appointment by selection 中文意思是什麼

appointment by selection 解釋
遴聘
  • appointment : n. 1. 任命，委派，任用。2. 任職，官職，職位。3. 法令，命令；天意。4. 指定；約定，約會；【醫學】（門診）預約。5. 〈pl. 〉設備；傢具。6. 【法律】指定（財產受益人）。
  • by : adv 1 在側，在旁，在附近。2 （擱）在一邊，（放）到旁邊，（存）在一旁；收著。3 （由旁邊）經過，過...
  • selection : n. 1. 選擇；挑選；選拔。2. 拔萃；選擇物；精選物[品]；文選。3. 【無線電】分離，（自動電話）撥號。4. 【生物學】選擇，淘汰。
  1. The database system facing the selection and cultivation support for cadres in the army supply a decision - making support for cadres ’ appointment and remove by the introduction of advantaging technique of database and the primary mining and analysis of data to realize informative 、 scientifically in the management of cadres in the army, informationalization and scientiztion for military officer management

    通過對建立面向幹部選拔的主題數據倉庫，進行聯機分析（ olap ）和數據挖掘（ dm ） ，從中提煉出利於分析和決策的綜合信息，獲得大量有用知識，為幹部的選拔任用和選擇更加合理的培養方案提供決策支持。
  2. Analyze and prove the problems existing in quite a few aspects including chief judge management and monitoring, etc. from chief judge selection and appointment qualification and procedures, the relationship between chief judge and the other court ' s members, the relationship between collegial panel organized by the chief judge and president, court president and judicial committee, especially analyzing the problems existing in the relationship between chief judge and the other main bodies, including other members of collegial panel, president, court president, judicial committee, etc. the fifth part suggests the reform and prospects of the chief judge selection and appointment system

    本文的第四部分分析了我國的審判長選任制度存在的問題，從審判長的選任資格和程序、審判長與合議庭內部人員的關系、審判長主持下的合議庭與院長庭長及審判委員會的關系、對審判長的管理監督等多方面存在的問題進行了分析論證，對審判長與合議庭其他成員、院庭長和審委會等其他主體的關系中存在的問題進行了重點分析。本文的第五部分提出了對審判長選任制的改革和展望。
  3. Meanwhile, the dissertation discusses how to deal correctly with the relations of party assuming the responsibility for cadres ’ affairs, enjoying the mass recognition, and acting by law and how to solve the hotspots and pitfalls of three principles both theoretical and practical from different angles in the leading cadre selection and appointment work of the party and government. many suggestions are raised

    同時，對黨政領導幹部選拔任用工作中，如何正確處理黨管幹部、群眾公認、依法辦事的關系，對三者在理論和實踐中存在的熱點、難點問題作多角度探討，提出對策性建議。
  4. The dissertation discusses the foundation and mutual relation of party assuming the responsibility for cadres ’ affairs, enjoying the mass recognition, and acting by law on the basis of carding the history of the leading cadre selection and appointment principle of the party and government. and then, mutual relations of six principles are built on the basis of the organic unification of three principles

    本文在梳理黨政領導幹部選拔任用原則形成的基礎上，論述了黨管幹部、群眾公認、依法辦事原則確立的依據、內涵和相互關系，且以三個原則的有機統一為基礎，構築了六個原則之間的關系。
  5. Taking the selection and appointment of arbitrators as the main focus, this dissertation has analyzed the importance of the supervisory and interacting mechanisms with respect to the fulfillment of responsibility by arbitrators

    因此，結合我國實際，研究仲裁員履行仲裁職權的監督制約機制特別是仲裁員的選聘機制，具有重要的現實意義。
  6. On the other hand, the writer emphasized that arbitration institutions should, in the light of the actual demands arising from the development of market economy, attach great importance to the optimization of arbitrators " profession structure, and to the selection and appointment of professionals as arbitrators who meet the needs of new situations. moreover, the writer has also discussed the establishment of chief arbitrators system, the training of arbitrators and other relevant issues. it is unavoidable that arbitrators are influenced, or even interfered, by various external factors during their fulfillment of responsibility

    關于考核的標準，筆者認為，目前仲裁機構之所以受理案件數量不多，仲裁法律制度的作用發揮得不充分，社會影響不大，除了市場主體的仲裁意識落後于仲裁製度外，一個重要原因就是仲裁的特色不夠突出，優勢不明顯，因此應當制定仲裁員個案目標量化考核標準，提出把仲裁案件的快速結案率、自願和解調解率和裁決自動履行率作為考核仲裁員的標準，以突出仲裁製度的特色。
  7. Putting zhejiang university personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in zhejiang university which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism : establishing clear post duties with different emphasis on discipline team performance and the faculties " individual performance ; implementing flexible tenure system ; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure

    本文以浙江大學人事管理體制為實例，運用所建模型，分析了浙江大學以崗位聘任制為核心的人力資源管理體制建立的原理和存在的缺陷，並提出構建更加科學合理的篩選機制的一些改進措施：制定清晰明確的、在學科團隊和教師個人業績之間具有不同側重點的崗位職責；實行「彈性任期」制；實行科學的嚴格合理的、團隊考核與個人考核相結合的、任期中考核與任期滿考核相結合的考核制度。
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