职位分析的英文

• position analyzing

• "职位"英文翻译    position; post
• "分析"英文翻译    analyse
• "职位分析问卷" 英文翻译 :    position analysis questionnaire (paq)
• "职位分析调查问卷" 英文翻译 :    paq
• "职位分析问卷调查" 英文翻译 :    position analysis questionnaire paq; position analysis questionnaire, paq
• "职位分析问卷法" 英文翻译 :    position analysis questionnaire
• "职位分析问卷调查表" 英文翻译 :    management position description questionnaire
• "职位分析问卷调查法" 英文翻译 :    management position description questionnaire mpdq; management position description questionnaire,mpdq
• "职位分类" 英文翻译 :    job classification; position classification
• "职位分数" 英文翻译 :    job score
• "船位分析器" 英文翻译 :    dead-reckoning analyzer
• "单位分析" 英文翻译 :    unit analysis
• "电位分析" 英文翻译 :    potentiometric analysis
• "电位分析法" 英文翻译 :    potentiometry
• "电位分析仪" 英文翻译 :    potentiometric analyzer
• "定位分析" 英文翻译 :    positioning analysis
• "方位分析" 英文翻译 :    orientation analysis
• "零位分析" 英文翻译 :    zerology
• "品位分析仪" 英文翻译 :    ore grade analyzer
• "区位分析" 英文翻译 :    location analysis; locational analysis; locationalanalysis
• "位分析法" 英文翻译 :    method of bit analysis
• "相位分析" 英文翻译 :    phase analysis; phase angle; phaseanalysis
• "相位分析法" 英文翻译 :    phase method
• "相位分析器" 英文翻译 :    phase analyzer
• "易位分析" 英文翻译 :    translocation analysis

• Management position description questionnaire , mpdq
  职位分析问卷调查法
• Management position description questionnaire mpdq
  职位分析问卷调查法
• Position analysis questionnaire
  职位分析问卷
• Forecasting the human resources need , organizing job analyzing and staffing
  未来人力资源需求预测，组织职位分析及招聘活动。
• Choose the right job analysis technique for a variety of human resource activities
  为各种人力资源管理活动选择恰当的职位分析技术
• Understand the importance of job analysis in strategic and human resource management
  理解职位分析在战略管理以及人力资源管理中的重要性
• Taking the research , project design and implementation of the performance assessment system of the dt company as main thread , aiming at the problem which exists in the employee management and performance evaluation , on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s , this paper designed the performance assessment system according to the department , manager and employee , investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise
  本论文是以对dt公司绩效考核体系的研究、方案设计与实施为主线，针对dt公司在人力资源管理和绩效考核中的问题，在对企业现有的职位进行职位分析和职位评估并据此建立薪酬体系的基础上，分为部门、干部和员工三个不同的层面分别进行绩效考核体系的设计，并对绩效考核体系的实施进行研究，构建了企业的基础激励框架。
• It then assays gas company of bailong group through different aspects of job analysis , enterprise value chains , organization evolvement and personnel inventory . and it defines the function of the different aspects in the human resource planning , establishes the human resource demand model for gas company of bailong group on those basic analysis . this demand model takes the driving factor method , which is the preferred method of nowadays enterprise , as the core to provide the thoughts of seeking industry characters and continual ameliorated human resource demand prognosticated method for gas company
  围绕该问题，从职位分析入手，研究用驱动因素法预测百龙集团燃气公司岗位人员需求；进行百龙集团燃气公司各发展阶段业务活动内容分析，并应用其对岗位编制变化趋势进行了预测；归纳出百龙集团燃气公司组织演化图谱，并应用其预测百龙集团燃气公司中层管理岗位的编制；对燃气公司价值链进行分析，着眼于依据经营目标预测所需人力资源，建立了百龙集团燃气公司总人数确定公式；为了实现对人力资源供给进行准确分析，设计了百龙集团燃气公司人力资源数据库。
• At present , majority buildings enterprises in our country exist the serious defect on the human resources management , which is the analysed position unfit and method stagnant , whose examination effect is fairly wronger and is basically the become a mere formality , whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger , whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc . the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system , which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises
  目前，我国大多数建筑企业在人力资源管理上存在着：职位分析不到位，分析方法滞后；绩效考核效果比较差，基本上是流于形式；薪酬水平长期偏低，内部公平性比较差；对员工的长期激励不足，在人员的使用上存在重使用、轻开发的问题。如何建立一套完整有效的建筑企业人力资源管理模式和激励机制一直是建筑企业改革的核心问题之一，也是解决我国目前建筑企业效率低下，企业竞争力较弱的有效途径之一。本论文运用规范分析和实证研究相结合的方法，针对目前我国建筑企业人力资源管理在激励和评价方面制度不健全的现象，研究如何建立有效的人力资源管理模式和激励机制的问题。
• Under the guidance of the theories of organization design and organization strategy management , this thesis concludes the characteristics of personnel function system , and expounds the reference standards of controlling the number of personnel positions of corporations of csic through analyzing technology , resource and ability of csic ; then , applying the theory and methodology of organization strategy management , business process reengineering and human resource management and development , this paper analyzes and designs personnel function system of csic , inquires into management information system that is connective with function system , shows the procedure , contents and function direction model of position analysis and design of csic which has been applied to position appraisals of no . 703 research institute ; next , the thesis analyzes and designs the models of personnel performance appraisals , gives development procedure of performance appraisals index and illustrates the index integrated with the corporati ons " actualities ; finally , in this paper , performance appraisals index system of personnel on management and technology was designed , and also the personnel performance appraisals model using ahp methodology combined with performance appraisals index system of management personnel
  本文以有关组织设计和组织战略管理理论为指导，通过对csic的技术、资源和能力进行分析，得出其人才职务体系的特点，提出了csic企事业单位人才职位数量控制的参考标准；然后，运用组织战略管理、业务流程再造和人力资源管理开发理论和方法，对csic人才职务体系进行了分析与设计，并对与职务体系相结合的管理信息系统进行了探讨；其次，给出了csic职位分析与设计的程序、内容和职务说明书范例，并将其运用到703研究所的职位评价中；再次，对csic人才绩效考核模式进行了分析和设计，给出了绩效考核指标开发流程，结合企业实际对业绩考核指标进行了说明；最后，设计了管理和技术人才的绩效考核指标体系，并运用ahp法结合管理人才绩效考核指标体系构建了人才绩效考核的模式。