status of employee 中文意思是什麼
status of employee
解釋
員工的地位-
Thirdly i analyze the numbers of their demission and the last time of each job statically, explaining the phenomenon that the more times the employee have changed the jobs, the shorter their jobs last. i also analyze the employee turnover from the view of education status
再次，對流動頻次不同的雇員的流動狀況統計，分析雇員流動次數越多，工作持續時間越短的普遍規律，還對不同學歷的企業雇員流動進行分析。 -
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。 -
4. clearly stipulate the law status of enterprise labors, having the laboring droit reverted to laboring power and obtaining the same law status with capital power ; increasing the employee supervisor ratio in supervisor board of company
4 、明確規定企業勞動者的法律地位，使勞動權利在公司治理結構層面上還原為勞動權力，並獲得與資本權力等量齊觀的法律地位，在公司監事會中加大職工代表監事的比例。 -
There are three main characteristics of the employment contracts. the objects of the employment contracts are services. the legal status of both parties is equal, though the employee must accept supervision, direction and controlling. and the employment contracts arc mutual obligation and paid contracts, but the varieties of reward are not limited to money
雇傭合同的主要特徵有三個：雇傭合同以服勞務為標的；雇傭合同雙方當事人地位平等，但服勞務過程中雇員應接受僱主的監督、指揮和控制；雇傭合同是雙務有償合同，其報酬不以金錢為限。 -
In the article, i mainly analyzed the earning power ratios of four state banks with financial analysis method. referring to dupont financial analysis system and four state banks " financial data and main earning power ratios in 1998 - 2002, 1 analyzed the current status of their eaming power and those related factors, such as earning level of main business, structures of income and assets, operation fee management. then by comparison with other domestic stock banks and world ten top banks in tier one capital, assets, pre - tax profits, cost / income ratio and pre - tax profit per employee, i found that the four banks had advantages in scale and strength, but lagged far behind other banks
本文主要採用財務分析的方法，在對四大國有獨資商業銀行近幾年總體的盈利指標進行分析后，借鑒杜邦財務分析體系，分別對四大銀行1998 - 2002年的財務數據和主要盈利能力指標進行趨勢分析，從主營業務的盈利水平、收入結構、資產結構、費用控制等方面分析了四大銀行盈利能力的現狀及其影響因素，並且通過與國內股份制銀行、世界十大銀行資本、資產規模、利潤、收益率、人均利潤等指標的比較，分析四大銀行的盈利能力在國內和國際銀行業中所處的水平，找出存在的差距。 -
In the first part, the dissertation gives a full picture of how sino - british fuels co., ltd was born, the organization structure, the employee background, the business development, and environment, and the changes of the operation strategy. the dissertation also describes the current compensation status in detail
第一部分是案例部分，介紹了中英石油有限公司合資的背景、公司的組織架構、人員狀況、業務發展和公司所處的環境、公司運作戰略的變化，並詳細描述了公司的薪酬狀況。 -
Independent director, intituled outside director again ， or non executive director ， is the director who he has no contract relation with the company except the status of director. they are neither employee nor relative, provider, dealer, fund - provider, nor the representative of the provider with law, account, audit, management advice service. they have no relation with the company in corporate decision, affair exercise, nor controlled or impacted by other directors
獨立董事又稱為外部獨立董事，或獨立非執行董事，是指除了董事身份外與公司沒有任何其它契約關系的董事，他們既不是公司的雇員及其親屬，也不是公司的供貨商、經銷商、資金提供者，亦不是向公司提供法律、會計、審計、管理咨詢等服務的機構職員或代表，他們與公司沒有任何可能影響其對公司決策和事務行使獨立判斷的關系，也不受其他董事的控制和影響。 -
Prepare payroll and social cost reports ; make analysis of salary and employee benefit status
負責管理工資發放、社保成本報告、員工工資和福利分析。 -
Via accidental sampling, i made an investigation to the status quo of the employee turnover of chinese enterprises. the sampling consists of 1, 432 resumes including 1, 001 online resumes from 100, 000 and 431 from 800 personnel files of the company i am serving now. the objects cover people from all provinces and at the age of 16 - 65
取樣包括對10萬份網上簡歷進行篩選（依百分之一的比例） ，獲得1001份樣本，還包括從自己所在企業的人才庫（ 800份簡歷）中獲取的431份樣本，共1432份（取樣覆蓋全國各省、市，年齡分佈16至65歲間） 。 -
Investigation of hand ' s sanitation status of employee in a certain hospital
某醫院職工手衛生情況調查分析 -
Law > >, this paper bring forward the plans and steps to establishes stock system of the beinei group corp ' s every fittings and service center. in the plans of stock system construction of every fittings and service center, the paper design the following plans such as the aim and feasibility of stock system construction, the formation of enterprise ' s property, the scale of capital and dept, the scale and the structure of capital stock, the administration structure and running mechanism of every fittings and service center. at the same time, the paper bring forward and design the plans such as whole member of every fittings and service center hold the share, carry out executive stock option ( eso ) to inspirit and restrict the managers, stopping the length of service by compensate to replace the status of employee in the plans, especially about the structure of share, the paper makes the equilibrium of share. it is to hold the beinei group corp. ' s share by its 3 underling units
在各配件服務中的股份制改造方案中，本文設計了以下內容：各配件服務中心的改制目的與可行性；企業財產的形成過程；各配件服務中心的資產負債規模、股本規模及結構；各配件服務中心的治理結構與組織運行構架。同時，本文提出了北內集團總公司各配件服務中心實行全員持股，對經營者實行股票期權進行激勵和約束，通過買斷工齡對員工進行身份置換等方案，並對這些方案進行了設計。在股份制改造后的各配件服務中心的股份結構中，本文特別注意到使各配件服務中心的股份均衡，將北內集團總公司的股份分別由其三家下屬單位持有。 -
It should be noted that the number shown on the employer s return of remuneration and pensions b. i. r. 56a refers to the number of returns i. r. 56b filed for each employee liable to salaries tax. employers are not required to report on the b. i. r. 56a the total number of employees and their residence status
請注意，在雇員薪酬及退休金報稅表表格b . i . r . 56a上，僱主填報的是他為須課薪俸稅雇員所遞交的報表表格i . r . 56b的數目，僱主無須填報雇員人數及員工的居民身份。 -
Make it possible for employers to flexibly increase or reduce employee size and cut down the workload and expenses of hr department due to the change of employment status
租賃員工使靈活地增減員成為可能，減輕人事部門因人事變動產生的工作負擔以及經費。 -
As such, the employer is the applicant of the application, and the alien employee is the beneficiary of the application. in the event the employee has come to the u. s., the u. s. company can apply to change the employees status to l - 1. if the employee is still in foreign country, the employer must first file an application to the ins in the u. s. once the application is approved, the approval notice is sent to an u. s. consulate where the alien can obtain an l - 1 visa to enter the u. s. without the approval notice, an l - 1 visa cannot be issued
L - 1簽證申請必需由美國公司向移民局提出申請，申請內容必需包含外國公司，美國公司及申請受益人的大量文件若人在美國可以直接要求轉換身份，若人在外國，移民局批準之後會傳送批準通知到申請人所在國的美國領館，申請人再進行簽證申請手續一般而言除非有重大不符政策或入出境規定的情況產生，領事館並不能推翻移民局所做的批準決定，但即便如此，領事官還是具有最後是否簽發簽證的權力 -
By researching human resource, status people think weapon enterprise ca n ' t attract. employee quality that declines leads to deficiency of development potentialities. combining analyses of a deficit enterprise of qinghua factory and xuji group we can find enterprise ' s deficit cause, solve its management problem in performance and wage, proceed human resource training, decrease useless man and find wags and measures of talent ' s loss
兵工三線虧損企業正處在改革脫困發展的關鍵時期，對兵工企業人力資源開發現狀研究，就其人才引不進，留不住，隊伍素質下降，缺乏發展后勁的現象，結合慶華廠等兵工虧損企業的案例剖析和許繼集團案例分析，找出兵工虧損企業解決業績管理、薪酬管理、培訓、冗員、人才流失問題的辦法與措施，為慶華廠的改革脫困發展出力。 -
The first one includes company ' s strategy and employee ' s career planning, and the latter includes human resource management and communicating mechanism management. the paper further stated bd company ' s incentive mechanism model from the following five aspects : organization re - design ( organization design and strategy re - form ), job re - design ( job analysis, job evaluation and management by objective ), the ability development of employee ( the training and career planning for employee ), value re - appraisal ( performance incentive and communicating management ) and value re - distribution ( compensation and stock option incentive ). it combines the systematic methods designed specifically for the existing incentive status in the company with detailed operation model as well as applicable cases, many of them have been exercised in the company and been proved to be effective after being summarized according to the actual circumstance
文章進一步從企業價值鏈激勵模型的五個方面，包括組織再設計（組織設計與戰略重組） 、工作再設計（工作分析、職位評估和目標管理） 、能力再開發（培訓和員工的職業生涯規劃） 、價值再評估（績效激勵和溝通管理） 、價值再分配（薪資激勵和期權激勵）等對bd公司激勵機制模型進行了詳盡的闡述，既有全面系統的針對公司激勵現狀設計的方式方法，又有詳盡具體的操作模式和應用案例，其中的很多方案已經在bd公司進行了初步的嘗試和不斷地總結，取得了良好的運行效果。
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