position management 中文意思是什麼

position management 解釋
職務管理
  • position : n 1 位置；方位；地點。2 處境，情況；狀態，形勢，局面。3 姿態，姿勢。4 地位，身份；職位；職務。5 ...
  • management : n. 1. 辦理，處理；管理，經營；經營力，經營手腕。2. 安排；妥善對待。3. 〈the management〉〈集合詞〉（工商企業）管理部門；董事會；廠方，資方。
  1. The human resource management is to acculturate the big production and economic high flourishing outcome. the chinese economic system is be placed in from the traditional planned economy system to constuct the perfect socialism market economy system change. the postal service business enterprise human resource management practices along with the demand that situation develop, reforming to not agree with to match the management system of develop the demand, the first step builds up to meet the management system of develop the demand, the human resource manages to rise increasingly in the position in the management

    論文通過對美國著名管理學家傑弗瑞?普費福在《釋放員工能量實現競爭優勢》 （又譯為《求勢於人》 ）中提出的16種人力資源管理實踐研究歸納，並聯系工作實際，將吉林郵政速遞人力資源管理活動情況與16種管理實踐進行對比分析，從而提出提高郵政速遞企業競爭優勢的人力資源管理具體措施。
  2. 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。
  3. Through position analyzing and estimating, salary investigating, salary orientation and salary structure designing, working out a scientific, rational and open salary system. the emphases of welfare is to provide payment of house loan interest, purchasing life insurance for technical cadremen, etc. increasing challenge to working contents, organizing train plan to employee, encouraging study the skill of speciality and management. providing promote chunnel for technical personnel

    通過職位分析，職位評價，薪酬調查，薪酬定位和薪酬結構設計，制定出一套科學、合理、公開的薪酬制度框架；福利制度重點是提供住房貸款利息給付計劃，為技術骨幹購買商業人壽保險等；工作內容上增加挑戰性；組織實施員工的培訓計劃，鼓勵員工進行專業技術和管理技能的學習；提供與行政級別平行的技術職務升遷通道。
  4. Especially, as the most integrated model in all the models of position management, position management by object can motivate the initiation and enthusiasm of all the people in the enterprise by means of convert the organization ' s goals into the executable position ' s objectives. as a result of being hortative means and restricting means at the same time, position management by object aims at rapidly promoting the promising development of the enterprise

    其中，作為崗位管理模式中最優的崗位目標管理模式，實質就是將組織的整體目標有效轉化為組織中各崗位的可操作目標，使崗位目標既成為一種激勵手段，又成為一種控制手段，從而達到全方位地調動組織內各個群體和全體成員的積極性、創造力和成就感，使企業總目標與各個方面的分目標融為一體，以求得企業的長遠、快速的發展。
  5. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  6. The system provided the function : user management, the monitored machine management, the monitored position management, samples management, values management, atom spectrum, infrared spectrum and physics - chemistry performance etc, the software based on pocket pc had been developed

    針對用戶管理，設備管理，部位管理，樣品管理，記錄值管理，紅外光譜管理，原子光譜管理，理化指標管理，污染度管理等常見功能，研究和開發了基於pocketpc環境下的油液監測系統軟體。
  7. Part three is hrm environmental analysis, its main purpose is to make all managers establish crisis consciousness in their minds. part four is constructing 3p - o model for hrm, based on integration within science, system, human, rule, including position management, mbo, performance management system, pay design & management. part five, the author provides the principles, the conditions, as well as the operating mechanism of 3p - o model practices

    第四部分「東宇集團人力資源管理3p - o模式構建」 ，提出了適合中小企業特點的人力資源管理3p - o模式，即以科學化、規范化、本土化、人性化融合為指導原則，把現代人力資源管理實踐活動中最能影響員工績效的四大核心技術? ?職位管理、目標管理、績效管理與薪酬管理動態整合起來，形成了一套較為完善的能使各級主管照著做的標準式樣。
  8. All of these have hindered the match between civil servant and its position and match dynamically. on the basis of analyzing the question and reason, to use the tool of correspondence principle of ability and rank to propose the optimization route of civil servant ' s position management, which is to set up and amplify the position classification mechanism with clear ability

    最後，在剖析問題和分析原因的基礎上，運用能級對應原理這一工具提出了公務員職位管理的優化路徑，即建立健全能級明確的公務員職位分類制度、建立健全選賢任能的公務員考錄制度、建立健全能績評價的公務員職務升降調轉制度和建立健全補能育能的公務員能力培訓開發制度等。
  9. In chapter 4, the port physical distribution center ' s development mode, strategy, function, position, management and construction are analyzed thoroughly. in chapter 5, the ideas on port physical distribution center development are put forward and on the basis of the forecasting of amount of goods in the port, we define the scale of fleet and solve the problem of fleet assignment by the method of linear program, logistics management information system of port is researched

    第四章詳細論述了我國港口物流中心的發展模式、發展戰略、功能與地位以及港口物流中心的運營與籌建，第五章提出港口物流中心規劃的思路，在對港口集裝箱吞吐量進行預測的基礎上，運用線形規劃方法確定了港口物流中心的車隊規模及並解決了配車問題，並對港口物流信息管理系統進行了探索。
  10. After this, it analyses the question existing in the present civil servant ' s position management of our country, and points out chinese present fault of position classification mechanism, employing by examination mechanism, post promoting mechanism and ability training and developing mechanism

    其次，對當前中國公務員職位管理中存在的問題進行了分析，指出當前中國職位分類制度、考試錄用制度、職務升降調轉制度和崗位能力培訓開發制度的不完善，阻礙了公務員與其職位的匹配和動態匹配。
  11. " the group s success is attributable to a number of factors, including our premium market position, management with unparalleled industry experience and peer recognition, design expertise and versatility, a distinctive and highly visible brand image, strategic retail network and vertically integrated operations

    獨有的市場地位、管理層在時裝界的資深經驗和業內的聲譽、千變萬化的設計、鮮明的品牌形象、策略部署的分銷網路，以及垂直整合的營運模式，是集團成功的因素。
  12. The correspondence principle of ability and rank as the management idea and management tool of a kind of modern organization, has very important function to optimize the present civil servant ’ s position management of our country

    能級對應原理作為一種現代組織的管理理念和管理工具，對于優化中國當前的公務員職位管理具有十分重要的作用。
  13. In the positivism analysis, this dissertation focuses on analyzing different positions " compensation design concretely. this dissertation is a study on position compensation design with sorts of theory of position management and the compensation, established in the fact of position management and compensation design in the enterprises. it aims to make practical function for managers

    論文融合了崗位管理和與薪酬相關的理論，立足於目前企業內部崗位管理和薪酬設計的實際情況來對崗位薪酬設計進行分析和探究，目的在於能對企業薪酬設計者有一定的實踐借鑒作用。
  14. The job evaluation of position management has three courses those are the preparing, the applying, the formation of the result

    崗位管理中的崗位評價要經過前期準備、具體實施、形成結果三個過程，共九個步驟。
  15. At present, the position management of our country ’ s civil servant faces the insufficient predicament of layer system, also faces the challenge of system innovation

    當前，中國的公務員職位管理既面對科層制不足的困境，又面臨制度創新的挑戰。
  16. Position management is one kind of management which comes from layer system at first. it is a foundation of civil servant ' s management, but also run through the whole course of the civil servant ' s management

    職位管理最初源自於科層制管理，它既是公務員管理的基礎，又貫穿于整個公務員管理的全過程。
  17. In the job evaluation of position management, the position is just the core, the basis is the analysis of organization and position, the positions is compared with each others with the systematic procedure

    崗位管理中的崗位評價正是以崗位為核心，以組織分析和工作分析為基礎，運用系統的程序對崗位進行比較、評判的評價技術。
  18. Position management is not only a useful supplement to enterprise management, but also an objective requirement for the development of the socialist market economy and an energetic innovation in enterprise management

    崗位管理不僅是對現有企業管理理論的有益補充，而且是適應社會主義市場經濟發展的客觀要求和對企業管理的有力創新。
  19. It is combined with the system of performance of position object. on the basis of these, the wage of position system can be built up in the modern enterprise, ultimately it can realize the position management by object

    在崗位評價的基礎上建立崗位等級結構，並結合崗位的目標績效考核制度，制定崗位薪酬體系，最終實現以目標為核心的崗位管理。
  20. On one hand, the corresponding system, mechanism and norm of position management of our chinese civil servant have not set up and amplified yet. the position management system itself is still not perfect, it need to be strengthened the strict and normal position management

    一方面，中國公務員職位管理相應的制度、機制和規范還沒有完全建立健全，職位管理制度本身尚不完善，亟需進一步加強和規范。
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