职类

• The thesis briefly discusses the necessity of mathematics given in law departments of colleges like vocational higher education institutions with regard to the characteristic of mathematics , the influence of cognition function upon law development , the construction of basic courses in law departments and the training goal of law major students in vocational higher education institutions
  摘要从数学的特性和认知功能对法律生成发展的影响、法律类专业通识教育课程结构以及高职院校法律专业培养目标等方面，简述作为大学层面的高职类学校法律类专业开设数学课的必要性。
• This paper elaborates the links between mathematics tactful knowledge and stylized teaching method , remains to pay attention to the application of the stylized method in mathematics teaching and holds that it would he beneficial for both the absorption and digestion of the mathematics tactful knowledge
  摘要本文结合高职类大专数学课程的教学，阐述了数学教学中的程序化方法与策略性知识的联系，认为在数学教学中注重数学程序化方法的讲授，将有利于数学策略性知识的学习与掌握。
• The new plan include the following parts , differentiate the layer and category of the position clearly , set appropriate performance goals , determine suitable rating cycle , choose right appraisal form , arrange the exact raters and session , confirm performance ratings and rationally apply the ratings
  该考评方案的具体内容包括：明确划分员工的职层、职类；确定合理的考评内容；确定适宜的考评周期；选择恰当的考评形式；合理安排考评的组织机构及考评程序；有效确定考评成绩；合理运用考评结果。
• As dean of academic affairs at the training center , brother li was able to participate in the overseas vocational training cooperative project initiated by formosas employment and vocational training administration . he worked as an electrical engineering expert assigned to assist south africa , malawi and other countries in developing vocational programs , establishing centers , designing venues , preparing teaching materials , purchasing and installing equipment , and training faculty
  此外，泰山职业训练中心教务课长一职，让李师兄有机会参与职训局所推动的海外职业训练技术合作计画，获聘为援助海外国家发展职业训练的电工职类专家，先后协助了南非马拉威等国家成立职业训练中心，代为规划训练场地编制教材采购安装训练设备及培育相关的师资。
• The empirical research , using structural equations model , showed that : ( 1 ) the higher degree of individual network heterogeneity was , the higher accessing information quality was , and then the higher the extent of job achievement was . ( 2 ) the higher degree of individual network heterogeneity was , the higher accessing information quality was , and then there was no significant effect on the extent of career satisfaction . ( 3 ) the higher degree of individual network heterogeneity was , the more career sponsorship was , and then the higher the extent of job achievement was . ( 4 ) the higher degree of individual network heterogeneity was , the higher career sponsorship was , and then the higher the extent of career satisfaction was . ( 5 ) the stronger intensity of interaction with other actors was , the less accessing information quality was , and then the higher the extent of job achievement was . ( 6 ) the stronger intensity of interaction with other actors were , the less accessing information quality was , and then there was no significant effect on the extent of career satisfaction . ( 7 ) the stronger intensity of interaction with other actors were , the more career sponsorship was , and then the higher the extent of job achievement was . ( 8 ) the stronger intensity of interaction with other actors was , the more career sponsorship was , and then the higher the extent of career satisfaction was
  为回答上述问题，本研究选取不同产业、不同公司中425位职场工作者为研究样本，在控制性别、年资、教育程度、职类与所服务公司规模的基础上，应用结构方程模型来进行实证，结果发现： ( 1 )个人的人际网络越异质，获得资讯的多元性越高，进而工作成就越高； ( 2 )个人的人际网络越异质，获得资讯的多元性越高，但其与事业满意程度无显著关系； ( 3 )个人的人际网络越异质，所获得的事业支持度越高，进而工作成就越高； ( 4 )个人的人际网络越异质，所获得的事业支持度越高，进而其事业满意度越高； ( 5 )与网络行动者的联系强度愈强，获得资讯的多元性越低，使得工作成就越高； ( 6 )与网络行动者的联系强度愈强，获得资讯的多元性越低，但其与事业满意度无显著关系； ( 7 )与网络行动者的联系强度愈强，其所获得的事业支持度越高，进而工作成就越高； ( 8 )与网络行动者的联系强度愈强，所获得的事业支持度越高，进而其事业满意度越高。
• The keystone of the dissertation is position evaluation , ability evaluation and designing the structure of compensation system . in this dissertation , at first , a new compensation strategy is confirmed on the basis of developing stage and strategy objective of g company . and then , the relationship between the function of department and working position is definituded by position evaluation , the inner justice is ensured by position evaluation too ; in order to resolve the problem of competition outside , market research of compensation is carryed out . scientific and reasonable compensation structure is worked out in order to motivate the employees ; in order to ravele out the problems of single rising channel for the r & d employees , many rising channels is designed by marking off position and the title of a technical post ; the compensation of
  首先,根据公司的发展阶段和发展战略,制订公司的薪酬策略;通过工作分析明确部门职能和职位关系;通过岗位价值评价来保证薪酬方案具有内部公平性;通过市场薪酬调查,解决薪酬的外部竞争力问题;通过基本工资、绩效工资、奖金等薪酬结构设计,既给员工一定的基本保障,又让员工的薪资与公司效益和个人业绩挂钩,以此来激励员工,提高员工的工作积极性;通过职类、职称等的划分为员工的发展设定多条晋升通道,解决研发人员晋升通道单一的问题;通过员工能力评价,确定每个员工的具体薪级和薪值,激励员工不断提高技能和知识,扩大知识面;通过薪酬评估与修订,使薪酬方案在实施过程中不断得到修正,通过配套措施和改进意见的提出,使薪酬方案更加合理和完善。
• The empirical research , using structural equations model , showed that : ( 1 ) the higher degree of individual network heterogeneity was , the higher accessing information quality was , and then the higher the extent of job achievement was . ( 2 ) the higher degree of individual network heterogeneity was , the higher accessing information quality was , and then there was no significant effect on the extent of career satisfaction . ( 3 ) the higher degree of individual network heterogeneity was , the more career sponsorship was , and then the higher the extent of job achievement was . ( 4 ) the higher degree of individual network heterogeneity was , the higher career sponsorship was , and then the higher the extent of career satisfaction was . ( 5 ) the stronger intensity of interaction with other actors was , the less accessing information quality was , and then the higher the extent of job achievement was . ( 6 ) the stronger intensity of interaction with other actors were , the less accessing information quality was , and then there was no significant effect on the extent of career satisfaction . ( 7 ) the stronger intensity of interaction with other actors were , the more career sponsorship was , and then the higher the extent of job achievement was . ( 8 ) the stronger intensity of interaction with other actors was , the more career sponsorship was , and then the higher the extent of career satisfaction was
  为回答上述问题，本研究选定不同产业、不同公司中425位职场工作者为研究样本，在控制性别、年资、教育程度、职类与所服务公司规模的基础上，应用结构方程模型来进行实证，结果发现： ( 1 )个人的人际网络越异质，获得信息的多元性越高，进而工作成就越高； ( 2 )个人的人际网络越异质，获得信息的多元性越高，但其与事业满意程度无显着关系； ( 3 )个人的人际网络越异质，所获得的事业支持度越高，进而工作成就越高； ( 4 )个人的人际网络越异质，所获得的事业支持度越高，进而其事业满意度越高； ( 5 )与网络行动者的联系强度愈强，获得信息的多元性越低，使得工作成就越高； ( 6 )与网络行动者的联系强度愈强，获得信息的多元性越低，但其与事业满意度无显着关系； ( 7 )与网络行动者的联系强度愈强，其所获得的事业支持度越高，进而工作成就越高； ( 8 )与网络行动者的联系强度愈强，所获得的事业支持度越高，进而其事业满意度越高。