職訓方案 的英文怎麼說

中文拼音 [zhíxùnfāngàn]
職訓方案 英文
iberfop
  • 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...
  • 訓 : Ⅰ動詞1 （教導; 訓誡） lecture; teach; train 2 （解釋） explainⅡ名詞1 （準則） standard; model; ex...
  • 方 : Ⅰ名詞1 （方形; 方體） square 2 [數學] （乘方） involution; power 3 （方向） direction 4 （方面） ...
  • 案 : 名詞1 （長桌） table; desk 2 （案件） case; law [legal] case 3 （案卷; 記錄）record; file 4 （提...
  • 方案 : scheme; plan; programme; project; proposal; suggestion; formula; scenario; outline
  1. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  2. Bachelor degree of chemical or composite major or any bachelor with minimum 5 years experience in training function out of which 3 years as trainer of famous company, conducting on - the - job - training and classroom training, measuring effectiveness of training, designing technical training module, designing & implementing technical training interventions, strong understanding of engineering function, should know adult training methods

    化工，復合材料或相關專業學士學位， 5年以上培訓工作經驗，且有3年以上著名公司培訓工作經驗，具有在崗培訓和室內培訓，培訓效果評估，技術培訓方案設計，技術培訓方案設計及實施能力，熟知工程職能，了解成人培訓方法。
  3. The correlation theory to the human resource management of thesis has been in progress the survey, and management and working satisfaction degree has carried on the analysis investigation to police staff and workers in lu nan prison has announced in the police staff and workers management existence to be short of the human resource planning and does not have concrete post analysiss and the invitation works not, and standard and excitation measure must not energetically wait the problem, work analysis that has put forward laying down the distinct human resource planning and open - minded detailed and standard police staff and workers employs and promotes to a higher office the police staff and workers of system and formulation system train and the development plan and has revised firewood fulfills distributes the scheme etc the countermeasure

    論文對人力資源管理基礎知識進行了綜述，對魯南監獄幹警職工管理和工作滿意度進行了分析調查，揭示了幹警職工管理中存在的缺乏人力資源規劃、沒有具體的職務分析、招聘缺乏系統性、激勵績效差等問題，提出了制定清晰的人力資源規劃、開展詳盡的工作分析、規范幹警職工招聘與晉升制度、制定系統的幹警職工培訓計劃、制定了薪酬分配方案等對策。
  4. The paper analyzes the limitations of the teaching of college counseling major, and points out the meaning of the practical operating abilities mode with psychology experiment, counseling training and counseling practice, and puts forward a scheme to foster the practical operating abilities for the counseling majors

    摘要分析了高職高專心理咨詢專業學生操作實踐能力培養的局限，指出了建立「心理學實驗、心理咨詢實訓、心理咨詢畢業實習」學生心理咨詢操作實踐能力培養模式的意義，提出了高職高專心理咨詢專業學生操作實踐能力培養具體方案。
  5. In order to explore an effective teacher training model, this thesis investigates case teaching, and focuses on case - based in - service teacher ' s informationalized teaching skill training model, based on the home and aboard research on teacher training

    基於此，本文在研究國內外教師培訓的基礎上，通過對已有的案例教學方法研究，重點探索了基於案例的在職教師信息化教學技能培訓模式，以期為提高教師的信息化教學技能探尋一種有效的培訓模式。
  6. Feasibility study for carrying out off - the - job training program based on cost and return analysis and successful case study. covering issues like costs and returns methods applied as well as couching teams and solutions are supplied

    首先，人力資本投資的高效益回報決定了脫產培訓的可行性，再介紹了他國的一些成功做法，並通過案例分析的方法，結合個人職業管理，論述了脫產培訓的可行性。
  7. Our services range from advising on flexible staffing services to hrm consulting, coaching and training, all according to the specific requirements of our clients

    我們的專業咨詢服務包括靈活用工方案，人力資源管理，經營管理輔導及職業培訓，皆可根據客戶的特別要求定製。
  8. Our school attended the trainings held by pilot school ? chongqing college of electronic technology, such as industry laison, cbt, competency standard, curricular plan, and so on, 28 in all

    組織人員按時、積極地參加了項目學校? ?重慶電子科技職業學院組織的關于項目成果推廣專業的行業調研、能力本位教學、能力標準、課程方案及教材開發等各類培訓活動，培訓人次達28人次。
  9. Result the emergency control ability has improved a lot since the last three years, including those aspects : emergency institution construction, organization construction, functions, project constitution, human resource collocation, material storage, fieldwork of disposition, rapid testing, emergency drilling and training

    結果三年來，疾病預防控制機構的突發應急工作能力有了明顯的進步，這種提高反映在以下幾方面：突發公共衛生事件制度建設、組織建設、職能分工、預案和技術方案制定情況、人力資源配置、物資儲備、現場處置、快速監測和應急演練和培訓。
  10. Study on skill training plan of ship engineering major at high vocational college level

    高職高專船舶工程技術專業技能培訓方案研究
  11. The author paid a very specific research on the training program for high - class mechanics in xt company for months, and concluded some treatments which aim at the improvements for the staff training standards of state - owned manufacturing enterprises with some very new individual points. in the form of research, the dissertation analyses in several aspects : the first part : brief introduction of the background and the motion for the search

    但是與發達國家的職業培訓體系相比，還存在著一定的差距。作者通過數月來對xt公司的高級技工培訓方案的研究，並作以實證分析，提出了改進方案。全文從以下幾個方面進行闡述：第一部分，簡要介紹了培訓研究的背景和動機。
  12. Combining the leading problems and realistic state of medium - sized rvte of hubei, the author bases on the demand to talents of industrial structure adjustment, market economy and rural economic construction, uses the principle in pedagogy, economics, demography and sociology, etc., adopts the methods of investigation, informal discussion, comparative, summary of experiences and case analytic approach, summarizes historical experience and lesson of domestic and foreign rural vocational education, analyses social reason and inside reason that hinder the development of rvte in china, and puts forward measures and countermeasure of reforming and developing rvte further from the respects of improving the further understanding importance and urgency of rvte, disposing vocational education teacher resources and optimizin g the structure of overall arrangement rationally, doing specialty construction well, establishing the goal system of teaching with pertinence and adaptability, changing the single teaching mode, reforming the course mode, setting up flexible teaching management style, strengthening the vocational guidance and the vocational faculty of " double division types ", reinforcing the base for exercitation, focusing on service to agriculture, launching various kinds of training in a more cost - effective manner, developing civilian - run vocational education actively, attaching importance of inspecting the executer of the " law of vocational education " and supervising and evaluating the work of rvte

    結合湖北省農村中等職業技術教育的主要問題和現實狀況，作者根據產業結構調整、市場經濟和農村經濟建設對人才的需求，運用教育學、經濟學、人口學和社會學等方面的原理，採用調查法、比較法、座談法、經驗總結法和案例分析法等研究方法，通過總結國內外發展農村職教的歷史經驗和教訓，分析了阻礙我國農村職教發展的社會原因和內部原因，並從進一步提高對農村職業技術教育重要性和緊迫性的認識、採取因地制宜、分區發展、合理配置職教資源和優化布局結構、搞好專業建設、確立具有針對性、適應性的教學目標體系、改變單一的教學模式、改革課程模式、靈活教學管理方式、加強職業指導、加強「雙師型」職教師資隊伍建沒、加強實習基地建設、強化為農服務、大力開展各種培訓、積極發展民辦職業教育和加強《職業教育法》的執法檢查與對農村職業教育工作的督導評估等方面提出了進一步改革與發展農村職業技術教育的措施和對策。
  13. Key job responsibilities include applying leading edge id knowledge and techniques to develop and / or customize training courses, programs or solutions, may be responsible for coaching and directing a team of junior designers

    主要職責包括獨立或組織應用國際化和職業化的培訓設計思想和方法，進行客戶化的企業培訓課程/項目設計開發和培訓解決方案的制定；或有指導/領導設計開發團隊職責。
  14. The main reason leading to such problems are found including organization structure is not reasonable in establishment ; responsibility, right and benefit is not reciprocal, process of object management is not unobstructed and so on the critical problem is organization structure is not reasonable in establishment, so, the optimized design of the object management system is made. firstly, three designed plan of organization structure is offered, they are competent organization structure, object organization structure and matrix organization structure, after the comparison between advantages and shortcoming and experts evaluation, the matrix organization structure is suitable for the institute. secondly, optimize the design of selection of object manager and management system, the institute adopts object manager responsible system

    首先對組織結構進行優化設計，提出了三種組織結構設計方案，即職能事業部式組織結構、項目式組織結構和矩陣式組織結構，經多方案優缺點比較和專家評價，確定出該院應採取的是矩陣式組織結構模式；其次，對項目經理挑選與管理系統進行了優化設計，該院項目管理實行項目經理負責制，項目管理的成功既取決于項目經理個人，又取決於一個強有力的項目團隊，因此建立了一套相對完善的項目經理挑選與培訓程序和合理的項目管理系統；然後，結合勘察設計項目管理的基本內容和程序，按照iso9000族標準及該院質量管理體系文件的規定，對該院項目管理流程進行了優化設計，實現了該院項目管理流程的規范化、程序化和高效化，以確保項目管理取得圓滿成功。
  15. The first one includes company ' s strategy and employee ' s career planning, and the latter includes human resource management and communicating mechanism management. the paper further stated bd company ' s incentive mechanism model from the following five aspects : organization re - design ( organization design and strategy re - form ), job re - design ( job analysis, job evaluation and management by objective ), the ability development of employee ( the training and career planning for employee ), value re - appraisal ( performance incentive and communicating management ) and value re - distribution ( compensation and stock option incentive ). it combines the systematic methods designed specifically for the existing incentive status in the company with detailed operation model as well as applicable cases, many of them have been exercised in the company and been proved to be effective after being summarized according to the actual circumstance

    文章進一步從企業價值鏈激勵模型的五個方面，包括組織再設計（組織設計與戰略重組） 、工作再設計（工作分析、職位評估和目標管理） 、能力再開發（培訓和員工的職業生涯規劃） 、價值再評估（績效激勵和溝通管理） 、價值再分配（薪資激勵和期權激勵）等對bd公司激勵機制模型進行了詳盡的闡述，既有全面系統的針對公司激勵現狀設計的方式方法，又有詳盡具體的操作模式和應用案例，其中的很多方案已經在bd公司進行了初步的嘗試和不斷地總結，取得了良好的運行效果。
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