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生涯管理
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  career management
     The first parts is about Career Management Theory including the concept of career, career management, the basic theories of Career Management and the important two sides- individual career management and organization career management.
     首先介绍职业生涯管理的概念及理论,主要是分析职业生涯及职业生涯管理内涵,介绍职业生涯管理的基本组成理论,以及职业生涯管理非常重要的两个方面理论(自我职业生涯管理理论和组织职业生涯管理理论)。
短句来源
     3. Employees with different career needs adopt different individual career management programmes, and value various organizational career management of distinguishing importance.
     3.不同职业发展需要的员工采取的自我职业生涯管理行为侧重不同,不同职业发展需要的员工对组织职业生涯管理不同措施的重要性评价也不同;
短句来源
     Chapter 1 introduces the contents and significance of career management.
     第一章介绍职业生涯管理的涵义和职业生涯管理的意义,指出为什么企业要推行职业生涯管理
短句来源
     Career Management System Research and Design of BD Advertising Adorning Limited Company
     BD广告装饰有限公司职业生涯管理体系研究与设计
短句来源
     From the actual analysis and study to the occupation career of the R company, and take the HR strategy as the foundation, managing the system to the employee's occupation career, design the employee's occupation career management of programming system, carry out the occupation career manual of employees.
     本文对R公司的职业生涯管理现状进行了实际分析和探讨,主要采用了系统科学与实际案例研究分析的研究方法,并以公司的人力资源战略为基础,对员工的职业生涯管理体系进行了初步的构建,设计了员工的职业生涯管理的规划系统,详细介绍了其具体执行机制和员工的职业生涯手册。
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  life management
     In micro-management, every star-hotel should exert modernhuman resources management measures and methods, consolidate theprofessional training of employees, perfect inspiration mechanism,launch the employee's vocational life management, and advance theconstruction of hotel culture. Through these measures, we can constantlyimprove the quality of human resources and boost the generalcompetition capability of star-hotels in Hunan province.
     在微观上星级饭店要运用现代人力资源管理手段和方法,加强员工培训和完善激励机制,着手员工职业生涯管理和推进饭店文化建设等措施,全面提升全省星级饭店人力资源整体素质,进而提高全省星级饭店的综合竞争力。
短句来源
     The psychology, physiology and characteristics of higher vocational students set a demand that the daily management of class should implement humane management, implement individual education, respect students' mental characteristics, help students develop the self-discipline sense, manage the life management for students so as to realize the government by doing nothing that is against nature.
     高职生的心理、生理及职业特点要求班主任在日常班级管理中应实施人本管理,实行个性教育,尊重学生心理特点,帮助学生培植自律意识,对其进行“生涯管理”,最终达到“无为而治”的目的。
短句来源
  career anchor
     Chapter 2 introduces the basic theories of career management, including the match of staff with positions, career orientation, career development, career anchor etc. .
     第二章介绍职业生涯管理的几个基本理论,包括人职匹配、职业性向、职业生涯发展、职业锚理论。
短句来源
     Chapter 2 introduces the contents of career management and the basic theories of career management, including the manpower capital theory, inspirit theory, psychology bargain theory, career choice theory and career anchor theory.
     第二章介绍职业生涯管理的涵义和基本理论,包括人力资本理论、激励理论、心理契约理论、职业选择理论和职业锚理论;
短句来源
     The model is on the base of the Career Development Theory, Career Anchor Theory, Achievement Motive Theory, Human Resource Management System Theory, and Career Management Theory. This paper tries to cause a heuristic argument exploring the influence factors and their relationship as well as degree of software R&D professionals’career development.
     模型主要以职业生涯发展理论、职业锚理论、成就动机理论、人力资源管理制度理论、职业生涯管理理论为基础,从个人和企业两个方面来探讨软件研发人员职业生涯发展的影响因素及其影响关系与影响程度。
短句来源
     By using the Career Anchor Theory in modern career management,the paper analyzes the librarians'characteristics of occupational choice and the current status of career management that is reflected in the academic libraries in Tianjin. Thereby the paper provides suggestions both for academic librarians'own career development and organizational career management as reference.
     文章运用现代职业生涯管理中的“职业锚”理论,分析了天津地区高校图书馆员职业选择的特征和由此反映出的职业生涯管理现状,进而为高校图书馆员自身的职业发展和组织的职业生涯管理,提供了参考性意见。
短句来源
     This essay mainly summarizes applications of job rotation to the definition of the career anchor and career path design,and puts forward and basis theorem reasonable measures of job rotation to develop career management.
     文章论述了岗位轮换在生涯锚的确定、生涯通道设计方面的作用,并提出了实施岗位轮换以促进组织生涯管理的基本原则和具体措施。
短句来源
  “生涯管理”译为未确定词的双语例句
     7. Management for employee professional career;
     7.员工职业生涯管理
短句来源
     (4) Career tutorship career information management rules and director's support is related to organizational commitment and job satisfaction,and turnover intention is only related to director's support.
     (4)组织职业生涯管理的生涯辅导、生涯信息、制度保证、上司支持均与组织承诺、工作满意度显著相关,而离职倾向仅与上司支持这个因素相关显著。
短句来源
     Firstly, the article introduces the content and influential factors of the employee career development.
     文章首先从职业生涯管理的理论入手,简单介绍了职业生涯发展的内涵、特点及影响因素。
短句来源
     This article describes the feature of the psychological contract in career of employee and explains how to manage it dynamically.
     本文从职业生涯管理的视角阐述了员工不同职业生涯阶段心理契约的特点以及如何对其进行动态管理。
短句来源
     Management tactics of staff's career in telecom operating enterprises
     电信运营企业员工职业生涯管理策略
短句来源
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  career management
Study on the relationship between organizational career management and job involvement
      
This research aims to examine the relationship between organizational career management(OCM) and job involvement(JI).
      
Results show the vitality of the organizational career management in organizations.
      
The purpose of this study was to determine if the career development of students by class level had been enhanced by participation in a career management plan specifically prepared for undergraduates.
      
The intervention of a career management plan (i.e., the Career Success Club) was successful, especially for seniors and middles, in enhancing the career development of undergraduates.
      
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  life management
To demonstrate its utility, the CDI is applied to a real-life management situation off Hurghada and Safaga, Egypt in the Red Sea.
      
Potential problems of data gathering and model applications for experimental ecologists and wild life management biologists are identified.
      
LCA of global supply chains - from production through to end of life management
      
Detection and measurement of the material loss due to corrosion in aircraft fuselage lap splices are of great importance to life management of ageing aircraft.
      
Exploitation of biological resources and the harvest of population species are commonly practiced in fisheries, forestry and wild life management.
      
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  career anchor
This paper attempts to identify the career orientation of software professionals in India from the career anchor point of view.
      
This workshop will help you to identify your career anchor and to think about how your values relate to your career choices.
      


On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire...

On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire items , another 449managers or technicians from 13 companies completed the questionnaire, the data is factored by SPSS 8.0 using principal component analysis to extract and varimax to rotate . The results indicated that the organizational career management questionnaire(i.e. OCMQ) consisted of four components, which were justice, training, self recognition, and communication of job information, and 65.09% variance was explained. The Cronbach of each subscale, i.e. justice, training, self recognition, and spreading of job information was 0.87,0.76, 0.79 ,and 0.78 respectively. This research also used five other questionnaires which were career commitment, organizational commitment, job performance,career satisfaction and job involvement as dependent variables. Their Cronbach was 0.79, 0.80, 0.65, 0.70, and 0.81, and each questionnaires was valid, too. Finally,399 subjects from 11 enterprises accepted a revised OCMQ ,in which each subscale consisted of four items ,and career commitment, organizational commitment, job performance, career satisfaction, and job involvement. A measurement model was used to confirm the structure of organizational career management ,good fit index indicated that OCMQ had high construct validity. Using the LISREL8.30 to modeling the relation between the latent organizational career management and the latent dependent variables , the main fit index were over 0.90 .The result indicated that latent organizational career management has significant effects on latent dependent variable.

通过广泛的开放式问卷调查和访谈 ,结合国外职业生涯管理的做法 ,编制了适合我国国情的组织职业生涯管理问卷 (简称OCMQ) ,将问卷在 13个国有企业、民营企业、股份制企业的管理者、技术人员中进行了调查 ,对所获得的 44 9份有效问卷探索性因素分析结果表明 :我国组织职业生涯管理的结构主要体现在四个维度 :即晋升公平、注重培训、职业自我认识、提供职业信息。后来 ,利用研制的OCMQ ,以及相关问卷职业承诺、组织承诺、工作卷入度、职业满意度、工作绩效等又在 11家国有和中外合资企业中进行了调查 ,399份有效问卷结果进一步验证了OCMQ问卷的结构效度、实证效度和信度 ;并发现组织职业生涯管理对企业员工的职业承诺、组织承诺、工作绩效、职业满意度、工作卷入度等产生积极的影响 ,证实了职业生涯管理的价值。

The process of this research was divided into three stages. At stage 1,individual career management was identified by the in depth interview, open questionnaire, and literature review. After that, a pilot study was implemented using 177 subjects both to test the quality of questionnaire items and to find out the problems while investigating. At stage 2, revised career management questionnaires from stage 1 were completed in 13 different companies, and 449 valid questionnaires were collected. At stage 3, final...

The process of this research was divided into three stages. At stage 1,individual career management was identified by the in depth interview, open questionnaire, and literature review. After that, a pilot study was implemented using 177 subjects both to test the quality of questionnaire items and to find out the problems while investigating. At stage 2, revised career management questionnaires from stage 1 were completed in 13 different companies, and 449 valid questionnaires were collected. At stage 3, final questionnaires from stage 2 were completed in 11 companies and 399 valid questionnaires collected. Five component construct of individual career management(i.e. ICM) was determined by the analysis of 449 subjects from stage 2 using EFA, principal component extraction, and varimax rotation. The five dimensions were named as exploration, career goal setting and strategy identification, continuous learning, self nomination, and interpersonal relationship orientation. Then, the results indicated that the five parallel component construct was confirmed the best one compared with different kinds of hierarchical five component model by the analysis of 399 subjects using CFA, and that the five component construct had best fit index among one component model, two component model, three component model, and four component model. The study also found that the ICM questionnaire had suitable reliability and high validity.

在文献研究的基础上 ,通过访谈、开放式问卷等方法 ,确立了企业员工自我职业生涯管理的结构。根据该结构 ,结合问卷及访谈所搜集的自我职业生涯管理活动 ,编制了自我职业生涯管理问卷 (简称ICMQ)。该问卷在177名被试中进行了初步调查 ,结果发现 :尽管该结构主体结构得到了证实 ,但有些方面如职业生涯发展策略比较混乱。在此基础上 ,修订问卷 ,重新选取 13家企业的中低层管理者及技术人员、文职人员进行了测试 ,获得了 4 4 9份有效问卷 ,对问卷的探索性因素分析结果表明 :该问卷是个五因素的结构 ,这 5个因素是职业探索、职业目标和策略确立、继续学习、自我展示和注重关系。为了进一步验证自我职业生涯管理问卷的结构效度 ,并获得问卷的信度和效度指标 ,研究选取了 11家企业进行了调查 ,获得了 399份有效问卷。验证性因素分析结果表明 :自我职业生涯管理是个并列的 5因素结构

Brain drain is a major problem in west China, which is seriously limiting the development of the West. The article explains the underlying reasons such as stereotype concept, poor circumstances, low pay and poor prospect for development. Based on the analysis, the authors proposes several measures to attract and sustain talents for the prosperity and progress of this region.

人才流失严重制约了西部的发展。造成西部人才流失的原因是多层面的 ,如观念落后、环境不佳、待遇偏低、事业发展空间小 ,等等。应从营造投资环境 ,吸引优秀企业 ,为人才事业的发展创造广阔的空间 ;切实提高人才待遇问题 ,消除其后顾之忧 ;加强东西部合作 ,采用灵活多样的用人方式 ;完善激励机制 ,注重生涯管理等方面入手打造能吸人才并留住人才的优良环境

 
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