職工流動 的英文怎麼說

中文拼音 [zhígōngliúdòng]
職工流動 英文
employee turnover
  • 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...
  • 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 ...
  • 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...
  • 職工 : 1 （職員和工人） staff and workers; workers and staff members2 （舊時指工人） workers; labour職工...
  • 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. For protective female worker healthy, law set the labor range that female worker prohibits be engaged in, unit of choose and employ persons must not arrange female worker to be engaged in the following these law prohibit the labor that female worker is engaged in : ( 1 ) course of study of mine well dirty ; ( 2 ) silvan industry cutting, put in arris and banish exercise ' s charge ; ( 3 ) " physical labor intensity classifications " the 4th class in the standard the exercise of physical labor intensity ; ( 4 ) the assembly of bldg. scaffold and remove operation, and the altitude wiring of electric power, telegraphic industry works ; ( 5 ) load continuously ( point to load the frequency is in 6 times hourly above ) load every time more than 20 kilograms, discontinuous load load every time more than 25 kilograms exercise

    為了保護女職工的身體健康，法律規定了女職工禁止從事的勞動范圍，用人單位不得安排女職工從事以下這些法律禁止女職工從事的勞動： （ 1 ）礦山井下作業； （ 2 ）森林業伐木、歸楞及流放作業； （ 3 ） 《體力勞動強度分級》標準中第四級體力勞動強度的作業； （ 4 ）建築業腳手架的組裝和拆除作業，以及電力、電信行業的高處架線作業； （ 5 ）連續負重（指每小時負重次數在6次以上）每次負重超過20公斤，間斷負重每次負重超過25公斤的作業。
  2. The labor range that female worker contraindication undertakes includes : ( 1 ) course of study of mine well dirty ; ( 2 ) silvan industry cutting, put in arris and banish exercise ' s charge ; ( 3 ) " physical labor intensity classifications " the 4th class in the standard the exercise of physical labor intensity ; ( 4 ) the assembly of bldg. scaffold and remove operation, and the altitude wiring of electric power, telegraphic industry works ; ( 5 ) load continuously ( point to load the frequency is in 6 times hourly above ) load every time more than 20 kilograms, discontinuous load load every time more than 25 kilograms exercise

    女職工禁忌從事的勞動范圍包括： （ 1 ）礦山井下作業； （ 2 ）森林業伐木、歸楞及流放作業； （ 3 ） 《體力勞動強度分級》標準中第四級體力勞動強度的作業； （ 4 ）建築業腳手架的組裝和拆除作業，以及電力、電信行業的高處架線作業； （ 5 ）連續負重（指每小時負重次數在六次以上）每次負重超過二十公斤，間斷負重每次負重超過二十五公斤的作業。
  3. The article also discusses the trade restraint system. meanwhile, it discusses the system from the staff member ' s incumbency period and his dimission period respectively. finally, the article investigates into the legal status of the covenants not to compete and the validity of verdict criteria, thus advancing to protect the bus iness secrets and maintain fair competitiol with the trade restraint system

    文章從商業秘密保護著手，認為人才流動是商業秘密喪失的主渠道，因此有必要建立商業秘密保護中的競業禁止制度；文章探討了競業禁止的一般原理，並論證了實行競業禁止的理由；同時分別從職工在職期間和離職后兩個階段論述了競業禁止制度；最後，文章研究了競業禁止協議的法律地位，合法性和合理性的判斷標準，提出用競業禁止制度來保護商業秘密，維護公平競爭。
  4. 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。
  5. In early 1980s, in order to distract their redundant employees, and solve the job - problem of unemployed teenagers or employee ' s spouses, many state electric power enterprises and departments begun to establish various - service - company. these companies, however, form the rudiments of diversified - management domestic electric industry

    20世紀八十年代初，我國電力工業企業和部門為了分流在職冗員，安置待業青年，解決職工家屬及子女的就業困難，紛紛先後辦起了各類勞動服務公司等第三產業，這就是我國電力工業企業最初探求企業多種經營的雛形。
  6. Encourage supportive worker to funds raised by oneself development is private raise garden of cultivate, management lin guo, fishing ground and line of business of agriculture machinery service, be engaged in produce current activity

    鼓勵支持職工自籌資金發展私人養畜、經營林果園、漁場和農機服務業，從事農產品流通活動。
  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. The second part introduces and analyzes the current situation in dushanzi petrochemical works in the aspect of human resource management

    第二部分從職工培訓與考核、勞動工資管理、職工流動管理、保險管理等方面介紹並分析了獨山子石化總廠的人力資源管理現狀。
  9. Department of basis original labor " flow about company worker the announcement of a certain number of problems " ( labor department is sent [ 1996 ] 355 ) unit of choose and employ persons and worker are working penalty due to breach of contract of the agreement in the contract

    根據原勞動部《關于企業職工流動若干問題的通知》 （勞部發1996 355號）用人單位與職工可以在勞動合同中約定違約金。
  10. At the last part, the author introduces methods of employee flow management. first, hr manager should hold the pass of job application ; second, she or he should establish scientific promotion system and job rotation system to stimulate flow within enterprise ; finally, the company should try the best to retain ability employees and cut off redundant personnel. using these specific measures, the problems in state - owned enterprises will be improved

    國有企業人力資源部門應當從企業員工招聘環節開始把關，真實評估應聘員工的職業發展潛力，作出真實職位預觀，並做好試用期管理；同時應當做好員工內部流動管理，採用科學的晉升制度和內部輪換制度，疏通職業通道，使企業內部橫向流動和縱向流動均暢通無阻；企業還要做好員工流出管理，包括員工辭職管理和裁員管理；除此之外，企業還要樹立正確的人才流動觀念，創造吸引人才的機制，防止人才流失。
  11. Responsibilities : be responsible for account payable, receivable and taxes, cost calculation and variance analysis, purchasing and sales contract review, cash flow forecast and control

    主要職責：負責應付帳款、應收帳款、稅收等帳務的處理工作；成本核算和差異分析；采購、銷售合同審核；流動資金預測和管理。
  12. In the third chapter of this paper, through disscuss5ing the influence of education level to individual, the characteristic of mentality and the rule of behavior that knowledgeable employees difference from the general employee, the winter using mobley model points out following four are the key factors determined emloyee turnover : l ) job satisfaction ; 2 ) the expectancy to change work role for income increacing on the enterprise inside ; 3 ) the expectancy to change work role for income on the enterprise outside ; 4 ) non - work values and accidental factors

    在本文的核心第三部分，本文首先通過探討受教育程度對個體的影響，分析了知識型員工流動的心理因素、行為因素、外在因素，並且通過莫布雷模型指出： 1 ）工作滿足與否； 2 ）對在企業內改變工作角色收益的預期： 3 ）對在企業外部改變工作角色收益的預期； 4 ）非工作價值及偶然因素，是決定雇員離職的主要因素。
  13. Responsibilities of the branch also include providing advice on regulatory accounting to the telecommunications authority, monitoring the performance of public telecommunications operators, investigating industry complaints regarding public telecommunications services, facilitating public mobile network operators access to land to place radiocommunications installations and coordinating the laying of ducts for telecommunications in public roads

    其他職責還包括就電訊規管計帳向電訊管理局局長提供意見、監察公共電訊服務營辦商的表現、調查有關公共電訊服務的業界投訴、協助公共流動網路營辦商進入土地設置無線電通訊裝置、以及協調在公用道路敷設電訊電纜管道的工程。
  14. Inter - sectional job mobility is seldom happened, however, the skill - intensive labors do show a better job status and wages than those labor - intensive workers

    業間流動的情形並不普遍，但技術密集的勞工的確有較高的職業聲望及薪資。
  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. Searching available timeslots for filing marriage notice using gprs and 3g phones the use of mobile technology for various field duties, e. g. drainage services department capturing inspection results of drainage complaints and conditions in field sites ; housing department capturing defects reporting, progress monitoring, tenancy checking during site inspection ; and civil engineering department performing geological and geotechnical field mapping, ground investigation, landslide investigation and assessment of natural terrain hazards

    各部門把流動技術用於執行外勤職務中，例如：渠務署在外勤工作地點，記錄有關渠務投訴和渠務情況的巡查結果；房屋署在進行實地視察時，記錄樓宇損毀的情況、監察進度、查核租約；以及土木工程署進行地質和土力的外勤測量、地面勘探、山泥傾瀉調查和天然地形險況評估。
  18. 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。
  19. Huari brake co., having been experienced hard work and progression for 10 years, has formed a powerful strength and technical experience on the production scale and product development, now, it holds 300 odd - workers and more than 60 administrators of various high grade specialties, two automatic production lines, over 260 sets of the production equipments, several advanced detecting facilities and a skillful group on the research of science. the annual capacity of our company

    華日公司經過十多年的努力與發展，在生產規模和產品開發中已積累了雄厚的實力和技術經驗，公司現有職工300餘人，各類高級專業管理人員40餘人，公司擁有二條自動生產流水線生產設備260餘套數臺先進檢測設備和一支精銳的科研隊伍。
  20. 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。
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