管理人的職位 的英文怎麼說

中文拼音 [guǎnlǐréndezhíwèi]
管理人的職位 英文
administratorship
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 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...
  • 位 : Ⅰ名詞1 （所在或所佔的地方） place; location 2 （職位; 地位） position; post; status 3 （特指皇帝...
  • 管理人 : administrant
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  • 職位 : position; post
  1. The car locked to resolve the burglarproof problem, letting the car owner have the appropriation car, letting the thing industry have the thing to defend the facilities, practicing to park to the number, locking the burglarproof self - help management mode, changing the vehicle management difficult for good tube, change the specially assigned management for have a part - time job the management

    用了車位鎖解決了防盜的問題，讓車主有了專用車位，讓物業有了物防設施，實行對號停放，上鎖防盜的自助管理模式，變車輛管理難為好管，變專人管理為兼職管理。
  2. Searching for the right candidates with appropriate skills set, mentality and qualifications has become a major challenge to management with recruitment needs. as a result, we offer our clients a flexible tailored solution from a single individual to a large team on project or contract basis. here are some advantages of utilizing our recruitment services

    日達特別設有資源借調服務專為各大小企業機構提供本土化的人才，目的是迎合不同行業不同層次的職位需求，務求以專業及高效率的服務為廣大客戶切實解決人力資源以及招聘的問題，令企業得以減省時間及不必要的開支，達致更高效的人力資源管理。
  3. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  4. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  5. Representatives of hai gang ' s management and general contractors and construction supervision companies for yosemite and grasse town all pledged to meet the above - mentioned requirements, stay committed to the 80 - day mission and do their best to ensure completion of the tasks

    公司管理人員代表，優山美地、格拉斯項目總包和監理單位代表分別作了表態發言，一致表示一定要認真落實會議要求，以大幹80天總目標為己任，竭盡全力地干好本職工作，知難而進，真抓實干，確保各項目標的全面完成。
  6. Following the command to make the enterprise a school by the leader of the company, we call for all carders and workers to study hard to enhance their quality, hold the activity among the members to behave civilly, to work civilly, to treasure the chance of work and to try to be a host of " xilejia ", organize them to learn the knowledge of the civil protocol and production and require the administrators to do first as example with a periodic summery

    按照公司領導「把企業辦成學校」的指示，我們號召全體幹部、職工要加強學習，提高素質，並在員工中推行「文明做人」 ，文明生產和珍惜就業崗位，爭做「喜樂嘉」主人的活動，組織員工學習文明禮儀知識、文明生產知識，要求管理人員身先士卒，並要定期進行思想總結。
  7. Cambridge, mass. - don ' t fall in love with your workers, a business instructor tells a student who ' s launching a small startup company. if you ' ve got 16 employees, at least two are turkeys

    他是一位身經百戰的職業管理人，竟然對剛起步創業的年輕學生說:不要對你的雇員太依賴，他們十六個人中就有兩個是幫不上忙的
  8. Why shouldn ' t business people, responsible for tens of thousands of jobs, earn as much as someone who kicked a ball or pranced around a stage for a living ？

    他們說，運動員踢幾腳球，演員在舞臺上蹦蹦跳跳，就能賺進大把錢，生意人負責管理成千上萬的職位，為什麼就不能拿高薪？
  9. Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise

    本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。
  10. Foreign teachers and administrators employed by a chinese - foreign cooperatively - run school shall possess a bachelor ' s degree or above and related occupational certificates, and have at least two years of work experience in the field of education and teaching

    中外合作辦學機構聘任的外籍教師和外籍管理人員，應當具備學士以上學位和相應的職業證書，並具有2年以上教育、教學經驗。
  11. E reviewing and approving the compensation payable to directors and senior management in connection with any loss or termination of their office or appointment to ensure that such compensation is determined in accordance with relevant contractual terms and that such compensation is otherwise fair and not excessive for the company

    E檢討及批準向董事及高級管理人員支付任何有關喪失或終止職位或委聘的應付補償，藉以確保該等補償乃按相關合約條款厘訂，以及該等補償對本公司亦屬公平且不會造成過重負擔
  12. Huajing now has 36 professinal engineers featured middle and high certificate. the manager staff has average below bachelor degree. most of them were graduated qing hua university, he hai university, hua bei university, tai yuan crane institute, eastsouth university and southern yangtze university

    華錦企業現有中高級職稱專業人員36人，管理人員平均學歷大專，包括來自清華大學、河海大學、華北水利學院、太原重機學院、東南大學、江南大學的專業人士，也有在施工局、基層單位摸爬滾打多年的業內行家。
  13. In the first chapter, some new ideas of industrial product sales management are introduced. the discussions include the key role of sales team in industrial product marketing and the significant changes of industrial product sales team functionality

    第一章分析了工業品銷售管理中的一些新問題，包括如何重新定位銷售隊伍在工業品市場營銷中的重要地位，以及工業品銷售人員職能上發生的變化，從而得出銷售自動化系統對于工業品銷售的重要意義。
  14. Article 18 enterprises engaged in food production or marketing shall improve their own system for food hygiene control, appoint full - time or part - time workers to control food hygiene and strengthen inspection of the foods they produce or market

    第十八條食品生產經營企業應當健全本單位的食品衛生管理制度，配備專職或者兼職食品衛生管理人員，加強對所生產經營食品的檢驗工作。
  15. The system management make the managers of school - based curriculum development recognize that because they pay attention to some especial function of some special domain, they ign ore the goal of the curriculum development, and their statue and function in the curriculum development

    系統管理使得學校課程開發管理人員不至於因為只注意一些專門領域的特殊職能，而忽略了課程開發的總目標；也不至於忽略自己在課程開發系統中的地位和作用。
  16. Morce can help enterprises to avoid the harm and the cost brought by core employee turnover, such as hindering the smooth operation of enterprise, causing the turnover of human capital with high quality, bringing about high cost of replacing post, making the characteristics of enterprise culture obscure, leading to the cost of intangible assets, damaging the core competitive capacity of enterprise. next, morce is the essential of human resources management and is helpful for increasing the efficiency of human resources management and improving its level. therefor, morce should have the most important place in human resources management

    核心員工流失對企業的危害和損失是多方面的，如影響企業正常運營、造成優質稀缺性人力資本流失、帶來高昂的職位重置成本、模糊企業文化的特色、導致無形資產損失、破壞企業核心競爭力等；其次，保留核心員工是企業人力資源管理的前提，有利於提高人資管理效益和全面提升人力資源管理水平，因而應將核心員工保留管理置於企業人力資源管理工作的首位；特別是在當代新的經濟環境下，企業對優質稀缺性人才的爭奪日趨激烈，保留核心員工顯得尤為重要。
  17. A traditional model of recruitment on the basis of person - position fit fails to consider the fit of organize culture and individual character, which result in the appearances of a series of questions of human resources management

    傳統的基於人與職位匹配的招募模式未能考慮組織文化與員工個性特徵的匹配，從而導致人力資源管理的一系列問題的出現。
  18. An office of high rank, entrusted only to men who had previously served as consuls, the censorship encompassed financial and accounting responsibilities related to taxation and population management

    高階級的職位，只交託給曾擔任過執政官的人，其監察職責包括跟人口和稅賦管理有關的金融與會計。
  19. Under the guidance of the theories of organization design and organization strategy management, this thesis concludes the characteristics of personnel function system, and expounds the reference standards of controlling the number of personnel positions of corporations of csic through analyzing technology, resource and ability of csic ; then, applying the theory and methodology of organization strategy management, business process reengineering and human resource management and development, this paper analyzes and designs personnel function system of csic, inquires into management information system that is connective with function system, shows the procedure, contents and function direction model of position analysis and design of csic which has been applied to position appraisals of no. 703 research institute ; next, the thesis analyzes and designs the models of personnel performance appraisals, gives development procedure of performance appraisals index and illustrates the index integrated with the corporati ons " actualities ; finally, in this paper, performance appraisals index system of personnel on management and technology was designed, and also the personnel performance appraisals model using ahp methodology combined with performance appraisals index system of management personnel

    本文以有關組織設計和組織戰略管理理論為指導，通過對csic的技術、資源和能力進行分析，得出其人才職務體系的特點，提出了csic企事業單位人才職位數量控制的參考標準；然後，運用組織戰略管理、業務流程再造和人力資源管理開發理論和方法，對csic人才職務體系進行了分析與設計，並對與職務體系相結合的管理信息系統進行了探討；其次，給出了csic職位分析與設計的程序、內容和職務說明書範例，並將其運用到703研究所的職位評價中；再次，對csic人才績效考核模式進行了分析和設計，給出了績效考核指標開發流程，結合企業實際對業績考核指標進行了說明；最後，設計了管理和技術人才的績效考核指標體系，並運用ahp法結合管理人才績效考核指標體系構建了人才績效考核的模式。
  20. S, beloved by you, i would tempt fortune ; you would bring me good luck, and i should become rich. i could extend my occupation as a fisherman, might get a place as clerk in a warehouse, and become in time a dealer myself.

    你會給我帶來好運的，我會發財的，我可以擴大我的漁業，或許還可以找到一個貨倉管理員的職位，到時候我就可以成為一個商人了。 」
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