core employee造句
例句與造句
- together we succeed : effective ways for making core employees grow with the company
如何讓核心員工和企業(yè)共同成長(zhǎng)？ - psychological scale contract incentive model based on the orientation of aim for the core employee
基于目標(biāo)導(dǎo)向的核心員工心理契約型激勵(lì)模型研究 - the main content of each section is showed as follows : the 1st section : clarify the conception and characters of core employee
全文分為六章，各章主要內(nèi)容如下：第一章，界定企業(yè)核心員工的內(nèi)涵和特征。 - the former five interactive factors constitute a picture of process which express the process and the inherent law of core employee turnover in enterprises
由前五個(gè)相互作用的變量所構(gòu)成的流程圖，描述了企業(yè)核心員工流動(dòng)的過程及其內(nèi)在規(guī)律。 - while the rapid development of china s economy is a blessing for most enterprises, it also leads to war for talents . how to attract, develop and retain the core employees has become headache for many ceos
中國(guó)經(jīng)濟(jì)的飛速發(fā)展引發(fā)了人才的嚴(yán)重短缺，如何吸引發(fā)展和留住核心人才已成為很多企業(yè)老總夙夜興嘆的難題。 - It's difficult to find core employee in a sentence. 用core employee造句挺難的
- the model of core employee turnover comprises six changeable factors : personal factors, surroundings factors, the way of choosing to leave or stay the practice, the intention of departure, the behavior of departure, the intention of staying practice
第四章，構(gòu)建企業(yè)核心員工流動(dòng)模型。企業(yè)核心員工流動(dòng)模型包含六個(gè)變量：個(gè)人因素，環(huán)境因素，離職留職抉擇，離職意向，離職行為，留職意向。 - through the discussion on the conception of core employee, it is found that core employee has four primary characters : possessing key techniques and abilities which constitute the core competitive capacity of enterprise; taking on an important position; having a strong loyalty to enterprise; providing remarkable contribution for enterprise
通過對(duì)企業(yè)核心員工內(nèi)涵的探討，可以發(fā)現(xiàn)核心員工具有四個(gè)基本特征：擁有構(gòu)成企業(yè)核心競(jìng)爭(zhēng)力的關(guān)鍵技能；在重要崗位上擔(dān)任職位；企業(yè)忠誠(chéng)感強(qiáng)；能為企業(yè)作出突出的貢獻(xiàn)。 - through the discussion on the conception of core employee, it is found that core employee has four primary characters : possessing key techniques and abilities which constitute the core competitive capacity of enterprise; taking on an important position; having a strong loyalty to enterprise; providing remarkable contribution for enterprise
通過對(duì)企業(yè)核心員工內(nèi)涵的探討，可以發(fā)現(xiàn)核心員工具有四個(gè)基本特征：擁有構(gòu)成企業(yè)核心競(jìng)爭(zhēng)力的關(guān)鍵技能；在重要崗位上擔(dān)任職位；企業(yè)忠誠(chéng)感強(qiáng)；能為企業(yè)作出突出的貢獻(xiàn)。 - the 6th section : develop a valid model of morce in enterprise . this model has a primary character of precaution against departure in advance, and it is a systematic management process consisting of six steps : identify who are core employees, adopt the measures of motivating staying the practice, supervise resign intention, adop
這個(gè)模式是以事前預(yù)防離職為基本特征的保留管理模式，是經(jīng)由六個(gè)管理階段構(gòu)成的系統(tǒng)化的管理流程:甄別企業(yè)中的核心員工，實(shí)施留職激勵(lì)措施，監(jiān)測(cè)離職意向，采取約束和挽留措施留住離職者，進(jìn)行離職管理，評(píng)估保留管理績(jī)效。 - and each step of the model has some shortcomings, especially such as follows are noticeable, emphasizing tackling accidents afterwards and ignoring precaution against resign in advance, emphasizing restricting departure and ignoring motivating staying the practice, the measures of retaining core employee lacking of correspondence . in addition, the model confined by the traditional personnel management theory fails to keep up with the modern science of human resources management
該模式的各個(gè)階段均存在一定的欠缺和不足，尤以如下幾個(gè)方面的問題比較突出：重事后應(yīng)急處理輕事前預(yù)防，重離職約束輕留職激勵(lì)，各項(xiàng)留職管理措施的針對(duì)性不強(qiáng)，并且囿于傳統(tǒng)人事管理框架，落后于現(xiàn)代人力資源管理科學(xué)的要求。 - many enterprise retain the core employees following such five steps : receive the resign report of employee, identify whether the resigner to be core employee or not, adopt the measures of restricting and keeping back the resigner, execute the procedure of resigning, perfect the measures of core employee
許多企業(yè)在保留核心員工時(shí)是按照以下五個(gè)階段進(jìn)行的：接到員工辭職報(bào)告，甄別辭職者是否為核心員工，采取約束和挽留措施，辦理離職手續(xù)，完善保留管理措施。 - many enterprise retain the core employees following such five steps : receive the resign report of employee, identify whether the resigner to be core employee or not, adopt the measures of restricting and keeping back the resigner, execute the procedure of resigning, perfect the measures of core employee
許多企業(yè)在保留核心員工時(shí)是按照以下五個(gè)階段進(jìn)行的：接到員工辭職報(bào)告，甄別辭職者是否為核心員工，采取約束和挽留措施，辦理離職手續(xù)，完善保留管理措施。 - many enterprise retain the core employees following such five steps : receive the resign report of employee, identify whether the resigner to be core employee or not, adopt the measures of restricting and keeping back the resigner, execute the procedure of resigning, perfect the measures of core employee
許多企業(yè)在保留核心員工時(shí)是按照以下五個(gè)階段進(jìn)行的：接到員工辭職報(bào)告，甄別辭職者是否為核心員工，采取約束和挽留措施，辦理離職手續(xù)，完善保留管理措施。 - morce can help enterprises to avoid the harm and the cost brought by core employee turnover, such as hindering the smooth operation of enterprise, causing the turnover of human capital with high quality, bringing about high cost of replacing post, making the characteristics of enterprise culture obscure, leading to the cost of intangible assets, damaging the core competitive capacity of enterprise . next, morce is the essential of human resources management and is helpful for increasing the efficiency of human resources management and improving its level . therefor, morce should have the most important place in human resources management
核心員工流失對(duì)企業(yè)的危害和損失是多方面的，如影響企業(yè)正常運(yùn)營(yíng)、造成優(yōu)質(zhì)稀缺性人力資本流失、帶來高昂的職位重置成本、模糊企業(yè)文化的特色、導(dǎo)致無(wú)形資產(chǎn)損失、破壞企業(yè)核心競(jìng)爭(zhēng)力等；其次，保留核心員工是企業(yè)人力資源管理的前提，有利于提高人資管理效益和全面提升人力資源管理水平，因而應(yīng)將核心員工保留管理置于企業(yè)人力資源管理工作的首位；特別是在當(dāng)代新的經(jīng)濟(jì)環(huán)境下，企業(yè)對(duì)優(yōu)質(zhì)稀缺性人才的爭(zhēng)奪日趨激烈，保留核心員工顯得尤為重要。 - these primary principles are such as follows : the principle of retaining core employees corresponding with their character, the principle of combining the restricting measures with the motivating staying measures, the principle of combining precaution against departure in advance with keeping back resigners afterwards
這些原則是:針對(duì)核心員工特點(diǎn)的原則，事前預(yù)防和事后留人相結(jié)合的原則，流動(dòng)約束措施和留職激勵(lì)措施相結(jié)合的原則。第六章，開發(fā)有效的企業(yè)核心員工保留管理模式。
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