知識型員工 的英文怎麼說

中文拼音 [zhīzhìxíngyuángōng]
知識型員工 英文
knowledge worker
  • 知 : Ⅰ動詞1 （知道） know; realize; be aware of 2 （使知道） inform; notify; tell 3 （舊指主管） admin...
  • 識 : 識Ⅰ動詞[書面語] （記） remember; commit to memory Ⅱ名詞1. [書面語] （記號） mark; sign 2. （姓氏） a surname
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 知識型 : episteme
  • 知識 : 1 （認識和經驗的總和） knowledge; know how; science 2 （有關學術文化的） pertaining to learning o...
  • 員工 : staff; personnel
  1. The knowledgeable employees are the most valuable human resource capital of the high technology companies. the competition for the knowledgeable elites went into incandescing between the high technology companies

    知識型員工是高新企業最具價值的人力資本，高新企業對知識型人才的競爭不斷白熱化。
  2. The characters and requirement factors of knowledge workers are different from common staffs, so incentive strategy to knowledge workers must be based on their requirement factors. we should carry on the following strategies to incent those workers, such as helping them realize success, giving them more freedom, supply good enviornment support and constructing reasonable pay system

    知識型員工不同於普通員工的特徵導致其需求因素的非同一般，而對知識型員工的激勵策略設計必須建立在對其需求要素的把握之上，即從協助知識型員工成長需要和成就動機的實現、給予知識型員工更多的自主性、為知識型員工提供良好的環境支撐和建構獨特合理的薪酬體系等方面對知識型員工進行激勵。
  3. Based on the explaining of the knowledge employee and the review of the current research of incentive method to knowledge employee, the article analyses optimal incentive cost of knowledge employee, including the cause analysis, theory analysis and cost model analysis ; and the article brings forward a new view and thinking method to incent the knowledge employee

    文章在闡述知識型員工含義及國內外知識型員工激勵的研究現狀的基礎上，對知識型員工激勵成本最優進行了深入的分析，即知識型員工激勵的原因分析、知識型員工激勵的理論分析和知識型員工激勵成本模型分析，為知識型員工的激勵提供了新的視角，展現一個新的分析思路。
  4. Game analysis of recruitment of knowledge worker

    對知識型員工聘用管理的博弈分析
  5. The analysis of the knowledge worker incentive strategy

    知識型員工激勵策略探析
  6. Motivation of the high - tech enterprise knowledge worker

    高新技術企業知識型員工的激勵
  7. Management of the knowledge worker leave one ' s job

    知識型員工離職管理
  8. Game analysis for management of knowledge workers in corporation

    企業中知識型員工的監管博弈分析
  9. At the same time, the research demonstrated that, there are the remarkable pertinences between the job satisfaction to work itself and the affective commitment, the job satisfaction to repays and lead behavior and the affective commitment, the job satisfaction to colleague relation and the affection commitment, furthermore, the job satisfaction to work itself, the job satisfaction to repays and lead behavior and the job satisfaction to colleague relation are the forecast standard to affection commitment. there is the prominent pertinence between the job satisfaction to work itself and the normative commitment, and the job satisfaction to work itself could be used to be the forecast standard to normative commitment. there is the marked pertinence between the job satisfaction to work itself and the continuance commitment, and the job satisfaction to work itself could dope out the continuance commitment

    同時，研究顯示，知識型員工對工作本身的滿意度、對工作回報和領導行為的滿意度、對同事關系的滿意度，與情感承諾之間具有顯著的相關性，並且能作為情感承諾的預測指標;知識型員工對工作本身的滿意度與規范承諾之間具有顯著相關性，且對規范承諾具有預測、解釋能力;知識型員工對同事關系的滿意度與持續承諾之間具有顯著相關性，並對持續承諾具有預測、解釋能力;知識型員工對同事關系的滿意度、對工作本身的滿意度與努力承諾之間具有顯著相關性，同樣，對同事關系的滿意度、對工作本身的滿意度也可以作為努力承諾的預測指標。
  10. In this paper, in the premise of comprehending the concept of knowledgeable employees, taking knowledgeable employees as the studying object, aimming for the phenomenon and the characteristic of the knowledgeable employees floating, through discussing the influence of education level to individual, the characteristic of mentality and the rule of behavior that knowledgeable employees differentiate the general employees have been discussed profoundly, the factors of mentality, behavior and exteral for knowledgeable employees ' floating have also been analyzed. on the basis of the above, the encouragement mechanism of reasonable floating has presented aimly, which can meet the higher requirements and resolve foundationally the issue of the reasonable floating of knowledgeable employees

    本文以知識型員工為研究對象，在明確理解知識型員工概念的前提下，針對知識型員工流動的現象及特點，通過探討受教育程度對個體的影響，深刻論述知識型員工區別於一般員工的心理特點與行為規律，分析知識型員工流動的心理因素、行為因素、外在因素，在此基礎上有針對性地重點提出對知識型員工合理流動的激勵對策，從而滿足知識型員工較高層次的需要，從根本上解決知識型員工合理流動的問題。
  11. Performance management applies performance result into enterprise ’ s daily management activities through the establishment of enterprise strategies, goal analysis and performance estimate. it can spirit the knowledgeable employees up and make them enhance their performance continuously in order to achieve the enterprise ’ s final goal at last

    績效管理通過對企業戰略的確立、目標分解、業績評價，將績效結果應用於企業日常人力資源管理活動中，以激勵知識型員工績效持續改進並最終實現企業戰略目標，為企業穩健、持續、快速發展奠定堅實的基礎。
  12. In the knowledge economy society, the most important strategic resource is information, science and technology, creativity in enterprise ' s economic activity, and the producers of these strategic resources can only be the intelligent knowledge staff, to knowledge type enterprises, knowledge type staff are the most expensive resources

    在知識經濟社會里，企業經濟活動中最重要的戰略資源是信息、科技、創造力，而這些戰略資源的生產者只能是智能型知識員工，對于知識型企業，知識型員工是最昂貴的資源。
  13. Based on the analysis on the motivation tactics on the knowledge personnel in the knowledge - based company x, the paper applied some motivation theory to the company x, and put forward a proposal that the company must use two methods to improve the efficiency

    在對知識密集型企業x公司對其知識型員工的激勵策略現狀進行分析的基礎上，運用激勵理論，從企業實際出發，同樣從物質激勵和非物質激勵兩方面提出切合企業本身的員工激勵措施。
  14. While it also contends that in the real life knowledge employees have strong demands on the choice of cafeteria compensation combination

    以上分別從正面和反面說明在實際生活中，知識型員工對自助式薪酬組合選擇具有較強的需求。
  15. Refer to the motivation methods from the advanced countries ; summarize the positive hints for chinese companies. 4. put forward the procedures and principles for motivation mechanism design ; analyze the demand hierarchy and work performance of knowledge workers ; mend the macro demand hierarchy theory and traditional performance valuation system ; found the overall performance evaluation system and motivation model

    提出了知識型員工激勵機制設計的流程、原則，並遵循該流程和原則對知識型員工的需求層次和工作績效進行了詳細分析，對馬斯洛需求層次理論和傳統的績效考評制度進行了修正，在建立知識型員工綜合績效評估指標體系和激勵模型方面，提出了自己的獨立見解。
  16. Analysis of managerial psychology in motivating the knowledgeable workers

    知識型員工激勵的管理心理學分析
  17. Incentive pattern based on psychological contract for the knowledge - based employee

    基於心理契約的知識型員工行為激勵模型
  18. The thesis put emphasis on the issue of motivation to the knowledge workers in our enterprises and included four parts

    論文著重分析研究了我國企業知識型員工的激勵，分為問題篇、實證篇、理論篇和對策篇四部分。
  19. Empirical research on the motivation of knowledge transfer in knowledge worker

    我國知識型員工知識轉移的動機實證研究
  20. This thesis aims to explore new technology and methodology emerging in enterprise ' s knowledgeable employee management sector in a so - called knowledge economy environment. modeling methodology of both physics and mathematics is introduced to establish the two major models and other evolved models. they represent a new view with systematic, vivid and flexible models, referring to the most up - to - date works in knowledge management and knowledgeable talent management sectors

    筆者將物理學模型和數學模型的研究手段引入企業知識型員工的管理實踐中來，藉助模型的系統性、形象性、靈活性，將定量分析和定性分析有機結合，提出了兩個主模型和數個次級模型、衍生模型，在借鑒當前知識管理和「知本家」管理領域現有研究成果的基礎上，探索知識型人才管理的新途徑。
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