panzhihua iron and steel company, to develop the district of high - grade magnetic material and establish magnetic material industry production base in the west region of china, this paper focus on the study of the application technology of hard ferrite pre - sintering material with high - quality
為充分利用攀鋼現有人力、物力、財力及得天獨厚的自然資源優勢，發展地區高檔磁性材料產業，建設中國西部磁性材料產業基地，本文對高檔永磁鐵氧體預燒料制備應用技術進行了研究。永磁鐵氧體特別是高性能永磁鐵氧體材料是當代社會及其發展的基礎功能材料。Exploit potential of existing manpower, upgrade efficiency of organization and satisfy the future demand of company ' s development
1開發現有人力潛能，促進組織效率提升，滿足公司未來發展需要。The development and research of hrv theory are capable to provide essential dada for hr utility and hr investment, offer a method for the economy growth calculation driven by intelligence in new economy era, lesson the relative research between china and developed countries
論文首先研究並指出現有人力資源價值計量理論和方法存在的不足。在以美國為代表的新經濟環境中，價值增長的實現主要依賴于智力勞動，而智力勞動是難以用勞動時間和勞動強度來衡量的。On the base of the former four chapters " statement, the last chapter summarizes the similarities and differences between the confucian elite thoughts and modern human resource management theory, thereof a conclusion is drawn : the confucian elite thoughts probe the regulation of man ' s growing process, emphasize the independence and perfection of human nature and the exploration of human being ' s inner quality on the base of the sufficient respect to the objective requirements of development of human nature, which is not only the key but also the goal of the research on modern resource management, on the other hand, we must be aware of the old and deep - rooted federal ideas among the confucian thoughts, for instance, the view of loyalty and benefit, the view of etiquette and following
然後用三個章節研究探索儒家的人才思想在現代人力資源管理案例中的運用和體現，最後一個章節是在前四章的基礎上，總結儒家人才思想與現代人力資源管理理論之間的異同，從而得出這樣的結論：儒家人才思想在充分尊重人的人性發展客觀要求的基礎上，研究人的成長規律，而且突出強調人格的獨立、完善和人內在潛力的挖掘，這正是現代人力資源管理探索和研究的對象和重點。但儒家人才理論也有許多不合時適，陳腐的觀念，如義利觀和禮法觀等，在繼承和吸納的同時，是應該加以區分批判和揚棄的。The in - flight entertainment system ( ifes ) is to combine the current capability of electronic information domestically to develop avionics, so as to make domestic electronics products achieve avionics standards
客艙個人資訊系統是結合目前國內電子資訊的現有能力，發展民航航電，使國內電子產品達到航空級的標準。Nowadays, information construction is not only the tendency of modern society and economy but the approach to enhancing competition capability in enterprise. for hongta group, information construction would be of benefit to participate international competition since wto, in order to carry out the enterprise ' s strategy target and make human resource management more scientific, systemic and effective, the management of human resource in hongta group has been analyzed in detail
為了實現紅塔的戰略目標，加強集團人力資源管理的科學性、系統性和有效性，本文對紅塔集團的人力資源管理做了回顧，結合當前實際，對紅塔正在實施的erp - hr人力資源管理系統，通過科學分析，經業務流程重組，實現了人力資源管理工作流程的合理、規范。From the perspective of human capital theory, the employees are not only the most profitable capital in the enterprises, but also the source of profit. however, the enterprises could obtain these benefits only on condition that the stable cooperative relationship between the employees and their enterprises has been founded
現代人力資本理論認為企業擁有的員工是其最重要的財富來源，而企業和員工之間建立和保持良好的合作關系是員工為企業創造財富的前提，即企業對員工承擔責任、員工對企業付出忠誠。Seting out from human resource managerial conditions of mianyang cigarettr factory, fully considering the profession of particularity of cigarettr, baseing on the rule of monderm human resource developing and management, using scientifical idear of human resource developing and management, the essay fing out a set of human resource managerial project that is scientificaj, easy to practice and suit for acturelly business management the design of managerial project include organize construced design, profession sort design, settleing profession and quality, providing human and adsorbing person who is knowledgable, salary system design and so on, it provide some constructive suggestion to improve the rule, making a enough study to laid - off work ' s rlue, profession code, department grade, dynamic salary etc. in the design not only have theorial support, but also have creative part in practice. the study about laid - off work solute the problem how deal with income of laid - off work, belive it is helpful to settle the laid - off work
本文就是從綿陽卷煙廠人力資源現狀出發，充分考慮到卷煙行業的特殊性，依據現代人力資源開發與管理的理論和原理，應用科學的人力資源開發與管理的方法，設計出了一套科學的容易操作的適用於該廠經營管理實際的人力資源管理方案。本管理方案的設計包括組織結構的設計、職位分類方案的設計、定編定員的方案設計、人員配備與人才引進、薪資體系的設計等幾個部分，並針對該廠的離崗制度作了較為深入的探討，對改革該制度提供了一些有建設性的建議。In macro - management, we should optimize the environment, enhance employees " professional level and facilitate rational and orderly flow of talents. in micro - management, every star - hotel should exert modern human resources management measures and methods, consolidate the professional training of employees, perfect inspiration mechanism, launch the employee ' s vocational life management, and advance the construction of hotel culture. through these measures, we can constantly improve the quality of human resources and boost the general competition capability of star - hotels in hunan province
從現實的角度，結合理論與星級飯店管理實際提出全省星級飯店人力資源開發的對策：即要在宏觀上優化環境，提高職業化水平，促進人才合理有序流動；在微觀上星級飯店要運用現代人力資源管理手段和方法，加強員工培訓和完善激勵機制，著手員工職業生涯管理和推進飯店文化建設等措施，全面提升全省星級飯店人力資源整體素質，進而提高全省星級飯店的綜合競爭力。Along with joint - stock bank is growing up and foreign capital bank is entrancing, nationalized commercial bank is facing to double pressures of both loss of market and person of ability, so that, strengthening internal administrative ability and enhancing entire market competitive power is a key of facing the challenge to nationalized commercial bank modern human resource management is regarded as a kind of strategies and paid more attention by corporation
隨著股份制銀行的紛紛崛起和外資銀行的進入，國有商業銀行面臨著市場與人才流失的雙重壓力。為此，加強內部管理，提高整體的市場競爭力是國有商業銀行迎接此次挑戰的關鍵。現代人力資源管理已被提到戰略的高度，為越來越多的企業所重視。The enterprise must realize the profit maximization, effectively develops the human resources, must renew the idea, realizes to the human resources management transformation
企業要實現利潤最大化，有效開發人力資源，就必須更新觀念，實現向人力資源管理的轉變。At present, the competition is very acute. so it is very important for long - term development of enterprises to enhance the human resources ( hr ) study, select and strain talent, use hr affectively
隨著企業競爭的日趨激烈，目前，加強企業人力資源戰略研究，為企業選擇培養有用之才，將企業現有人力資源加以有效利用，對企業的長遠發展具有十分重要的作用和意義。Thus how to explore its employees " potential strength and alter its serious situation is becoming a key objective in its hrm. so, based on the hrm theory and the enterprise ' s own developing strategy, this paper considers the internal & external environment, the enterprise ' s circumstance, and the fulfillment of its overall objective, then analyzes the problems as well as causes in its hrm, finally, makes an effective hrm strategy for the power plant
本論文在介紹了人力資源管理理論和元寶山發電廠總體發展戰略的基礎之上，以元寶山發電廠的總體發展戰略及其對人力資源管理提出的要求為依據，結合人力資源管理的內部環境與外部環境，針對元寶山發電廠目前人力資源管理的現狀，通過對現有人力資源管理存在問題的歸納和對問題形成原因進行分析總結，為了保證企業總體目標的順利實施，制定出相應的行之有效的人力資源管理策略。During his employment in jiayang company, based on customer back - fed problems exist in current system, especially how should the evaluation module adapt to the dynamic development of enterprises, contraposing elements of performance evaluation and status quo of hrmis and problems exist in evaluation module, and on basis of thorhough analysis of usual enterprise evaluation methods, the author ' s abstracted f i ve el ements of evaluation, summed up the general procedure of evaluation and put forward a general model for enterprise evaluation
作者在嘉揚公司任職的實際工作中，根據用戶反映現有系統存在的問題，特別是考核模塊如何適應企業動態發展的要求，針對績效考核的構成要素以及現有人力資源管理信息系統的現狀及其在考核模塊中存在的問題，在深入分析現行常見的企業考核方法的基礎上，抽象出構成考核的五個基本要素，總結了考核的一般過程，提出了目前企業員工考核的一般模型。分享友人