staff status 中文意思是什麼
staff status
解釋
崗位代碼-
Presently frontand has 12 employees, 3 of whom are qualified military draftees on exemption status. the company continues to expand its staff by seeking out and bringing onboard qualified candidates
目前翔科技共有員工12人，其中3人為國防役儲員，公司員工仍在持續增加當中。 -
Noted for his weapons skills, toede achieves expert status in spear, long sword and short sword, mace, morning star, longbow, short bow, dagger, rapier, poignard, staff, knife, bludgeon and truncheon, not to mention the martial arts
由於他武器方面的技能，投德在長矛、長劍、短劍、錘棍、釘頭槌、長弓、短弓、匕首、細劍、銳匕、長棍、小刀、短棒、警棍方面都取得了專家的稱號，更不要提武術了。 -
Staff records - includes each staff s both personal and family information such as age, date of birth, marital status, qualification, experience, employment record, staff reports including annual, promotional and disciplinary reports, training reports, medical reports, details of provident fund contributions, etc
在職及前任人員與雇傭有關的人事紀錄備存的資料包括個人及家庭之紀錄，如：年齡、出生日期、婚姻狀況、教育程度、資歷、聘用紀錄、晉升、紀律及評核報告、受訓報告、醫事紀錄、退休及退休金等資料。 -
The yen to go back to basics means consumers will shun garish status symbols to focus on core values like quality. with firms firing staff and stock markets tumbling, it may seem tasteless to flout a new 0 dior saddle " bag, but buying a cashmere sweater from donna karan qualifies as an investment
在即將過去的一年中各大公司紛紛裁員，股市狂跌，在如此不景氣的經濟環境下，與其花600美元買一個dior的掛包在人前炫耀，還不如去買一個donna karan牌的開司米羊毛衫來的實惠。 -
The article also discusses the trade restraint system. meanwhile, it discusses the system from the staff member ' s incumbency period and his dimission period respectively. finally, the article investigates into the legal status of the covenants not to compete and the validity of verdict criteria, thus advancing to protect the bus iness secrets and maintain fair competitiol with the trade restraint system
文章從商業秘密保護著手，認為人才流動是商業秘密喪失的主渠道，因此有必要建立商業秘密保護中的競業禁止制度；文章探討了競業禁止的一般原理，並論證了實行競業禁止的理由；同時分別從職工在職期間和離職后兩個階段論述了競業禁止制度；最後，文章研究了競業禁止協議的法律地位，合法性和合理性的判斷標準，提出用競業禁止制度來保護商業秘密，維護公平競爭。 -
For the main problem facing overseas maids and domestics who try to complain about cruel living and working conditions is that they do not have independent immigrant status and so cannot change employer. ( they are allowed in the united kingdom under a special concession in the immigration rules which allows foreigners to bring domestic staff with them. ) so if they do complain, they risk being deported
外籍女傭和家僕雖有意對惡劣的生活和工作條件提出控訴，但主要的問題是他們沒有獨立的移民身份，因此不能改換僱主，故而他們敢發泄不滿的話，就有被遣送回國的可能。 -
Obtaining from the human resource constitution and the present situation analysis of the salary asignmcnt in jinma company. thorough the thorough research. in view of existing situation. this article asks the main question. which exists in the salany assignment system. in this foundation. from the angle of consummating salary incentive mechanism. it stresses the design of salary system of jinma company. the main content inclwdcs : firstly, research and analysis the salary assignment status quo and the puestions that exists in jinma company ; secondly, establish the decision model of the salary total quantity ; thirdly, design the new pattern of staff salary assignment ; fonrthly, prodme the means of the transition from the old pattern to the new one and the basic principle of the dynamic movement
本文從金馬公司人力資源構成和薪酬分配現狀分析入手，通過深入研究，針對性地提出薪酬分配體系存在的主要問題。在此基礎上，以現代人力資源管理理論為基礎，從完善薪酬激勵機制這個角度，重點闡述金馬公司薪酬體系設計內容。主體內容包括：一是深刻地研究和分析金馬公司薪酬分配現狀及存在問題；二是建立起薪酬總量決定模型；三是設計出員工薪酬分配新模式；四是給出了新舊模式接替辦法和動態運行的基本原則。 -
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。 -
This paper presents the changes in the libraries of the new national university corporations japan since the transformation of national universities into independent administrative corporations began in april, 2004, which involved the status, the aims and styles of circulation, the staff and the funds
摘要本文闡述2004年4月日本國立大學法人化改革開始實施以來國立大學圖書館在地位及領導成員、工作目標與工作模式、運營組織結構、職員、經費等方面所發生的重大轉變。 -
Staff resistance to any change from the status quo, a potential drop in morale and motivation among those staff who feel they have lost out under new arrangements, and securing the funding needed to implement proposed reforms, are some of the typical issues which may need to be addressed
以下都是一些有待處理的問題：員工對改變現狀的抗拒員工在新制度下若有所失因而士氣低落以至工作動力頓減如何取得充足經費推行建議中的改革。 -
With strong and experienced r & d staff and our outstanding financial status, while the whole world is warning about the problem of energy shortage, we expect with e - ton solar ' s participation in solar cell industry, our earth will be cleaner with fresh air, and we will live with a healthier and happier life tomorrow
益通擁有堅強的研發團隊以及良好的財務狀況，在目前全世界都對能源需求提出警訊的同時，益通投入太陽電池的發展，預計將對國內外科技業帶來無限的商機。 -
Four functional keys f1 f3 to reveal the state of healthy insurance card, sam card and the medical staff card, quickly to comprehend the three chips status
四個功能鍵f1 f3顯示健保卡sam卡醫師卡狀態，迅速了解三種晶片狀態。 -
But, if the enterprises do not have a good pay system, it is impossible to obtain the competitive advantages in the human resources management. as a unique way, pay administration plays an irreplaceable role in the human resources management of the enterprise. pay is the original impetus to the career of staff. is the source material of survival and development, is the is the expression of social status, way to achieve self - worth. pay is the main link between staff and entrepreneurs too, it has tangible and intangible forms, and linked the interests of enterprises and staff enterprise exchange employees labour with salaries, including manual and intellectual activities ) it is the staff ’ s price in the labour market 。 as the law of supply and demand relationship decided by commodity price commodity supply and demand decisions in commodity marke. supply and demand in turn affect commodity prices, this law of supply and demand, " a
薪酬管理是企業人力資源管理工作的重要環節和核心內容，薪酬管理模式有很多種，分別適合不同特點的企業和不同類型的員工，針對企業自身特點選擇或開發有效的薪酬管理模式對于吸引人才、留住人才、培養人才、利用人才和激勵員工、提高企業經濟效益和競爭優勢至關重要。本文通過借鑒現代薪酬管理理論對德正堂公司的薪酬體系進行分析，根據公司的實際情況，設計出一套公平的、適合企業發展的、富有競爭力的薪酬體系，不但使公司有限的激勵資源發揮出最大的激勵作用，最大限度地調動了員工的積極性，而且對同類型企業具有重要的借鑒作用。 -
Through the analysis of the such existing problems as unawareness of the management concerning property, incomplete and imperfect system of management, unclear - ness about the exact property status, inefficient use of property and unmatched staff management, etc. corresponding measures were suggested : strengthening the awareness of property management ; perfecting the administration system ; establishing specific responsibility system ; strengthening routine property management through examination ; strengthening new industrial management system in higher education institutions ; deepening reform to improve the efficient use of property ; and strengthening human resources development for property management to enhance the management level
通過對高校資產管理中存在的資產管理意識淡薄，管理體制不完善、管理制度不健全，家底不清、賬實不符，資產使用效率不高，資產管理隊伍建設與資產管理工作的要求不相適應等問題進行分析，提出了加強高校資產管理的對策和建議：加強國有資產意識，建立資產管理責任機制；完善管理制度，建立資產管理制度體系；加強資產日常管理，建立資產清查工作制度，加強經營性資產管理，建立新型的高校產業管理體制；深化資產管理改革，提高資產使用效能；加強資產管理隊伍建設，提高管理水平。 -
On the basis of analyzing status quos of cqptac ' s developing and its staff training, the paper discusses the problems existing in the company ' s staff training and illustrates the source of the company ' s staff training problems lies in the wrong concepts of both managers and employees
在詳細分析重慶中郵普泰公司發展現狀及員工培訓現狀的基礎之上，對該公司目前員工培訓中存在的問題進行了討論。揭示出重慶中郵普泰公司目前員工培訓存在問題的根源就是在於人的觀念。 -
The vast majority of un staff members do not enjoy diplomatic status and are subject to the laws of the country in which they are serving
大多數聯合國工作人員並不具有外交人員身份，須遵守所在國家的法律。聯合國工作人員須繳納「工作人員薪金稅」 。 -
Staff recruitment, training, construction and design, financial status, licensing, operation and system setup, controlling, purchasing, menu planning, and etc
員工招聘培訓施工和設計領取營業執照運營及系統的建立管理控制采購項目管理流程的制定。 -
The number of department heads at or above the assistant project manager and chief engineer levels of the west rail division in the kowloon - canton railway corporation kcrc holding hong kong permanent resident status, and the number of such staff who are chinese
九廣鐵路公司「九鐵」西鐵部的助理項目經理及總工程師或以上職級的主管中，有多少為香港永久性居民及其中 -
Comparative study on secondary vocational schools ' teaching staff status quo in hebei province
河北省中職師資隊伍發展現狀比較研究 -
But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,
薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。
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