競爭力績效 的英文怎麼說

中文拼音 [jìngzhēnglìjīxiào]
競爭力績效 英文
competitive performance
  • 競 : 動詞（競爭; 競賽） compete; contest; vie Ⅱ形容詞[書面語] （強勁） strong; powerful
  • 爭 : Ⅰ動詞1 （力求得到或達到; 爭奪） contend; vie; compete; struggle for; strive 2 （爭執; 爭論） argu...
  • 力 : Ⅰ名1 （力量; 能力） power; strength; ability; capacity 2 [物理學] （改變物體運動狀態的作用） forc...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 競爭力 : competing power
  • 競爭 : compete; vie; contend
  • 績效 : performance appraisal
  1. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  2. This kind of market structure results in some bad influences included low performance, diseconomy of scale, market conducts of cut - throat competition and the weak global competitiveness

    通過研究發現，中國旅遊業強競爭弱壟斷的市場結構導致旅遊企業市場績效低、規模不經濟，還造成了競爭的悖論和國際競爭力不足。
  3. Based on the trade and management characters of the architectural. reconnaissance design enterprises, this articie seiects the cnbdrl ( china northwestern building design research lnstitution ) as the research object, anaiyzes and evaluates its performances systemicaliy, opens out the immanent reasons of its being probiems, results int this enterprise is goodish in coliectivity ; but its organizational structure is aging and irrationai, its personnei disposal is aiso irrationali if q finqnngn iq iqnk nf pffpntivl is n ' t wholesome ; its encouraging manner is simplex ; its innovative capability of the core competence is not enough ;. . moreover, this article separately gives the corresponding countermeasures and resolvents

    本文根據建築勘察設計企業的行業特徵及管理特徵，以中建西北院為研究對象，對其績效進行了系統的分析與評價，揭示出其存在問題的內在原因，得出了總體評價結論：該企業總體情況尚屬良好，仍存在組織結構老化，組織機構、人員配置不盡合理，財務缺乏有效控制，激勵機制不健全，激勵方式單一以及核心競爭力的創新能力不夠等缺乏科學管理經驗的問題；並針對上述結論分別給出了相應的對策和解決辦法。
  4. This paper is based on the industrial organization theory, and framed by the theory of " prompting the competition in one industry " ( michael e. porter ). among those five factors that are posed by porter to influence the competition in one industry, three factors are used in this paper to analyze the whole wine industry and one winery. they are : bargaining ability of buyers ( market ) ; bargaining ability of sellers ( materials ) ; competitive ability of present firms

    本文以產業組織理論為基礎，以邁克爾?波特「驅動產業競爭」的理論為基本框架，針對五種作用力中三種重要的作用力，即買方侃價實力（市場） 、供方侃價實力（原料）和現有公司間的爭奪，分別對整個葡萄酒產業和一個葡萄酒生產企業進行了分析，以找出影響行業市場績效和企業競爭力的因素。
  5. It regards that the fruit competitiveness is not only decided by the price but also firmly related to the marketing results

    但筆者認為，果品競爭力的強弱不僅取決于價格，還取決於市場營銷績效。
  6. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  7. 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。
  8. According to stakeholder theory, financial performance should be improved, no matter by diminishing cost, increasing competitive advantage, or elevating operative efficiency, when firms satisfy the demands of multiple stakeholders

    根據利害關系人理論，可推論出企業滿足利害關系人的需求時，不論是在降低企業的成本上，或者是在增加企業的競爭力，亦或是增進企業本身的生產效能方面，都將會對企業財務績效表現有所助益。
  9. Through the finding of this empirical research, the change in corporate social performance was positively related to change in return on sales and growth in sales at the same year, indicating that improvement of corporate social performance may lead to improvement of financial performance in the short - term

    經由本研究的實證結果顯示，短期內企業社會責任表現的變動對于營業收入報酬率以及營業收入成長率兩者的變動即有顯著的正向關系，表示企業的社會責任表現可能會藉由降低成本、增加競爭力、增加生產效能，或者是其他任何的方式，增進企業本身實質的利益，進而提升企業的財務績效表現，使得企業獲得實質的利益。
  10. So it is expounded that the enterprises " core competitiveness is the combined capabilities of resources innovation composed of capabilities of essence adsorption, integration development and resources operation, thus establishing the evaluation index system of enterprises, combined capabilities of resources innovation. finally, the conclusion is drawn that only by resorting to high combined capabilities of resources innovation can enterprises make satisfactory achievements in market competition

    論證了企業的核心競爭力是由要素吸附能力、整合開發能力和資源運營能力三方面構成的資源創新性組合能力，並建立了企業資源創新性組合能力的評價指標體系，得出了「企業只有憑借較強的資源創新性組合能力才能在市場競爭中贏得滿意的績效」的結論。
  11. We introduce elder adviser resource, devote oneself to to foster each estate to purchase with supply professional personage ; those who foster china is advanced purchase handler ; help enterprise improves the performance that purchase and supplies government, promote an enterprise competition ability, because this is purchasing a group, gained good public praise and extensive influence

    我們引入資深的顧問資源，致力於培養各階層采購與供給專業人士；培養中國的高級采購經理人；幫助企業改善采購和供給治理的績效，提升企業競爭力，並因此在采購界贏得了良好的口碑和廣泛的影響力。
  12. How to absorb the advanced human resource management theories and methods both from home and abroad in order to meet the needs of the economic markets, to realize a healthy, stable and efficient development during the fierce competition process in shengli petrochemical works is put forward in this article, after analyzing the current situation and problems, through setting up modern enterprise principles, fixing the " based on people " management conception, we realize the transferring process from traditional people management to modern human resource one, then reach the aims of " people make full use

    勝利油田石化總廠如何通過吸收國內外先進的人力資源管理理念與方法，保證企業適應市場經濟的需要，在日益殘酷的競爭中實現健康、平穩、高效發展。本文將對勝利石化總廠面臨的現狀和存在的問題，探索從現代先進的人力資源管理的角度，通過建立全員績效量化考核體系，建設一支素質過硬、蓬勃向上、競爭力強的員工隊伍，推動企業在市場經濟的大潮中永立不敗之地。
  13. Factor analysis method for performance evaluating of central city competitiveness

    因子分析在中心城市競爭力績效評價中的應用
  14. According to the factor analysis of the sample data that contain 7 indexes of 37 central cities in china, three factors including radiation factor, magnetism, and sustaining development factor are extracted, and their scores and sequence are given

    摘要以我國37個中心城市為樣本，選取了7項反映城市競爭力績效的綜合性指標進行因子分析，得出了影響中心城市競爭力績效的3個關鍵因子：輻射力、吸引力和持續增長能力，並計算出樣本城市相應的各因子及綜合競爭力的得分和排序。
  15. So we discuss the advantages and disadvantages of performance appraisal institution of civil servants through all kinds of research methods, in order that the high performance of civil servants can improve the nation ' s competitiveness

    故本論文藉由各種研究方法來探討目前我國公務員考績制度之優勢與劣勢，力爭讓我國公務員的行政效率能為國家競爭力產生加分的效果。
  16. The paper can be divided into four chapters : the first chapter introduced the background for app to carry on green marketing. in the first part, it expounded the theoretical basis for green marketing, including the emergence of green marketing concept, the details, characteristics and necessity for enterprises to develop green marketing ; in the second part, it presented the development background of app and its contribution in introducing green papermaking into china ; in the third part, it elaborated the strategic significance of green marketing for app, i. e. not only meeting the demand of enterprises ’ long - term development but also the demand of social development ; in the fourth part, it discussed the choice of app to invest in market and analyzed china ’ s market structure, raw material structure, development bottleneck and market opportunity of top - level paper

    再次，根據金光紙業的實際情況及綠色營銷的相關理論指導，對金光紙業開展綠色營銷提出了相關建議，包括:綠色產品研發、清潔生產、綠色產品推廣、綠色品牌的實施計劃等一套完整的綠色紙業計劃;通過產品線全面策略、專業化策略、延伸策略等進行綠色紙業產品組合策略實施並按照管理學上的「 5r 」操作原則實行全面管理和渠道管理;通過對各綠色營銷子系統的協調控制，以期達到綠色營銷整體績效最優;最後對金光紙業各品牌進行全面整合，使品牌資源累計共享，提高在市場上的競爭力。
  17. According to the result of case study on eco - design for two kinds of cable, comparing the risks and benefits of eco - design, we can find that the economic and environmental benefits will be gained greatly through product eco - design. moreover, eco - design can improve the social benefits. at the same time, it also can greatly improve the enterprise performance

    通過對兩種電線電纜產品生態設計實例研究，對產品生態設計前後風險與收益進行分析對比，產品生態設計后的經濟效益、環境效益明顯提高，進而改善企業社會效益，同時，對企業績效的提升產生巨大影響，為在電線電纜行業推廣產品生態設計提供了理論依據和應用價值，也為電線電纜產品提高國際競爭力提供技術支持。
  18. Comparison result demonstrates that jiuzhitang has a gap in scale power in comparison to that of tongrentang, and its management efficiency is somewhat less than that of tongrentang. they have their respective regional competition advantage of brand competitive power in china, and there is not an evident difference in other competitive power index

    比較結果表明，九芝堂在規模實力方面與同仁堂存在差距，管理績效上略遜于同仁堂，品牌競爭力在國內各有區域競爭優勢，其它各競爭力指標無明顯差異。
  19. So it is very important to establish a scientific evaluation system of strategic performance, especially for improving core competence of chinese commercial banks

    因此，探索建立一個科學合理的戰略績效測評體系，對于提升我國商業銀行的核心競爭力具有極大的現實意義。
  20. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
分享友人
分享到 Line

分享到臉書