员工能力的英文

• procedure for competence knowledge and training of personnel

• "员工"英文翻译    staff; personnel
• "能力"英文翻译    ability; capacity; capabilit ...
• "员工能力倾向调查" 英文翻译 :    employee aptitude survey
• "员工能力, 知识和培训程序" 英文翻译 :    procedure for competence, knowledge and training of personnel
• "加工能力" 英文翻译 :    working ability
• "施工能力" 英文翻译 :    capacity of execution; constructability
• "二次加工能力" 英文翻译 :    the capacity to reprocess
• "原料加工能力" 英文翻译 :    feed processing capacity
• "职工能力开发" 英文翻译 :    development of faculty
• "员工潜在能力" 英文翻译 :    employee potential
• "制造业开工率指数, 加工能力利用率指数" 英文翻译 :    index numbers of capacity utilization
• "员工的读写能力" 英文翻译 :    workforce literacy
• "员工" 英文翻译 :    staff; personnel 师生员工 teachers, students, administrative personnel and workers; 减裁超编的员工 reduce excess personnel; 在职员工 staff on active duty
• "冷加工能量" 英文翻译 :    energy of cold working
• "人工能源" 英文翻译 :    artificial energy source
• "根据资历和能力做工作和员工计划" 英文翻译 :    work and staff planning according to qualification and capacity
• "加薪及提升主要是考虑员工的能力" 英文翻译 :    raise and promotion will only consider the candidate's ability
• "流水线工能部件" 英文翻译 :    pipelined functional unit
• "能力" 英文翻译 :    ability; capacity; capability 极有能力的人 a man of great abilities; 能力所及 reach within one's capacity; 生产能力 production capacity; 阅读能力 reading ability; 他的理解能力极强。 he has a mind of great capacity. 我们应该培养学生分析问题和解决问题的能力。 we should develop the students' ability to analyse and solve problems.; 能力测验 ability test; 能力倾向 aptitude; 能力水平 ability level
• "部员工" 英文翻译 :    big purchase employee; pricing staff
• "处员工" 英文翻译 :    fresh division employee
• "对员工" 英文翻译 :    btoe
• "人员，员工" 英文翻译 :    personnel
• "新员工" 英文翻译 :    new comers
• "员工表" 英文翻译 :    employees

• The substance of the human resource management of the high technology enterprise is the exploitation and management of the enterprise capacity store
  因此，木文提出了基于员工能力开发的人力资源管理体系模式，即开发型人力资源管理体系。
• The first step toward improving the capability of the workforce is to get managers to take workforce activities as high priority responsibilities of their job
  改善员工能力的第一步就是让经理们将人事活动作为他们工作中的高优先级的职责。
• The basic corporate culture of baotielong was decided , the school for managerial cadres was established , and improving the capacity of employees was determined as the foundation for the long - standing development of the enterprise
  确定了宝铁龙的基本企业文化，成立管理干部学校，将提升员工能力作为企业长久发展的根基。
• Fourth , based upon the preference theory and effect theory , it discusses the principles to design the cafeteria compensation system by using the non - difference curve . it is emphasized that the design of compensation system must consider the two constraint conditions , the labor cost and the employee ' s capability
  针对具体的高新技术企业，着重从企业成本和员工能力约束的角度，依据偏好理论和效用理论，运用无差异曲线分析自助式薪酬方案的设计原理。
• From the angle of exploiting the staff ' s ability , this article regards abstractly the enterprise as the special group of the staff ' s capacity and ability . and at the same time it also think the function of the human resource management is to provide sufficient capacity resource for the realization and development of the enterprise strategies
  本文从员工能力开发的角度，将企业抽象为员工能力的集合，并将人力资源管理的职能定位为企业战略实施和发展提供及时充足的能力资源支持，高科技企业的人力资源管理的实质就是企业能力资源库的开发与管理。
• This dissertation is a discussion on about how to design position compensation . position compensation design is , on the basis of scientific position setting and position sort classifying , through position analysis , position appraisal and employee ability appraisal , compensation researching and analysis , designing position compensation separately
  论文针对岗位薪酬如何设计展开讨论，主要思路是在岗位科学设置和岗位类别划分的基础上，通过岗位分析、岗位评价和员工能力评定，结合薪酬调查分析，对不同的岗位序列的薪酬进行分别设计。
• As to the ab - ility model , it figures out that different position needs different human resource structure and different ability model should be used according to the concrete situa - tion . besides , this paper sets up " growth model " of ability and analyzes the facto - rs which affect the growth of employee " ability
  在能力模型的建立中，指出了不同的岗位需要不同的能力结构，而组织在运用能力模型时，应根据具体情况，采用不同类型的能力模型；此外，还建立了能力成长模型，分析了影响员工能力成长的因素。
• 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 article adopts the methods of the theory summary , the model construct and the case analysis . at first , the article starts with the impact of environment changes in knowledge economy era on the traditional career management , analyses the questiones that the career management of the modern enterprises ’ staff faces . then the article proposes that the old mode of linear , upward career path in the organizations should be changed and the new mode which looks pushing personal and organizational learning and developing capability as its core should be established . at last , in order to guarantee the new mode of staff ’ s career management can be implemented effectively , the article sets up the supporting system platform for staff ’ s career management ? ? staff ’ s competence appraisal system , performance management system , training system and compensation system
  本文采用理论综述、模型构建和案例分析的方法,首先从知识经济的环境变迁对传统职业生涯管理的带来的冲击入手,分析现代企业员工职业生涯管理所面临的问题;然后提出改变过去那种组织内线性的、向上的职业生涯发展旧模式,建立以能力发展为核心的职业生涯管理新模式;最后搭建了的员工职业生涯管理的支持系统平台? ?员工能力评价体系、绩效考核体系、培训体系及薪酬体系,保证员工职业生涯管理新模式的有效实施。
• The dissemination of learning material was well coordinated through qualified academics and experts on the subject . we are fully satisfied with the results of our collaboration and assure you that ceibs is a respectable institution that is able and capable of providing a high quality standard education on international business topics
  学习了《发展组织能力，推动战略实施》课程后，使我茅塞顿开、豁然开朗，究其原因，原来是企业没有建立与公司战略相匹配的组织能力，企业的员工能力、员工思维及员工治理方式还未能适应环境的变化。