post appraisal 中文意思是什麼
post appraisal
解釋
后評價-
It is extremely feasible and urgent for designers to build better city integrated parks which can more satisfy people ’ s behavioral desires. collected interrelated data with sociology research methods, and understood people ’ s behavioral and mental characteristics, the thesis appraise existing comprehensive parks using the system of post occupation evaluation basing on city park users ’ appraisal opinion, and put forward optimized suggestions
論文主要採用使用狀況評價（ poe ）方法，運用社會學研究方法收集有關資料，了解公園使用者的行為及心理特徵，在綜合使用者評價意見的基礎上對公園環境進行使用后評估，並為創造使用者滿意的公園環境提出相關優化建議。 -
These documents include : ( i ) chinese - english translation : project proposals, project feasibility study reports, environment assessment reports, resettlement action plans, bidding / bid documents, bid evaluation reports, etc. ( i ) english - chinese translation : project appraisal document, project post - evaluation report, loan agreement, project agreement, aide - memoirs of project supervision missions, consultation proposal for technical assistance, consultation reports, etc
這些項目文件包括：漢譯英：項目建議書、工程可行性研究報告、環境影響評價報告、移民行動計劃、招標投標文件、評標報告等；英譯漢：項目評估文件、項目后評估文件、貸款協定、項目協定、項目檢查團備忘錄、技援咨詢建議書、咨詢報告等。 -
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。 -
Finally they connect the grades with the teachers " salary, the professional post ' s appraisal and soon, in such atmosphere, the teachers have to pay more attention to the language points in the classroom teaching. the important things in the teaching programs are to detail the outlines for the language knowledge, to collect the good examination questions, and print them in the papers as the teaching materials. then the teachers force the students to read and learn them by heart. the teachers wo n ' t waste time in reforming the method of teaching, what they want is the high teaching efficiency by controlling the learning a ction with strict class disciplines
教學模式單一，教學任務極大地簡化了，變成了可操作性步驟：擬訂詳細的講課提綱，收集模擬試題，將重點、疑難點問題做成講義發給學生，組織學生反復練習，最後爛熟於心。為了追求「教學效率」課堂管理也就成為對課堂違紀行為的嚴格控制，並在控制過程中，不斷地標定並製造著偏差學生，人為地造成了英語教學兩極分化嚴重的現象。 -
Other educational and training bodies on the campus include sichuan telecom training center, sichuan enterprise informationization network specialists ' training base, huawei technologies corporation customers ' training center, sichuan college of network education school of beijing university of posts and telecommunications, sichuan branch of correspondence school of chongqing university of post and telecom and a professional and technical appraisal office of communications industry ( the 188th office of posts and telecommunications industry )
目前學院設有四川電信培訓中心、通信行業特有工種職業技能鑒定站（郵電188站） 、北京郵電大學網路學院四川分院、重慶郵電學院四川函授總站、四川省企業信息化網路人才培訓基地、華為通信公司用戶培訓中心等非學歷教育機構。 -
Application of fuzzy comprehensive evaluation method in post - flood control planning appraisal
模糊綜合評判法在防洪規劃后評價中的應用 -
The system adopt " goal management " and " spirit inspiring " principle, and translate employee ' s post responsibility into plan and goal, and also adopt the style " from bottom to upper ", " from upper to bottom ". formulating appraisal context and index in advance, combining the employee ' s self - prove and appraisal of supervisor, combining performance appraisal and self - inspiring, it make up a newly performance appraisal system
它主要採用「目標管理法」和「精神激勵」的原則，將員工的崗位職責轉化為計劃和工作目標，採取「自下而上」和「自上而下」相結合的方式，事先制訂考評內容、考評指標，把員工自己證明其履行職責和部門主管領導員工履行職責相結合，把員工工作績效考評和不斷提高員工自身能力的激勵相結合，從而形成了較為新穎的績效考評激勵體系。 -
But the post management has existed, and the performance appraisal has kept on developing
但是崗位管理一直存在，績效考評也在持續發展。 -
The profession skill that the profession credentials system is to draw up in accordance country criterion either holds a post qualification ' s term. the organization identified in the examination by means of what the government department was firmly believed. the skill level to worker is either profession qualification is underway objectively fairly. scientific norm rating and appraisal, moreover, give one kind of system that competent thing awarded the relevant profession credentials
與此同時，社會上推出了各行各業門類齊全的資格認證， 「考證族」隊伍愈來愈龐大。職業資格證書制度是指按照國家制定的職業技能標準或任職資格條件，通過政府部門認定的考核鑒定機構，對勞動者的技能水平或職業資格進行客觀公正、科學規范的評價和鑒定，並給合格者授予相應職業資格證書的一種制度。 -
Has held the post of fujian normal university duty and so on art academy vice - president, fine arts department assistant director, presently for fujian normal university fine arts dean, professor, postgraduate candidate teacher, fujian normal university fine arts research institute manager, chinese artist association member, fujian province fine arts specialized high - level duty appraisal committee assistant director
擔任過福建師大藝術學院副院長、美術系副主任等職，現為福建師范大學美術學院院長、教授、博士生導師，福建師范大學美術研究所所長，中國美術家協會會員、福建省美術專業高級職務評委會副主任。 -
The risk management at the construction stage is actually a policy - making process to reduce the adverse affect, including the stages of risk identification, its estimation and appraisal, the coping with it and the post - assessment
施工階段的風險管理實質上是一個降低風險負面影響的決策過程，該決策過程包括識別、估計與評價、控制與處理三個階段。 -
They are as follows : job analyse and post manual ; location, organization, implement procedures ; assess criteria, result exertion of performance appraisal ; principles, mode and structure of the compensation system ; relative standard of wages and salaries ; concrete scheme of the wages and salaries for all position series ; and the long - term incentive payment plan for senior executives and key backbones
設計方案涉及了工作分析與崗位說明書的編制；績效考核的定位、管理組織、實施程序、考核標準及考核結果的處置；薪酬體系的指導思想與原則、模式與結構；薪資的相對標準；各系列崗位薪酬的具體方案；高管人員與核心骨幹的長期激勵計劃。 -
Putting zhejiang university personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in zhejiang university which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism : establishing clear post duties with different emphasis on discipline team performance and the faculties " individual performance ; implementing flexible tenure system ; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure
本文以浙江大學人事管理體制為實例，運用所建模型，分析了浙江大學以崗位聘任制為核心的人力資源管理體制建立的原理和存在的缺陷，並提出構建更加科學合理的篩選機制的一些改進措施：制定清晰明確的、在學科團隊和教師個人業績之間具有不同側重點的崗位職責；實行「彈性任期」制；實行科學的嚴格合理的、團隊考核與個人考核相結合的、任期中考核與任期滿考核相結合的考核制度。
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