problem employee 中文意思是什麼
problem employee
解釋
難搞員工-
This paper takes the point of solving one of the main problems, i. e. having no steady fund source, which exists in the implementary of public housing system in xi ' an, as the incisive point. the paper analyzes and calculates the problem of fund deficiency in today ' s fund source channel and studies the method of solving the problem during the process of incorporating, using and managing in extant employee housing accumulation fund system in the towns. the paper also advances the ampliative accumulation fund system and builds up the corresponding operating model by adopting the mode of financing affiance, analyzes the investment method by using blurred linear programming and appraises its incremental effect
本文以解決西安市廉租住房制度實施中存在的主要問題之一?無穩定的資金來源為切入點，在調研資料的基礎上，分析測算了目前的資金來源渠道存在的資金不足問題，同時研究了現存的城鎮職工住房公積金制度在歸集、使用和管理過程中存在問題的解決途徑，提出了擴大的住房公積金並採用金融信託方式構建了相應的運作模式，利用模糊線性規劃模型對其投資方式進行了分析並對其增值效果進行了評價。 -
But after the " financial storm " that broken out in 1998, the business of fl company has been baddish. the problem was represented in much ways such as " target market sufficient ", " low management level ", " pool employee ' s diathesis " and so on
但自從1998年東南亞金融風暴之後，公司原先的經營策略開始暴露出越來越明顯的劣勢，表面上看來，這是公司管理不規范，員工素質低等原因造成的，但實際上這其中蘊涵著國內服裝行業的大趨勢和大動向。 -
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。 -
But because of the productivity problem, the grave problem of delayed delivery was arisen in recent years, which not only affects seriously the products assignment of jingwei stock company, but benefit and employee ’ s income in this plant is unideal
文章在對生產能力測算方法進行了深入、系統的研究，在對合力六廠多品種、中小批量生產的特點分析的基礎上，選擇「工時」法測算其生產能力，建立了生產能力測算模型和生產能力平衡模型。 -
Liupanshui beer co. ltd. has retrieved from bankruptcy to rapid development depending on technical innovation and improvement as follows : strengthening the control of saccharifying boiling intensity, the age of fermenting beer, filtration time, bottle washing of remnant alkali, sterilization intensity, and pressure prepare in nitrogen filling etc. ; making full play of employee ' s initiative and installing new equipments ; making control of filtration beginning time and keeping stable beer storage time at 0 ; settling the problem of beer species by high concentration dilution method ; applying low - pressure boiling system to increase boiling intensity, shorten boiling time, and increase beer non - biologic stability ; and making innovation of fermentation techniques to increase beer quality etc
摘要六盤水啤酒有限責任公司依靠科技創新、走科技進步之路，通過加強對生產過程的糖化煮沸強度、發酵酒齡、開濾時間、洗瓶殘堿、殺菌強度、灌裝氮氣背壓等方面的控制；發揮人的主觀能動性，實施增加硬體設施；控制開濾時間，穩定控制0貯酒時間；利用高濃稀釋解決品種矛盾；採用低壓煮沸系統，提高煮沸強度、縮短煮沸時間，提高啤酒的非生物穩定性；改進發酵工藝，提高產品質量等措施，使企業實現了發展。 -
Knowledge management offers the enterprise a new way to realize the share of explicit knowledge and tacit knowledge, through which the enterprise can integrate the collective intelligence to enhance its adaptive and innovative capability. in order to enforce the knowledge management, the enterprise should establish a mechanism to encourage the employee to participate the knowledge innovation and knowledge share, and then cultivates its innovative capability and collective creativity. productivit - y of knowledge is attributable to the development and dissemination of knowledge, which both are based on the mechanism of success of knowledge management. for this purpose, we should pay attention to such an important problem need to be solved : how to design an effective mechanism to encourage knowledge innovation and knowledge share according to the regularity of knowledge management
知識的生產率取決于知識的開發與傳播，而不論是知識的開發還是傳播，都必須以一定的知識創新、知識共享機制為基礎，如何設計一個合理的機制以鼓勵知識創新和知識共享也就成為知識管理成敗的關鍵；為此，探索企業知識活動的微觀機理及知識管理的運行規律，根據知識管理本身特有的客觀規律，設計相應的機制以鼓勵知識創新和知識共享也就成為當今乃至今後企業管理中需要進行研究的重要問題之一。 -
" it seems, with law in particular, there ' s a problem with employee expectations and their working reality, " dr highet said
海耶特說： 「員工的期望值與他們實際工作狀況的差別可能是個主要問題，尤其對於法律行業的人來說。 」 -
Thus, considering the real situation of chinese enterprise, this thesis analyses the organizational behavior of small and middle - sized enterprise in order to solve this problem on how to utilize and develop the latent ability of employee
因此，本文將中小企業組織行為作為分析和研究的對象，結合我國企業的實際情況進行探討，以期對此問題的解決提出一點思路或方法。 -
Other methods include protecting the interests of the whole village by local guerrilla teams through demanding reduced rent and interest rates, and not slackening any efforts in mediating in each and every problem concerning tenancy debt and employer - employee relationships, and even ordinary civil cases
村游擊小組保護全村的利益，提出減租減息；不放鬆對每一個租佃關系、債務關系和主雇關系乃至一般的民事案件加以調解等等。 -
Based on this theory research, we through analyzing the company " compensation actual condition, make sure the developing phase of the company, fond the existent problem, combined with management practice, take professional skill, finally put forward an all new compensation system including : design of the executive annually compensation system, the design of the employee structure compensation system, the design of the sale personnel ' s deducting compensation system. it is expected that this study will be helpful to guide both theory and practice and develop the level of human resources management
本論文在對薪酬理論全面深入研究的基礎上，通過分析僑立公司發展狀況及薪酬體系現狀，確定公司所處發展階段，找出其問題所在，結合企業現實管理需要，運用薪酬設計的專業技術，提出了僑立公司全新的薪酬體系設計方案，主要包括經營者年薪制的設計、員工結構工資制的設計、銷售人員提成工資制的設計。 -
In early 1980s, in order to distract their redundant employees, and solve the job - problem of unemployed teenagers or employee ' s spouses, many state electric power enterprises and departments begun to establish various - service - company. these companies, however, form the rudiments of diversified - management domestic electric industry
20世紀八十年代初，我國電力工業企業和部門為了分流在職冗員，安置待業青年，解決職工家屬及子女的就業困難，紛紛先後辦起了各類勞動服務公司等第三產業，這就是我國電力工業企業最初探求企業多種經營的雛形。 -
The author puts forward the two - layer system of capital maintenance and stress to discuss the standard operate problem of employee stock ownership plans and executive stock option
對資本保全理論，首次提出了資本兩層次保全理論:對人力資本收入問題，重點探討了員工持股和股票期權的規范運作問題。 -
Punching in another employee not only impacts our timekeeping and goes against company rules, it is also an ethical problem and constitutes fraud
代打卡不僅影響考勤統計、公司秩序，還違背了道德規范，是一種欺騙的行為。 -
Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise
本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。 -
It ’ s the basis for the later discussion. in this chapter, the author makes clear the concept of the covenant not to compete for trade secrets protection at first : they are agreements between the employer and the employee to protect the employer ’ s trade secrets, prohibiting the employee doing competitive work during a given period and a given range when he leave the former work. the reasonableness of the covenant not to compete is a contentious problem
本文結合國外的立法和實務，對商業秘密保護中競業禁止協議的作用、生效要件和違反競業禁止協議的民事責任進行了系統的分析，並針對我國商業秘密保護中競業禁止協議現有立法的不足，從競業禁止協議的法律定位、生效要件、司法救濟方式三方面提出了完善建議。 -
At the conclusion of the course, the motivated and diligent employee will emerge a changed person : a confident, self assured problem solver, logical thinker, entrepreneur and decision maker that is an asset to any company employing him or her
在課程結束之際，那些積極勤奮的員工將搖身一變，成為一個大膽，自信的問題解決者，邏輯思維者，企業家和決策者，成為任何一個僱用他們的公司的寶貴資產。 -
Every employee is a problem solver
每一位員工均是解決難題專家 -
Above all, cogent the propagandist strength that enhances mental hygiene knowledge, enhance ability of ego health care and consciousness, in the individual, family, group, atmosphere that forms health of attention body and mind socially, obtain a variety of ways and effective method to reduce the happening of mental hygiene problem thereby ; analysis of the autonomic training that undertakes mental hygiene next, disposition and psychological examination, the psychology that increases staff bears ability, loosen oneself, alleviate intense sentiment, participate in the life and competition with gentle and natural state of mind from beginning to end, can the wind storm rain on road of withstand future life, help employee overcome disease of body and mind thereby, raise healthy rate
首先，切實加強心理衛生知識的宣傳力度，增強自我保健能力和意識，在個體、家庭、群體、社會上形成關注身心健康的氛圍，從而獲得多種途徑和有效方法減少心理衛生問題的發生；其次進行心理衛生的自律練習、性格分析和心理檢查等，提高員工的心理承受能力，放鬆自己，緩解緊張情緒，始終以平和自然的心態參與生活和競爭，能夠經得起未來人生道路上的風風雨雨，從而幫助員工克服身心疾病，提高健康程度。 -
How to set up the incentive and restraint mechanism is one of the hot topics. this thesis, based on cec ' s actual situation, aims to solve the problem of long - term motivation and fully stimulate the executives to enhance the operation and profitability by coming up with the annual - pay plan, reforming zr ( subsidiary company ) ownership and carry employee stock ownership plan ( esop ) and cec ' s shareholding incentive plan into execution
建立企業經營者激勵與約束機制是國內外學者和企業界人士研究的熱點課題之一，通過回顧前人取得的關于公司治理的理論成果，結合國內外常見的股權激勵方式，本論文結合cec的實際情況，提出了企業經營者年薪制方案、所屬zr公司改制及員工持股方案、 cec股權激勵方案，希望以此來解決企業經營者長期報酬激勵問題，充分調動企業經營者的積極性，提高企業的經營管理水平，促進企業經濟效益的提高。 -
It s often financially more beneficial to a company to develop a problem employee into a productive one, than to dismiss them
美國公司通常會花錢把低工作效率的員工發展成為高工作效率的員工，而不會去解僱他們。
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