employee characteristics 中文意思是什麼
employee characteristics
解釋
雇員特性- employee : n. 雇員，僱工，受雇者。 office employees 職員。
- characteristics : 產品性能描述
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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」 。 -
To add " although " after " that, " ; to delete " and " after " all over the world, " ; to delete " has all along supported " after " the sar government " and substitute with " still needs to strengthen its support for " ; to add " in view of the difficult business situation of the industry, allocating more resources to promote monument sponsorship, green ecology and local customs, and setting a timetable for developing hong kong s cultural characteristics of the east meeting the west under one country, two systems, thereby improving the hardware and software of the industry s business environment on a broader level ; restructuring the hong kong tourism board and travel industry council of hong kong to enhance their representation and further include the participation of trade union representatives ; further promoting good labour relations in the industry, comprehensively perfecting the employment system and formulating reasonable employment conditions including basic salaries, employees compensation insurance, mandatory provident fund, medical benefits and holidays, etc, improving the employee - employer and staff - management communication mechanisms and promoting cooperation between the employees and employers in order to create a win - win situation for both sides, so that both sides can join hands in promoting the development of the industry ; through commending trustworthy shops and tourist guides and employees in the industry who are professional, sincere, friendly, hospitable and make tourists feel welcomed, establishing quality brand names and goodwill of local tour reception agencies to improve the image of the local tourism industry ; " after " which include : " ; to delete the original " and substitute with " ; to delete the original " and substitute with " ; to delete ", eliminating uneven distribution of interests " after " internal conflicts in the industry " ; and to add ", so as to foster a sustainable and healthy development in the local tourism industry " immediately before the full stop
王國興議員動議下列修正案：在"香港"之前加上"雖然"在"國際城? ， "之後加上"但"在"特區政府"之後刪除"一向亦" ，並以"仍必須加"代替在"大力"之後加上"度"在"包括"之後加上"一鑒于業界經營困難，增撥資源推動認養古跡綠色生態及人文風俗，並訂定時間表，以發展香港在一國兩制下中西交匯的文化特色，從而在更廣的層面改善業界經營環境的軟體和硬體二重組香港旅遊發展局和香港旅遊業議會，以增加其代表性，並進一步吸納工會代表的參與三進一步推動業界建立良好的勞資關系，全面完善聘用制度和制訂合理聘用條件包括底薪勞保強積金醫療及假期等，改善勞資及管職的溝通機制，促進勞資合作，達致勞資兩利，使雙方能共同手促進業界發展四透過表彰誠信經營的商號，以及專業誠信親善好客及使旅客賓至如歸的導游和從業員，樹立本地旅遊接待單位的優質品牌和信譽，以改善本地旅遊業界的形象"刪除原有的"一" ，並以"五"代替刪除原有的"二" ，並以"六"代替在"業內矛盾， "之後刪除"消除不平衡的利益分配， "及在緊接句號之前加上" ，促進本地旅遊業界持續及健康發展" 。 -
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。 -
Characteristics and enlightenment of performance management of enterprises employee in developed countries
發達國家企業員工績效管理特徵及啟示 -
There are three main characteristics of the employment contracts. the objects of the employment contracts are services. the legal status of both parties is equal, though the employee must accept supervision, direction and controlling. and the employment contracts arc mutual obligation and paid contracts, but the varieties of reward are not limited to money
雇傭合同的主要特徵有三個：雇傭合同以服勞務為標的；雇傭合同雙方當事人地位平等，但服勞務過程中雇員應接受僱主的監督、指揮和控制；雇傭合同是雙務有償合同，其報酬不以金錢為限。 -
According the characteristics of services, service quality can be improved from seven aspects : stressing the tangible demonstration of service products, appropriate employee delegation, emphasizing awareness of client demand, strengthening standardization of services, increasing the stability of service quality, underscoring staff training, and improving personnel quality
根據服務的特徵，改善服務質量，可從七個方面入手：重視服務產品的有形展示；適度的員工授權；重視?解顧客需求；加強服務的規范化；重視對服務人員的培訓；在整個組織內宣導質量觀念；將內部營銷納入到質量管理的范疇。 -
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。 -
Based on the characteristics of state owned electric power enterprise ( abbr. sepe ) and situation of employee management, this paper analyzes the reason for the problem existing in sepe that employee lacks enthusiasm for work, and then draws the conclusion : it is necessary to reform sepe " s employee incentive mechanism in order to improve employee " s worked enthusiasm and efficiency to adapt to market competition
本文從分析國有電力企業的特點和職工管理現狀入手，對國有電力企業目前存在的職工工作積極性不高的原因進行了分析，提出了必須改革國有電力企業職工激勵機制，才能全面調動職工工作積極性、提高工作效率、適應市場競爭的觀點。 -
Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital
為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。 -
A model of how job design affects employee reaction is the " job characteristics model "
關于職位設計會如何影響員工做出反應的模型是: "職位特徵模型" -
Mental motivation is to build a corporate culture based on company characteristics, to create a fair, cooperative teamwork atmosphere, to do a job redesign by means of job motivation, to adopt differentiated motivation methods considering employees " individual differences, to make training as a part of employee welfare system to improve the quality of both individual employees and the whole team of the company
內在激勵，要通過創造適合本企業特點的企業文化，營造一個公平、合作的團隊氛圍；採取工作激勵的辦法對工作進行再設計；充分考慮員工的個體差異，實行差別化激勵；建立培訓福利化體系，提高員工個體和組織團隊的素質。 -
( 4 ) the employee ' s motivational behavior had significant effects in the relationship of compensation program ' s strategic characteristics and company performance. they firstly affected employee ' s motivational behavior and then to company performance. ( 5 ) the strategic compensation design should notice the followed suggestions : a
在薪酬制度戰略特徵影響企業績效的關系中，員工激勵行為起到了很大的中介作用，即薪酬戰略影響員工薪酬公平感和組織承諾，再由員工薪酬公平感和組織承諾影響到企業績效。 -
Based on system analysis about chinese securities market and state owner enterprise system innovation, the paper tables a proposal : " employee owner stock in listed companies of state owner enterprise ". the measure is important for protection of employee ' s rights and interests, then discourse upon importance and meaning of employee owner stock. according to fact in china, we should innovate the employee owner stock system with chinese characteristics
本文在分析了中國證券市場和國企改革制度創新的基礎上，提出「國企上市公司職工持股」這一職工權益保護的重要措施，並從實踐經驗和歷史借鑒的角度論述職工持股制度的必要性和實際意義，結合實際，創新具有中國特色的職工持股制度，最後指出職工持股制度是國企上市公司在產權結構優化調整中的多贏性選擇。 -
The relationship between compensation strategy and performance in chinese companies huamiao shi college of management, zhejiang university abstract the study focused on the strategic characteristics of compensation programs and the compensation strategy on the basis of the previous research about compensation management. we discussed the relationship among the compensation program ' s strategic characteristics, employee ' s compensation perception, organizational commitment and performance in chinese companies
本研究在總結以往薪酬管理研究的基礎上，探討了企業薪酬戰略及薪酬制度的戰略特徵，對企業薪酬制度戰略特徵、員工報酬公平感、組織承諾和企業績效的關系進行了研究，並對企業發展階段、員工層次在企業薪酬戰略特徵和員工激勵行為上的特點進行了研究。
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