key employee 中文意思是什麼
key employee
解釋
重要員工-
The thesis opens with expounding the organizational model, the development trend of human resource, the changing environment in the knowledge economy age, with the key factor that influences the smooth progress and contributes to the success of the administrative reform on this basis, this thesis analyses in detail analyses the theories of the enterprise strategy, the strategic management of the human resource, and the problems that the enterprises have encountered the human resource management during the administrative reform, such as the employees " psychogenesis crisis, employee training, business enterprise culture and the programming for the employees " career in order to attract to stay on, which will do good to the enterprises and the employees, besides this thesis offers some corresponding suggestions to these problems
因此，在組織變革的過程中，人力資源管理的重要性就凸顯出來。本論文首先通過對組織所處的外部環境分析入手，指出了組織變革的必要性和重要性；並分析了新經濟下組織模式的發展變化趨勢，得出組織變革和人力資源管理之間的密切關系，並指出有效地人力資源管理是組織變革成功的根本保障。其次，分析了在經濟全球化、信息化、知識化的新時代下，組織變革與發展過程中必然給人力資源管理帶來新的挑戰，其中剖析了人力資源管理職能的變化，人力資源管理角色的轉變以及當前人力資源管理發展的新趨勢。 -
The third part studies the actual questions of our e - government, and thinks there are 5 aspects of problem in the area : the people ' s ideas is the key to the problem, which is the largest resistance to build the e - government ; the old administrative system ca n ' t adapt the e - government ; it ' s serious to the " digital gap " question ; the information professional is scarce in the government ; the related laws and rules, especially the open information systems are imperfect, in face of the five problems, i bring forward the six countermeasures : the government should strengthen to educate the government employee on the related knowledge ; strongly push on reinventing government ; the " e - government " should be strugglingly developed ; resolve the " digital gap " question ; establish and perfect the correlative laws and rules ; try hard to settle the question of net safety
在論文的第三部分，我著重對我國電子政府目前的問題進行了提煉、分析，認為存在著五大方面，分別是：關鍵是人的思想觀念跟不上，成為電子政府建設的最大阻力；原有的行政體制不適應電子政府的發展； 「數學鴻溝（ digitalgap ） 」問題嚴重；信息人才短缺；相關法律法規不完善、信息公開的制度保證不足。針對這五個方面，我提出了六點解決對策，分別是：大力加強對公務員的培訓和教育；強力推進政府再造：電子政務要大力發展；解決數字鴻溝問題，加大「兩軟一硬」投入；建立健全相關的法律、法規；努力解決好網路安全問題。 -
The organizational behavior management of enterprise can improve working efficiency by utilizing and developing the key resource of enterprise, latent ability of employee
企業的組織行為管理是通過利用與開發組織的關鍵資源? ?員工的潛能? ?來提高整個企業的組織績效。 -
When the fight is really on and the battle is undecided, you want your team to act co - operatively, quickly, rationally ; you do not want a disgruntled employee bitching about life, you do not want a worker who avoids work, you do not want your key engineer being tired all day because the baby cries all night
當你在無法作出決定的時候，你希望你的團隊能迅速的，理性的並且毫無保留的來配合你；你不希望有一個對生活充滿怨氣的員工；你不希望有一個推脫責任的員工；你當然也不希望你隊伍中關鍵的工程師每天因為晚上孩子鬧床而疲憊的工作。 -
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。 -
Through the discussion on the conception of core employee, it is found that core employee has four primary characters : possessing key techniques and abilities which constitute the core competitive capacity of enterprise ; taking on an important position ; having a strong loyalty to enterprise ; providing remarkable contribution for enterprise
通過對企業核心員工內涵的探討，可以發現核心員工具有四個基本特徵：擁有構成企業核心競爭力的關鍵技能；在重要崗位上擔任職位；企業忠誠感強；能為企業作出突出的貢獻。 -
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。 -
The key subsystems that influence the cultivation and promotion of core competence are in systems of technology and r & d, human resource, organization and culture. based on the strategic priority of core competence, the paper builds a synthesis analysis framework which focous on the pmi of human resource, culture, organization system, technology and r & d. the analysis framework of pmi is described as below : firstly, the main task of core competence based human resource integration is to keep the key employee stabilization
從上述四個視角來看，企業核心能力內化于企業的整個組織體系中，主要體現為關鍵的技術和技能、企業內部的獨特的知識集合、組織和管理機制、獨特的企業文化等幾個方面，其載體是個人和組織兩個層次，因而影響核心能力的培育和提升的企業子系統關鍵在於技術和研發子系統、人力資源子系統、組織子系統和企業文化子系統之中，因此，本文基於核心能力的戰略優先級，選取以人力資源整合、文化整合、組織機制整合、技術和研發整合四個子系統建立一個比較完整的綜合性的分析框架，這也是通過並購來培育和提升企業核心能力重點關注的領域。 -
Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion
本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。 -
At last, we use many different ways to improve the key factor base on the analysis result. we should improve the counter service quality at three aspects : add the investment on the electronic bank to lighten the pressure of counter service ; add service facility to improve the tangible and reliable of bank counter service ; through training to improve the employee service level. the three ways can help bank to improve the counter service quality as soon as possible
最後，根據以上的評價結果以及主成分分析結果，找到決定臨櫃服務質量的關鍵因素，針對關鍵因素制定不同的管理對策，從以下三方面提出了服務質量的改進方法:一是通過加強電子銀行的應用，減輕臨櫃服務壓力，加快業務處理速度;二是通過改進和增加銀行的有形設施，提高服務的有形性和可靠性;三是通過提高業務人員的服務表現力和提供附加服務的能力，改善業務人員的服務水平。 -
Then contra posing the fact of chinese economic, the author tries to find the key in designing a new accounting mechanism about stock option ' s accounting measurement and recognition in china, referencing the accounting basis theory - the basic accounting concepts about cost and account entity assumption. finally give two examples to ensure the theory mentioned. the author states the key to designing the mechanism about stock option ' s measurement and recognition is to solve four core problems, including if the stock options must be recognized as compensation cost ; if any, how to measure their value ; and if the elements of stock option changed, it is necessary to adjust the changes, or re - recognition, etc. finally, the author summarizes recognize the stock option compensation cost according to the exercising ways of stock option by the employee
本文認為，在設計股票期權會計處理方法時，應當首先明確並解決以下四個核心問題，即（ 1 ）是否應當將股票期權確認為一項薪酬費用； （ 2 ）如果應當確認為一項薪酬費用，在行權前股票期權價值發生變化，是否應當對股票期權的賬面價值和薪酬費用進行調整； （ 3 ）如何衡量股票期權本身的價值和薪酬費用，如何確定薪酬費用的分攤年限，及在各年度如何合理分攤； （ 4 ）如何核算每股收益以反映股票期權實施對每股收益的稀釋作用，如何對股票期權計劃下的所得稅進行會計處理等。 -
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。 -
If you ' re a key employee of a business that ' s relocating its operations to new zealand, you can apply for a work permit and later a resident permit under our employee of a relocating company category
如果你是一家遷移到紐西蘭的公司的關鍵雇員，你可以在遷移公司雇員類別下申請工作許可，之後申請居留權。 -
The purpose of taking out the insurance is to compensate the employer for the loss of trading income that may result from the loss of the service of the key employee in case of death, sickness or injury
購買這項保險的目的，是在要員因死亡、疾病或受傷而不能工作時，對僱主的營業收入可能引致的損失作出補償。 -
There is no legal definition. in general, it has the following features. an employer takes out an insurance policy insuring against loss of profits arising from the death, sickness or injury of a key employee
要員保險在法律上未有定義，但一般會有以下特點：由僱主購買一份保單，為該雇員因死亡疾病或受傷而引致的營商利潤損失投保。 -
The content of operation plan : the market relevent issues, expected turnover, fiancial and cost plan, company establishment plan, objective cost, growth prediction, humanresources development plan, r & d plan of new products, quality objective, key internal quality characteristic ability target, customer and employee ' s satisfaction plan, healthy and safe environment issues
經營計劃的內容包括：與市場有關的問題，預期銷售額、財務與成本計劃、公司設施計劃、目標成本、增長預測、人力資源開發計劃、新產品開發計劃、質量目標、關鍵內部質量特性能力指標、顧客和員工滿意計劃、健康安全環境問題等。 -
As main driving forces, the employee ' s inter - population effect becomes the key factor that affects the firm growth
摘要在日趨激烈的競爭沖擊下，企業成長受到許多不可預期因素的制約。 -
Companys goal is to tag the potential of all employees, for they are the ultimate source power of the company. the key to companys long - term success is to focusing on employee diversity
公司的目標是發掘每一位員工的潛力，因為人是公司實力的源泉，重視員工的多樣性是公司業務長期取得成功的關鍵。 -
By adoping the use of colours, companies can specify the exact level of responsibility to allocated the key tasks that form an employee ' s job description
通過使用顏色，公司可以明確精確的職責水平，從而來分配員工的主要認為，並形成員工工作的描述。 -
Content of business plan includes : problem of related market, predictive sales cost, financial and cost plan, equipment plan, object cost, increase forecast, human resource development plan, new product development plan, quality object, key internal quality characteristic ability target, customer and employee satisfaction plan, health and safety and environment problem and so on
經營計劃的內容包括：與市場有關的問題，預期銷售額、財務與成本計劃、公司設施計劃、目標成本、增長預測、人力資源開發計劃、新產品開發計劃、質量目標、關鍵內部質量特性能力指標、顧客和員工滿意計劃、健康安全環境問題等。
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