Villager autonomy and the functional transformation of village level party organization 村民自治與村級黨組織的功能轉(zhuǎn)換
From the angle of vision under the open system to look at the functional transformation of educational administration 開放系統(tǒng)下的視角看教育行政職能轉(zhuǎn)變
This paper expounds the representations of the functional dislocation of the government in the securities market supervision , analyzes on the reasons of the functional dislocation , and advances the concrete contents of government ' s functional transformation in the process of the securities supervision 論述了政府對證券市場監(jiān)管過程中職能錯位的表現(xiàn),分析了職能錯位的原因,提出了證券監(jiān)管過程中政府職能轉(zhuǎn)變的具體內(nèi)容。
It makes a deep definition to the five aspects basic regulations of the wto and the meaning of the functional transformation , and analyses macroscophically some common theoretical questions about the governmental function transformation in accordance with the regulations of the wto 在對wto的五項基本規(guī)則進行全面梳理的基礎(chǔ)上,較深入地界定和闡發(fā)了政府職能轉(zhuǎn)變的一般理論。并簡要探討了政府職能轉(zhuǎn)變的一般理論問題。
There are two ways to develop human resources management information system , one is based on modern human resource management thinking ( ehr management system ) , the other is dependent on the traditional routine handling thinking ( traditional hrmis ) , many essential differences are existing between both . these differences embody not only in building all kinds of conspicuous functional modeling , such as information database of human resource , self - service platform for employees or electronic human resource working flow modeling which are helping hr to control all transaction processing jobs in human resource management affair . but also emphasize the functional transformation of hr management department from transaction processing role to strategic role , this kind of chang ensures hr department to focus on how to establish human resource developing stratagems and assort with the developing step of whole enterprise . so when we talk about the following differences below , we can be clear more about the distinctness between in the traditional hrmis and ehrmis Ehr管理信息系統(tǒng)是企業(yè)信息化建設(shè)的主要組成部分,作為現(xiàn)代企業(yè)進行人力資源管理戰(zhàn)略重要支撐工具,如何能夠提高其企業(yè)中的開發(fā)應(yīng)用成功率,成為ehr管理信息系統(tǒng)開發(fā)商和應(yīng)用企業(yè)共同關(guān)心的問題。本文在對ehr管理系統(tǒng)及其內(nèi)涵、特征及意義進行闡述后,從全局出發(fā),對ehr管理信息系統(tǒng)的在企業(yè)的開發(fā)和實施模式進行了研究。以e公司開發(fā)和實施ehr信息系統(tǒng)的實例為模板,圍繞e公司人力資源管理的現(xiàn)狀,開發(fā)實施組織框架及對e公司ehr管理系統(tǒng)建設(shè)過程中經(jīng)驗和教訓的總結(jié)并結(jié)合目前ehr管理系統(tǒng)開發(fā)業(yè)界的成功實例的總結(jié),圍繞如何建立需求企業(yè)項目小組?開發(fā)企業(yè)項目小組?咨詢企業(yè)三者之間良好互動的信息流動渠道為主體,提出了創(chuàng)新組織結(jié)構(gòu)模式。