manpower system 中文意思是什麼
manpower system
解釋
人力系統-
This article is composed by four parts. the foreword introduces simply the process of from establishment to development and contabescence of shanxi bank and the operating and running status. then bring forward the theme of this article that the organizational and managing system was the determinant factors of the prosperity and decline of shanxi bank and its experiences and lessons lend a helping hand to the enterprises of our time. the first part mainly tells of the organizational system and managing mode which drove the development and prosperity of shanxi bank, i t was consisted of the organizing system of the ownership departing from the power of management, and the capital frame of composing by the yin - share and manpower - share, and the human resources management system including high - level various and with elasticity distributing system and strict managing system, and the rigorous mamaging system and flexible running frame, and the enterprise culture of combining tigtly with the ru culture
組織制度方面，主要通過對票號所有權與經營權相分離的組織制度的研究，總結其對票號發展所起到的重要作用；資本構成方面，主要對票號銀股、身股並重的資本構成，特別是票號實行的頂身股制度進行研究，總結其對員工所形成的有效激勵作用；用人體制方面，主要從激勵和約束兩個方面分別進行研究，一方面是票號分配體制的高水平、多樣化、富於彈性，對票號員工形成了有效的激勵作用，另一方面是嚴格的人員選拔、培養、任用以及監督、獎罰等管理制度，對票號員工形成了有效的約束作用；管理制度和經營體制方面，主要通過對票號各類號規進行分類研究，分別從管理制度和經營體制兩類內容來著手，總結票號管理制度的健全和經營體制的靈活對票號業務發展所起到的重要作用；企業文化理念方面，分別從員工教育和儒商融會兩方面進行研究，總結票號對員工道德教育的重視給票號帶來的良好企業風尚以及儒商融會理念使票號在經營方面更加成熟穩健、注重企業長遠利益。 -
The second part, have carried on the analysis of real example to the international competitiveness of the steel branch of industry of our country : of our country steel and iron industry basic competitiveness analyse mainly from " key element supply with " whether strength launch, including three respects of manpower, financial resources, material resources, are shown as high - level talent ' s shortage on the quantity of the manpower resources, it is unreasonable that the structure is shown as, personnel ' s whole quality is not high ; the resource respect of financial resources, shown as the capital market hypoplasia, industry ' s financing channel is relatively narrow, studies and uses incompletely about the modem investment and financing management method, the system defect of financing and deterioration of the environment for financing cause profit ability to be low
第二部分，對我國鋼鐵行業的國際競爭力進行了實證分析：我國鋼鐵工業基礎競爭力分析主要從「要素供給」實力方面展開，包括人力、財力、物力資源三個方面，在人力資源的數量上表現為高層次人才短缺，結構上表現為不合理，人員整體素質不高；財力資源方面，表現為資本市場發育不全，產業融資渠道較窄，對現代投融資管理辦法研究和使用不夠，融資體制缺陷和融資環境惡化導致盈利能力低下。物力資源主要表現為礦產資源相對不足，水資源短缺，對交通運輸構成壓力等。 -
Joint committee on social welfare manpower planning system
家事調解試驗計劃導向委員會 -
The system puts the firm at a disadvantage because of its overmuch manpower
由於過剩的人力，這一體制使公司處境不利。 -
The boiler pulverizing system adopt mainly steel ball milling coal machine and mill storage pulverizing system, because the system has characteristics, such as, strong coupling, great time lag and slow time change. the quantity of storage coal in the ball milling coal machine ca n ' t measure exactly. manpower operation or use conventional regulate intrument ca n ' t get often perfect control effect
鍋爐制粉系統大多採用鋼球磨煤機、中儲式制粉系統，由於該系統具有強耦合、大時滯、慢時變等特點，而且球磨機磨內存煤量難以準確測量，人工操作或用傳統的調節儀表往往難以達到理想的控制效果，普遍存在耗能高、自動控制困難等問題。 -
It is just pushed by manpower capital with the mass enterprisers as the main tody, and forms the waves of system innovation taking shape in the southeast seashore of our country after reform and opening - up, which speeds up our industrialization
正是在以大批企業家為主體的人力資本的推動下，形成了改革開放后我國東部沿海制度創新的浪潮，加快了我國工業化的進程。 -
The special hiring program in taiwan is an alternative hiring system agreed upon by the governments of taiwan and the philippines to enable employers in taiwan to hire filipino workers without the assistance or participation of manpower agencies
答一：外勞直接聘僱系中菲雙方政府認可的另一種引進外勞之管道，僱主可不經由仲介公司引進菲律賓籍勞工。 -
A : the special hiring program in taiwan is an alternative hiring system agreed upon by the governments of taiwan and the philippines to enable employers in taiwan to hire filipino workers without the assistance or participation of manpower agencies
答一：外勞直接聘僱系中菲雙方政府認可的另一種引進外勞之管道，僱主可不經由仲介公司引進菲律賓籍勞工。 -
Edward p. lazear has explicitly stated that there have existed two aspects of problems in the human resources management domain : one is insufficient understanding of the importance of human resources management in practice and the other is the existence of serious flaw in the available manpower resource management theory that it ( the theory ) could still not establish its system based on integral structure with organic relationship one another so that there is still lack of theoretical strut and full proofs for studies in many domains
愛德華?拉齊爾（ edwardp . lazear ）明確地表明了在人力資源管理領域存在兩方面的問題:一方面，在實踐中對人力資源管理重要性的認識不足;另一方面，現有人力資源管理理論存在著嚴重的缺陷，認為它尚不能把各種hrm （人力資源管理）制度建立在一個彼此具有有機聯系的整體性結構基礎之上，許多領域尚缺乏理論支撐和充分論證。 -
One hand, it requires us to fasten the community education development, the other hand. it also reminds us that community education is not a seperate system ; its development needs social resources in communities which contain tangible resources such as material resources, financial resources and manpower resources and intangible resources such as managing organization resources and cultural resources. however, development of community education in our country is just on the beginning period. development and utility of social resources still have a contradiction. it is that supply of social resources is less than requisition while some social resources are spare and waste
這一方面要求我們加快社區教育建設的步伐，另一方面也提醒我們：社區教育不是一個孤立的系統，它的發展需要藉助于社區內部物力的、財力的、人力的等等有形資源以及管理的、組織的、文化的等等無形資源的力量；我國社區教育的發展還處于初級階段，在社會資源的開發利用上還存在資源供不應求和資源閑置浪費的矛盾，急需建立新的資源開發利用戰略，以為社區教育服務。 -
Investigated the current situation of manpower resource in some stateowned enterprise, analyzed the construction of mans of ability in datong locomotive factory, we find that there are many misunderstanding during the process of exploitation of manpower resource and many shortcoming in the means of management, such as dated concept about the management of manpower resource, the disadvantage of system which had been formed during the period of planned economy. these defect made it impossible to engage the status quo of manpower resource of stateowned enterprise with market. reaching the requirement of circumstances of market competition is also difficult
而大多數國有企業也正在面臨著人才匱乏的被動局面，通過對當前國有企業人力資源狀況的調查了解，對大同機車廠人才隊伍狀況的分析，來剖析當前國有企業在人力資源開發與管理中所存在的種種認識上的誤區及管理手段和方法上的弊端，其中既有人力資源管理理念的陳舊，又有長期以來計劃經濟所形成的體制上的弊端，使得國有企業人力資源的現狀無法與市場化對接，很難適應市場競爭大環境的要求，也成為擺在國有企業管理者面前一道很難逾越的屏障。 -
To add " because of the continuous ageing of the population " after " increasing demand for health care services in hong kong in recent years " ; to add " and it is even more difficult for the social welfare sector to recruit nursing staff due to the implementation of the lump sum grant subvention system, thus seriously affecting the quality of elderly and rehabilitation services ; " after " the number of nurses would still fall short of the demand in the coming years ; " ; to add " and in the social welfare sector " after " this council is worried that the quality of nursing services in public hospitals " ; to add " nursing " after " devising a comprehensive and long - term plan for " ; to delete " nursing services ; " after " human resources for general and psychiatric " and substitute with " services as well as for the social welfare sector, including a comprehensive survey on the manpower demand for nurses ; immediately conducting a comprehensive review of the lsg subvention system implemented in the social welfare sector, and ensuring that sufficient nursing staff can be recruited in the market by organizations providing elderly and rehabilitation services with a view to enhancing service quality ; " ; to delete the original " and substitute with " ; to add " for public hospitals as well as for elderly and rehabilitation services " after " manpower ratio between nurses and clients of nursing care " ; to delete the original " and substitute with " ; to delete the original " and substitute with " ; to add " and in the social welfare sector " after " promotion prospects of nurses in public hospitals " ; to delete the original " and substitute with " ; and to add ", in particular the common practice of assigning health workers to undertake certain nursing duties in the social welfare sector, " after " facing up to the problem of de - nursing "
在"近年本港醫療生服務需求不斷上升"之前加上"由於人口持續老化， "在"護士數目于未來數年仍求過于供"之後加上"由於社會福利界實行整筆撥款津助制度，聘請護士人手更加困難，嚴重影響安老及復康服務的質素"在"本會擔心公營醫院"之後加上"及社會福利界"在"就本港普通科"之後刪除"及" ，並以"代替在"精神科"之後加上"及社會福利界"在"全面及長遠的規劃"之後刪除" ，並以" ，包括就護士人手需求進行全面調查二立即全面檢討在社會福利界實行的整筆撥款津助制度，並確保安老及復康服務機構能夠在市場聘請足夠護理人手，以提升服務質素"代替刪除原有的"二" ，並以"三就公營醫院和安老及復康服務"代替刪除原有的"三" ，並以"四"代替刪除原有的"四" ，並以"五"代替在"改善公營醫院"之後加上"及社會福利界的"刪除原有的"五" ，並以"六"代替及在"正視去護士化問題， "之後加上"特別是社會福利界由保健員擔當部分護士職務的普遍做法， " 。 -
Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。 -
We should reform our scientific and technological system, adjust the government role, enhance the constriction on states security, manpower resources and the intellectual property right, and so on
同時，要從科研體制改革與創新，調整政府的作用，科學研究和產業發展，實施積極的人才戰略，重視和加強國家安全和知識產權的建設等方面積極探討應對新趨勢挑戰的戰略與對策。 -
With china ' s accession to the world wide organization, what strategies should our textile corporations take and how to develop them ? combining to their self - characters, a historical and realistic research has been taken into the personnel system of textile corporations. this research is backed up by such main theories as humanism hypothesis theory, manpower capital theory, as well as human resource management theory, and the methods consist of document retrieving, social investigation, induction and deduction, and comparative study
本文以中國加入wto后，我國紡織行業如何積極應對發展壯大為研究背景，以人性假設、人力資本、企業人力資源管理等理論研究為依託，採用了文獻檢索、社會調查、歸納演繹、比較研究等方法，結合紡織企業自身特點，對紡織企業人力資源管理的完善與創新進行了歷史和現實、橫向和縱向發展式的研究。 -
As the overland test base of ship motion control system, semi - physical simulation system for ship motion can quicken the exploitation of product, reduce cost and save manpower and material resources
船舶運動半物理模擬系統作為船舶運動控制系統的陸上試驗基地能夠加快產品開發速度、降低成本和節省人力物力，它的建成具有重要的科研和實用價值。 -
Vecon - con system is triggered by 4 infra - red sensors along the selected lanes with 2 in pairs. false trigger by wind shield and container - type trucks are dalian yaowan phase ii screened out and the system captures and recognizes container numbers, country codes, iso codes automatically in less than 0. 012 seconds from trigger till image capture. the captured images are transmitted to the tos for processing which enhances efficiency and ensures security while maintaining manpower at the minimal
Vecon - con透過四個紅外線對射敏應觸發器進行觸發，兩個一組並列于車道上，具備防止集裝箱型卡車大型集裝箱車拖頭等誤觸發，系統接收到觸發信號后，自動抓拍集裝箱號碼國家代碼箱形代碼，抓拍的圖像會被傳送到碼頭控制系統中心進行后臺處理，該系統由觸發到抓拍只需不多於0 . 012秒，整個系統大大提高了口岸工作效率，並減低了人力物力的耗用，為港口碼頭的管理提供了更加高效可靠的處理手段。 -
Electrical parameter includes voltage, current, power, frequency, power factor, and so on. the adjustment system of electrical network needs many panel instruments that can show the electrical parameter, such as voltage, current, power, cycle etc. tjsually these instrument is not accurate, wastes manpower resource, and the management of the data is inconvenient and easy to mistake. recently the development of micro - electronics technology and the advent of slsi. especially the advent of singlechip, lead to a new revolution in the field of instrument
電工參數一般包括電壓、電流、功率、頻率、功率因數等。在電網調度自動化的設備中需要配置多隻測量顯示上述電工參數的鑲嵌式面板表，如電壓表、電流表、功率表等等，其一般均為指針式面板表，精度低，可視距離近，數據需要人工抄錄，浪費人力資源，數據管理不便，容易出錯。 -
Access to police facilities by pedestrians and vehicular traffic will be by means of smart card technology. installation of this system will also result in manpower savings
警署保安方面，除沿用警署的自動保安系統外，更利用聰明卡科技監察人車進出警隊設施，加強保安，亦有助減省人力資源。 -
This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management
本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。
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