human development group 中文意思是什麼

human development group 解釋
人類發展小組
  • human : adj 1 人的，人類的 （opp divine animal）。2 凡人皆有的，顯示人類特點的。3 有人性的，通人情的。n ...
  • development : n. 1. 發展，發達；進化。2. 展開；擴充；開發。3. 發達物，新事物，發展階段。4. 【生物學】發育（史）；【軍，數】展開；【攝影】顯影，顯像；【音樂】展開（部）；研製，研製成果。
  • group : n 1 群；批，簇。2 集團，團體，小組。3 【化學】基，團，組；（周期表的）屬，族。4 （雕塑等的）群像...
  1. It thoroughly analyses the drastic competitive market faced by yongsheng group, which consequentially promote the enterprise inside continuously to improve its labor productivity, product quality, and improve the outer circumstances of services, anisomerous structures on the employee ’ s quantity and quality, and the inner circumstances which limited and affected the whole stuff diathesis ’ s improvement and enhancement. it sums up the existing problems on yongsheng group ’ s human resources development and management and puts forward the mode of yongsheng group ’ s 1e3p1c human resources management system. the mode of 1e3p1c human resources management system is composed of engage system, position analyse system, performance examine system, pay administration system, culture system

    永生集團同其他民營企業一樣也曾走過一段輝煌的時光，但隨著外部競爭環境的不斷變化，至1998年年底，已累計虧損200萬元，但近幾年來，集團高層管理者及時調整了管理思路和領導班子，至2005年低，集團公司利潤超過了公司重組集團效益最優時5個百分點，在長期的調查研究過程中，不難發現，永生企業在外部競爭環境日常激烈的情況下扭虧為盈並取得迅猛的發展的強大動力源很大程度上取決于其是在人力資源管理方面的及時調整，並在長期的模索中形成一套適合自身企業發展的科學合理的1e3p1c人力資源管理系統。
  2. The implantation of a property and prosper, must depend on a well - known brand and production, big enterprise, group leader business enterprise or business enterprise group to develop, the author bring up of clear and definite a target ( building the medicine flattop, making wudang a medicine harbor ), push forward two development way of million - project ( plant a million mu chinese herbal medicine, arouse 100 ten thousand farmers amass a fortune with the middle - class family ), integrating three greatest resources ( chinese herbal medicine, capital and human resource ), classification raising the hormone medicine, inside the patent medicine and bio - medicine, vet ' s medicine with medical treatment apparatus and drugs packing a four group leader business enterpriseses, and it is fit for the practice ; the author bring forward that the framework of chinese herbal medicine by company add households, going by business enterprise mechanism to circulate, and accord with the busi ness enterprise and the farmer benefits, it carry on actually

    一個產業的培植與繁榮，必須依靠龍頭企業或企業集團的帶動，靠一批骨幹企業一批知名品牌、產品作支撐，才能促進該產業可持續發展。作者提出的明確一個目標（打造醫藥航母，建設武當藥港） ，推進兩個百萬工程（種植100萬畝中藥材，帶動100萬農民致富與小康） ，整合三大資源（中藥材、資本與人力資源） ，分類培植激素類藥物、中成藥與生物醫藥類、獸醫藥類和醫療器械與藥品包裝類四個龍頭企業的發展思路，切合該地區實際；作者提出的公司加基地加農戶加依託單位的中藥材種植模式，按企業機制運行，符合企業和農民利益，切實可行。
  3. Chapter three introduces the influences of group psychology in the development & management of human resource & how to utilize group psychology more efficiently

    第三章闡述了群體心理在人力資源開發和管理中產生的影響，並分析如何有效地運用群體心理。
  4. The al rahma foundation for human development founded the first ever orphanage for girls in sanaa, with an initial group of 20 girls in 2000. since then, it has tripled in size, and has also taken in over 47 of their brothers, also orphans

    Al rahma人類發展基金會在sanaa成立了第一個女孤兒院，並於2000年接收了首批20個女孩，至今不但已發展到了原先的三倍，並且還收容了這些女孤兒的47位同為孤兒的兄弟姐妹。
  5. Beijing person talent consulting service corporation ltd. was founded in 1995. as a shareholding subsidiary of beijing foreign enterprise service group co., ltd. fesco, person focuses on mid and senior level talent search headhunting ; professional career development counseling ; human resources management consulting ; and enterprise temporary employment service

    北京波森人才顧問有限責任公司成立於1995年，是北京外企服務集團有限責任公司fesco的控股子公司，主要從事中高級人才訪尋獵頭職業生涯發展與職業咨詢人力資源管理咨詢企業臨時性用工服務等業務。
  6. Professor zue has worked on speech interfaces research for over 25 years. his main research interest is in the development of spoken language interfaces to make human - computer interaction easier and more natural. recently, his group pioneered the development of many systems that enable a user to interact with computers using multiple spoken languages ( english, japanese, putonghua and spanish )

    被《商業周刊》 （ businessweek ）譽為全球五位語音介面技術先驅之一的舒維都，投入研究語音科技超過二十五年，其主導的對話介面（ conversationalinterface ）項目，是一種高科技語音人機介面。
  7. Chapter one mainly introduces the general information of the development of " chinese telecom " and other telecom operators as well as the trends of communications technology. moreover, it presents the macro environment of chinese telecom market and states the serious competition that the organizations face. it concludes that the significance of enhancing human resources management for chinese telecom group and its subordinate companies

    第一部分主要介紹「中國電信」和其他電信運營商發展概況，以及通信技術發展趨勢，勾勒出中國電信市場的大環境，指出競爭的殘酷性，從宏觀上揭示中國電信集團及屬下企業加強人力資源開發和管理的重要性和緊迫性。
  8. This thesis regard internal property reorganization in the group of pangang as the research object, from chengdu seamless steel pipe limited liability company with chengdu iron and steel works inside exterior environment reorganizing in front and back commences, making use of to exceed the makel - bot with of five factors competition models and the method of factors analysis, after analyzing the reorganization of the business enterprise a profession for facing competes the situation. develop the development the business enterprise with the profession industry from the international local profession rival circumstance after analyzing the reorganization should the market position of the establishment with develop the strategy target. make use of the swot the analysis the method, to after the reorganization the development strategy of the business enterprise, from manage the angle proceeded the fixed position analyzes, for after the reorganization business enterprise development provided four kinds of developments strategy that eligibility choose : the brave development strategy, request the resources advantage, funds advantage, human resource advantage, technique advantage that new company make the most of new business enterprise in empress in reorganization, is an essential condition to increases to manage the level, quickly technique reforms, develop the high and additional worth product with new product production line, as soon as quikly change to strong and large business enterprise, realizes soon steel aircraft carrier dream ; dispersion strategy, the technology market quota with deal with produce high additional worth product, completely promote business enterprise brand image, extend high carry product of the exaltation product, is a necessary means to increases business enterprise performance, realizes business enterprise target ; defense strategy, adjusting the business enterprise organizes construction, reducing the intensive type in labor and the low additional worth product line, lower bad the property saves the deal, alleviating the business enterprise burden, attaining the casual wear go to battle, benefitting to the challenge that make frontal attack the rival ; withdraw strategy, compress the production of the high depletion and high cost product, simplify the production craft, controlling the cost of the end product in the lower level, is a valid path to increases business enterprise competition ability

    本論文以攀鋼集團內部的資產重組為研究對象，從成都無縫鋼管有限責任公司與成都鋼鐵廠重組前後的內外部環境入手，運用邁克爾?波特的五力競爭模型及因素分析法，分析了重組后的企業所面臨的行業競爭態勢。從國際國內行業競爭對手情況和本行業發展動態分析了重組后企業應確立的市場地位和發展戰略目標。運用swot分析法，對重組后企業的發展戰略，從管理角度進行了定位分析，為重組后企業發展提供了可選擇的四種發展戰略：即大膽發展戰略，要求新公司充分運用重組后新企業的資源優勢，資金優勢，人力資源優勢，技術優勢，是提高管理水平，加快技術改造，開發高附加值產品和新產品生產線，盡快立於強勢企業之林，早日實現「鋼鐵航母」夢的必要條件；分散性戰略，提高產品的科技含量和生產高附加值的產品，全面提升企業品牌形象，擴大高端產品的市場份額，是提高企業效益，實現企業目標的必要手段；防禦性戰略，調整企業組織結構，削減勞動密集型和低附加值產品生產線，降低不良資產存量，減輕企業包袱，做到輕裝上陣，有利於迎擊競爭對手的挑戰；退出性戰略，壓縮高消耗、高成本產品的生產，降低低端產品的比例，精簡生產工藝，將最終產品的成本控制在較低水平，是提高企業競爭力的有效途徑。
  9. This paper contrasts and analyzes the characteristics of the chinese and foreign commercial bank culture, induces the opportunity and challenge that face our commercial bank culture, and put forward that only by establishing the commercial bank culture adapting to the ages " characteristics, achieving the management mode of common development of human resources management and mechanism management and giving priority to human resources management, can we strengthen the team work and the group consciousness and adapt to the financial globalization as soon as possible

    本文通過對中外商業銀行文化特點的對比分析，歸納了我國商業銀行文化所面臨的機遇和挑戰，並提出：只有建立起適應時代特點的商業銀行文化，真正實現「人」和「物」兩方面管理並進，構建以對「人」的管理為主的商業銀行文化管理模式，才能強化商業銀行的團隊精神和群體意識，以更快的速度適應經濟全球化。
  10. Based on farsighted market - oriented strategies, modern management, strong funding and rational human resource, donglun group is working hard to provide best products and services for the customers. under the leadership of mr. liangping cai, president and general manager, the whole staff of donglun group is determined to realize new achievements and sustainable development respond with a spirit of exploring and pragmatism. company concept

    東綸集團有著高瞻遠矚的經營理念和現代科學的管理模式，有著雄厚的經濟實力和科學合理的人力資源，為了迎接更加激烈的國內外市場競爭，為了提供一流的產品和服務，為了實現企業的不斷發展，董事長兼總經理蔡良平先生攜其管理核心，領導全體同仁務本求實，開拓進取，決心再創新的輝煌。
  11. Urban group adopts " knowledge mastery strategy " to cope with business development and growth. different training programs such as on - the - job training, workshops, experience sharing sessions, strategic forums, mass scale training, seminars, symposiums, distance learning human asset value creation learning card and e - learning have been adopted to stimulate the learning interest of our employees

    富城的人才知識管理策略採用創新多元化的培訓模式，其中包括在職培訓工作坊經驗分享策略性研討會大型培訓計劃講座專題討論會遙距學習咭網上學習等，以迎合不同員工之培訓需要。
  12. Donglun believes human resource capital increment is prior to financial capital increment, thus focuses on promoting sustainable development space for its staff. the group offers appropriate opportunities for individuals based on their respective needs and talents in an environment for fair competition

    公司強調人力資本不斷增值目標優先於財務資本增值目標，致力於為人才提供可持續發展的機會和空間，為每個專業人才提供適合的發展機會，努力創造公平競爭的環境。
  13. The research of human resource value measure models of this paper has very important theoretical meaning and realistic significance. under the guidance of marxian labor valve theory and occident human capital theory and element distribution theory, this paper aims at the high science & technology software development enterprise and designs model systems of human resource group value and individual value measuring, which not only adhere the traditional accounting principle, but also combine qualitative analysis with quantitative analysis. in detail, it is organized as follows : ( 1 ) according to some defects of the available value measuring models, this thesis brings forward 4 innovative trains of thought : adopts the method that combine qualitative analysis with quantitative analysis, and establishes the new measuring basis that contain human resource the present period input cost and realized value, and defines the high - grade human resource as the target evaluation group of individual value measuring, as the basis for revealing the real contribution of human resource group firstly and achieving individual value by distributing group value to the target evaluation group in according with the specific rules secondly ; ( 2 ) analyzes the constitution of human resource value, and comes up with new way of thinking on group value measuring : adopts the historical cost means to calculate human resource group the present period input cost, and rectifies the present period realization value theory of li - shicong professor from accounting angle, and obtains more scientifically the group present period new contribution value, as the basis for structuring the new measuring

    首先揭示組織中人力資源群體對企業的真實貢獻，然後再將群體價值以一定的規則分配給目標評估群，從而確認個人價值; （ 2 ）分析人力資源的價值構成，提出新的群體價值計量思路:採用歷史成本法計量群體當期投入成本，並對李世聰教授提出的當期實現價值理論從會計學角度進行了修正，更為科學地確定了群體當期新增貢獻價值，從而構建了全新的人力資源群體價值計量模型; （ 3 ）分析個人價值的影響因素及其關系，提出新的個人價值計量思路:運用層次分析法獲得目標評估群在群體當期新增價值中的權重，確定高級人力資源當期所創造的貢獻份額;基於崗位相對權重和個人崗位績效評估值這兩個關鍵指標，將層次分析法和關聯矩陣法結合起來，計算個人貢獻價值系數，確定某個體在目標評估群中的權重，從而構建了全新的人力資源個人價值計量模型; （ 4 ）選取了一家人力資本含量較高的it公司，將所構建的理論模型在該公司進行了實證檢驗，驗證了模型體系在實務中的科學性與可操作性，從而在一定程度上豐富了人力資源價值計量理論，推動了人力資源會計與現行會計核算體系的接軌。
  14. " urban group has been the first mover in the industry to launch the " human capital management " concept since 2002. through introducing and investing in human capital, we have been able to match the development path of our staff with the returns and value of the company. we also encourage staff to undergo personal development and continuous improvement so as to become an important asset of the company and to achieve a win - win situation between staff and the company.

    指出：富城集團自2002年起已在業界率先引入人力資本管理的概念，透過人力資本的引入投資和運用，令員工的個人事業公司回報及企業增值能互相配合;我們更鼓勵員工不斷自我增值，成為公司最重要的資本，達致員工與企業雙贏的局面。
  15. The company of shqc will be insisting the dealing goal of “ base on human sources, leading by technology, constructing of modern management, contracts good performance, promise keeping ”, together with all of our new and old customers, work hard for devoting the “ shqc ” brand electric wire and cable products to be the international well known and famous product, making shanghai hongqi cable ( group ) co ltd to be the well known enterprise in the international market, for more distribution of our national electricity construction and development

    集團公司堅持「以人為本，科技為先導，現代化管理為基礎，守合同、重信用」的宗旨，攜手新老客戶，努力把「紅旗」電纜塑造成為國際高品質電纜的代名詞，將紅旗集團打造成國際知名企業，為振興民族電力事業做更大的貢獻。
  16. The working group has examined the situation in hong kong and elsewhere, and recommended a comprehensive package of measures to support the digital entertainment industry in the areas of infrastructure, human capital, protection of intellectual property rights, research and development, and marketing and promotion

    工作小組研究了本港及海外國家的情況，建議了一系列全面的措施，從基礎設施、人力資本、知識產權及研究和發展、至市場推廣及宣傳這些范疇，以支援數碼娛樂行業。
  17. Newspaper group is the property of newspaper, sustainable development of the newspering only studys the industrialized newspaper, sustainable development is proposed in the industrialized society, the fomer meaning of it is the harmony between the nature and the human being

    沒有產業化的報紙無所謂可持續發展，不在文章討論之列。可持續發展提出於工業社會，本義為人與自然的協調，資源永續利用是其核心課題，信息資源可持續發展應是其題中應有之義。
  18. Therefore, strengthens and does well the human resources the development and the supervisory work, the pingzhuang coal industry group company is a state - owned large - scale coal enterprise, although has done the massive work in the human resources management aspect, but still had many flaws, for example : the talented person imbalance, the brain drain is serious, the distribution system is backward, staff quality low and so on

    因此，加強和搞好人力資源的開發與管理工作，平莊煤業集團公司是一個國有大型煤炭企業，在人力資源管理方面雖做了大量工作，但仍然有許多缺陷，如：人才比例失調，人才流失嚴重，分配製度落後，員工素質低下等。
  19. This thesis is to research and discuss it ? ? several important problem about the enterprise ' s management and development of chongqing iron & steel group electron co. ltd ( cgec ), adopt the changes of customer, competition and market chang, heighten the enterprise ' s market competition ability, based on the ideas ? ? centers on customers, thoroughly consider the management condition at present, and management environment, and the development trend in the future, apply the international advanced management ideas, and reformed traditional industry with information technology and modern management technology. then put forword a full strain of enterprise development strategy management, organization structure and behavior, building core - competence, constructing enterprise informatization, and advancing human resource management etc. with this development idea for management, it can reduce the cost of production efficiently in a short time, strengthen the quality management, improve the level of the enterprise ' s management, heighten the ability of the market response and competition, at the same time it supply some advices for other medium or small electron and information enterprises

    本論文正是對重鋼電子公司經營管理的幾個重要問題進行研究和分析，適應以「顧客、競爭、變化」為特徵的外部環境，本著「以客戶為中心」的思想，以全面提升企業市場應變能力和整體競爭能力為目的，在充分考慮企業管理現狀和經營環境以及企業的未來發展趨勢的基礎上，吸收國際領先的企業經營管理理念，用信息技術和現代管理技術改造傳統產業，為企業在發展戰略研究，組織結構的改革及業務流程重組（ bpr ） ，構建企業自主知識產權產品，打造核心競爭力，企業信息化建設，提升人力資源管理水平等方面提出全面的發展思路，以使企業在短期內有效降低產品成本、加強質量管理、提高企業管理水平，增強市場競爭能力，同時為其他中小電子信息企業提供一些有益的借鑒。
  20. Affiliated facilitators practice in diverse roles which include managers, project leaders, instructors, mediators, attorneys, professors, care providers, therapists, community organizers, directors, executives, human resource professionals, independent consultants, peace workers, psychologists, process engineers and many other roles that require human development and group decision making

    參與協會的會員在社會中扮演多元的角色，包括經理人、專案領導者、講師、協調員、律師、護理人員、治療師、社群組織人、董事、資深執行長、人力資源專業人員、顧問、和平倡導者、心理學家、流程工程師以及其他各種需要人力發展與團隊決策的角色。
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