reward distribution 中文意思是什麼

reward distribution 解釋
獎金分配
  • reward : n 1 報酬，酬勞，獎賞，酬金 （for）。2 報答；報應；懲罰。vt 1 酬勞，獎賞 （for with）。2 報答；懲...
  • distribution : n 1 分配，分發，配給；分配裝置[系統]；配給品；配給量；【經濟學】配給方法，配給過程；分紅；【法律...
  1. Shan baotm combined crushing and sieving machines are reasonable combined with different crushers and have compact special crossing distribution in their material processing flow design, so that they are small footprint of fields, high quality in crushed products, low in quarry dust and they will give you high reward for your investment

    山寶牌破碎篩分聯合設備在工藝流程的設計中，由於各級破碎設備匹配合理，以及嚴謹的空間交叉布局，因此它具有佔地面積小，投資經濟效益高，碎石料品質好，石粉產出率低等的特點、同時配有先進的電控操作系統，確保了整個流程出料通暢，運行可靠、操作方便、高效節能。
  2. Thus in the condition of information asymmetries and scarce human capital elements of professional managers, full understanding its effects faction in enterprise rent, the general principle that proprietary human capital is the main negotiating power base of managers ’ shares, and the inter - influence between its characteristics and reward distribution, are theoretically and practically significant for reasonable design of reward mechanism, for the realization of effective invigoration and restriction to the professional managers, for the resolution to the problem of client and agent and even for the advancement of the emprises ’ ability of general competition

    因而在信息不對稱和職業經理人人力資本要素稀缺的情況下，充分認識其人力資本的特性與其生產要素的價值、其人力資本在企業租金創造中的作用、其專有性人力資本是職業經理人分享企業租金的主要談判力基礎的一般原理以及其人力資本特性與報酬分配的互動影響，對于科學合理地設計報酬機制、實現對職業經理人有效的激勵與約束、解決委託-代理問題乃至提升企業的整體競爭力有著不無重要的理論意義與現實意義。
  3. China henan heavy industrial factory crushing and screening machines are reasonable combined with different crushers and have compacted special crossing distribution in their material processing flow design, so that they are small footprinted of fields, high quality in crushed products, low in quarry dust and they will give you high reward for your investment. their advanced electric control panel can assure the whole process discharge smoothly, runing reliable, operation easily and high efficiency in power consumption. we - sjlc can meet customers different needs for material crushing and screening

    砂石料破碎生產線生產能力從5 - 500t h ，成品粒度和產量可根據用戶的不同需要進行組合及配置，可以生產石英砂建築中的粗中細砂各種規格石子： 0 . 5 - 1 1 - 2 1 - 3 2 - 4 4 - 6 4 - 8等規格，可以破碎鐵礦石鋁礦石青石石灰石花崗巖大理石玄武巖鵝卵石山石河石各種礦石渣玻璃硅石等。
  4. The paper based on the example of changchun julong information & technique co. ltd. ( followed named changchun julong ltd. ), combined with the history chance of developing the northeast industrial base and enterprises reform background, make a detailed analysis to the current character and problems of the compensation distribution in state - owned enterprises in order to solve the problems of the current reward system of stat - owned enterprises represented by changchun julong ltd. and to improve its human resource situation, to utilize its human resource reasonably, to produce a marked effect on its human resource department, to enhance its work efficiency and to effectively encourage the staff to produce value for the enterprise

    該論文以長春巨龍信息技術有限責任公司（以下簡稱長春巨龍有限公司）的薪酬體系方案設計為例，結合振興東北老工業基地的歷史契機和企業改制背景，對國有企業現有薪酬體系的特點和存在問題進行了詳細的分析，旨在解決長春巨龍有限公司現有薪酬體系的問題，改善該企業的人力資源狀況，合理利用人力資源，發揮人力資源部門的職能，提高企業工作效率，有效激勵員工為企業創造價值。
  5. On the reform of reward distribution system under patients ' selecting doctors according to their own will

    病人選醫生勞務分配製度改革的實踐與思考
  6. The advanced experience of domestic and overseas is referred to. the problem of enterprise ' s reward distribution system and check achievement is analyzed. the method of solving the problem and initial imagine is put forward

    應用所學的人力資源管理理論，參考國內外人力資源管理的先進經驗，分析企業在獎酬分配製度和績效考核方面存在問題，提出解決問題的方法和初步設想。
  7. In part three, the present running condition and problem of human resource management of liao hua running service corporation is analyzed. in part four, the corporation ' s reward distribution system is planned and designed against the present problem in reward distribution system. in part five, some particular methods for solving the problem of check achievement are put forward against the situation and problem in check achievement

    簡要闡述本文選題背景及問題研究的現實意義；第二部分對人力資源管理研究趨勢進行了分析，並介紹了美、日、德、韓人力資源管理模式的差異；第三部分對遼化保運分公司的人力資源管理及經營狀況進行了分析；第四部分針對分公司獎酬制度存在的問題，對公司的獎酬制度進行了總體規劃與設計；第五部分針對公司績效考核現狀及存在問題進行分析，對公司的績效評估存在問題提出了一些具體的解決辦法，進行了一些初步探索。
  8. Part four points out that the main way to resolve the problems of human resources of yunnan private enterprises is to establish a modern system of human resouces exploring and managing. this part discusses five relevant respects : establishing and perfecting the base of human resources, working well at human resources distribution so as to promote the distribution efficiency, adopting mbo methods sop as to execute overall management over the performance, restructuring reward system to enhance the effect of incentive, stabling the team members, developing deeply the human resources, tapping the latent power of the staff, and so on

    第四部分簡述了建立現代人力資源開發與管理體系，是解決雲南私營企業人力資源問題的主要途徑，這一部分主要從建立與完善人力資源管理的基礎，做好人力資源的配置工作、提高人力資源的配置效率，採用mbo法、對績效實施全面管理，重新構建報酬體系、增強激勵效果、穩定員工隊伍和加大人力資源開發力度，挖掘員工潛力等五個方面加以討論。
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