- 更多网络例句与人力相关的网络例句 [注：此内容来源于网络，仅供参考]
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The creation point of this article is: first, it broke the traditional idea that peasant workers are common village labor force and human resources. It comprehends the knowledge of human capital economics and the city peasant workers, pointing that peasant workers is the most important part in country human capital, is an extremely important question in fully building well-off society. Second, we calculated the peasant workers\' human capital revenue rate by using Mincer model. Thirdly, we point out that country human capital is the new developing region in China economy, enriched the theory of village economy, labor economy, human biology economy, human resource and human capital economy.
本文的创新点在于：一是首次将明瑟模型中计算人力资本收益率的方法应用到城市农民工当中，计算了城市农民工人力资本收益率；二是突破了农民工只是一般农村劳动力和人力资源的传统观念，将人力资本经济学内容同城市农民工相结合，提出城市农民工人力资本转化存在的可能性以及如何促成其完成该转化，提出了农民工是乡城人力资本的重要组成部分，而农民工人力资本转化是我国实现从人口大国到人力资源大国进而到人力资本大国的关键之所在；三提出了农民工人力资本是我国经济发展的新增长阈的新观点，丰富了农业与农村经济、劳动经济、人口生态经济、人力资源与人力资本经济等学科的理论。
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Abundant trade information is provided for HR Managers by HRoot. Meanwhile, HRoot offers comprehensive marketing promotion services to HR service providers. Our business covers internet services, publish, convention, advertising, and IT support services etc. HRoot has 6 brands currently, including 'HRoot.com', a top Human Resource Management website in the world; 'Human Capital Management', a high-end HR magazine; 'Overclass', a prestigious club for HR elites; 'Km73.com', a world leading comprehensive management portal website, 'Tradeve.com', a cutting-edge platform for training trading; and 'Annual Human Resources Awards in Greater China', the top-notch industry event with highest authority and biggest outreach scope.
HR管理世界为人力资源经理人提供资讯，并为服务供应商提供综合的市场推广服务，业务涉及互联网、出版、会展、广告、信息技术支持等，旗下品牌包括：全球领先的人力资源管理网站—"HR管理世界"、中国领先的人力资源高端期刊—"《人力资本管理》"、中国领先的人力资源精英社团—"卓越会"、中国领先的综合管理门户—"开门见山网"（km73.com）、中国领先的培训交易平台—易课网（Tradeve.com）、大中华区最权威、规模最大、层次最高、最受瞩目的人力资源评选—大中华区年度人力资源评选(Annual Human Resources Awards in Greater China)等。
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Abundant trade information is provided for HR Managers by HRoot. Meanwhile, HRoot offers comprehensive marketing promotion services to HR service providers. Our business covers internet services, publish, convention, advertising, and IT support services etc. HRoot has 6 brands currently, including 'HRoot.com', a top Human Resource Management website in the world; 'Human Capital Management' magazine, a high-end HR magazine; 'Overclass', a prestigious club for HR elites; 'Km73.com', a world leading comprehensive management portal website, 'Tradeve.com', a cutting-edge platform for training trading; and 'Annual Human Resources Awards in Greater China', the top-notch industry event with highest authority and biggest outreach scope.
HR管理世界为人力资源经理人提供资讯，并为服务供应商提供综合的市场推广服务，业务涉及互联网、出版、会展、广告、信息技术支持等，旗下品牌包括：全球领先的人力资源管理网站—"HR管理世界"、中国领先的人力资源高端期刊—"《人力资本管理》"、中国领先的人力资源精英社团—"卓越会"、中国领先的综合管理门户—"开门见山网"(km73.com)、中国领先的培训交易平台—易课网(Tradeve.com)、大中华区最权威、规模最大、层次最高、最受瞩目的人力资源评选—大中华区年度人力资源评选(Annual Human Resources Awards in Greater China)等。
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Abundant trade Infor mation is provided for HR Managers by HRoot. Meanwhile, HRoot offers comprehensive marketing promotion services to HR service providers. Our business covers internet services, publish, convention, advertising, and IT support services etc. HRoot has 6 brands currently, including 'HRoot.com', a top Human Resource Management website in the world;'Human Capital Management' magazine, a high-end HR magazine;'Overclass', a prestigious club for HR elites;'Km73.com', a world leading comprehensive management portal website,'Tradeve.com', a cutting-edge platform for training trading; and 'Annual Human Resources Awards in Greater China', the top-notch industry event with highest authority and biggest outreach scope.
HR管理世界为人力资源经理人提供资讯，并为服务供应商提供综合的市场推广服务，业务涉及互联网、出版、会展、广告、信息技术支持等，旗下品牌包括：全球领先的人力资源管理网站-"HR管理世界"、中国领先的人力资源高端期刊-"《人力资本管理》"、中国领先的人力资源精英社团-"卓越会"、中国领先的综合管理门户-"开门见山网"(km73.com)、中国领先的培训交易平台-易课网(Tradeve.com)、大中华区最权威、规模最大、层次最高、最受瞩目的人力资源评选-大中华区年度人力资源评选(Annual Human Resources Awards in Greater China)等。
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In this article, I set forth the impendence of human resource exploitation and management through the analysis of the problems exist in our enterprises and the chance and challenge after our entry into WTO.
本文最后从六个方面论述了提出现代企业中人力资源开发与管理的新构想：1、企业的高层管理者鼓励人力资源部门应该直接参与企业的战略决策，确保企业人力资源部门的地位不受传统人事管理部门的活动范围的束缚。2、对负责企业人力资源管理的直线经理任职要求必须经过正规的人力资源专业的教育培训。3、建立健全企业内部人员的人才开发机制，同时加强企业文化建设。4、及时权衡人力资源开发与管理的成本与收益，制定最佳的人力资源开发计划。5、企业中的每一个管理者都应该对人力资源的开发与管理负责。6、建立健全人才的激励机制。
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The fourth part, through an analysis of human resources state of the Northeast, we think the human resources of the Northeast have the following several subject problems: The teenage labor population is too big in specific gravity, unfavorable to the sustainable development of economy; Human resources in urban and rural areas to distribute unbalanced, countryside of the right age to overpopulate , can't meet demands of urban economy development , form the labor force of leaving unused at the same time , cause the waste of the human resources ; Human resources industry distribution is unreasonable, the Northeast human resources distribution between the industry of human resources concentrates on primary industry mainly, proportion is too big, and the labor productivity of primary industry is relatively low, do not have enough ability to make the human resources shift to the secondary and tertiary industries, so seem the secondary and tertiary industries to be delayed effect enough.
第四部分，通过对东北地区人力资源状况的分析，我们认为东北地区人力资源存在以下几个主要问题：未成年劳动人口比重过大，不利于经济的可持续发展；人力资源城乡分布不均衡，农村中适龄劳动人口过多，不能满足城市经济发展的需要，同时形成闲置劳动力，造成人力资源的浪费；人力资源产业分布不合理，东北地区人力资源在产业间的分布主要集中在第一产业，比重过大，而且第一产业劳动生产率较低，没有足够的能力使人力资源向第二、三产业转移，因此显得第二、三产业后劲不足。
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In the process of determining the quantization model of enterprise residual income allocation for human capital, this paper: first, takes the value devoted by human capital as the base point, determines the total amount of enterprise residual income allocation and introduces the economic value added index into this study; secondly, starting with the external factors (i.e. the value devoted by human capital and the negotiating power of human capital and material capital in the enterprise) that influence the proportion of human capital in enterprise residual income allocation, evaluates the negotiating power of human capital and material capital in the enterprise by using fuzzy synthetical evaluation method and puts forward the quantization method and application model for allocating the enterprise residual income between the owners of human capital and material capital; at last, determines the prorate of value devoted by individual human capital on the basis of their respective positions and calculates the amounts for individual human capital to allocate the enterprise residual income in combination with the performance examination for each department and individual human capital in the enterprise.
论文在确定人力资本参与企业剩余分配量化模型的过程中，首先以人力资本贡献价值为基点，明确企业剩余分配总量，引入经济增加值EVA指标；其次从影响人力资本参与企业剩余分配比例的外部因素—人力资本贡献价值和人力资本与物质资本在企业内的谈判力入手，用模糊综合评价法对人力资本和物质资本在企业内的谈判力进行评价，结合对人力资本的业绩考核，提出了企业剩余收益在人力资本所有者与物质资本所有者之间分配的量化方法和应用模型；最后用层次分析法确定个体人力资本的岗位贡献价值的权重，结合企业内对部门和个体人力资本的业绩考评，计算企业内每个个体人力资本分配企业剩余的数额。
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In its process, the problems, such as the imperfect of methods for determining and studying the human resource accounting, difficult for implementation, unclarified management are solved. By studying the accounting theory, its accounting elements are determined ...
在推行上市公司人力资源会计过程中，逐步解决人力资源会计确认、研究方法不完善、实际操作困难、管理定位不明确等问题，通过探索人力资源会计的理论依据，确定上市公司人力资源会计的要素，对上市公司人力资源会计进行科学分类，探索人力资源会计模型与计量方法等措施，完善上市公司人力资源会计程序和方法。
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In its process, the problems, such as the imperfect of methods for determining and studying the human resource accounting , difficult for implementation, unclarified management are solved. By studying the accounting theory, its accounting elements are determined for a scientific sorting and searching for the accounting model and the measuring method, by which the procedures and methods for the accounting are perfected gradually.
在推行上市公司人力资源会计过程中，逐步解决人力资源会计确认、研究方法不完善、实际操作困难、管理定位不明确等问题，通过探索人力资源会计的理论依据，确定上市公司人力资源会计的要素，对上市公司人力资源会计进行科学分类，探索人力资源会计模型与计量方法等措施，完善上市公司人力资源会计程序和方法。
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Accordingly,this paper firstly delimits the connotations of human assets—the use right,the power of appointment and the usufruct of human assets—from the angle of Property Rights Economics,and specifies the subject and object of them.
因此，本文首先从产权经济学的角度对人力资产的内涵做出界定，将人力资产归结为人力资源的使用权、处置权和收益权等产权权利，从而明确人力资产计量的主体和客体；其次，根据人力资产的内涵来分析人力资产的特征，并据此探讨人力资产的价值构成——使用价值和创造价值，为寻找人力资产价值的货币表现形式提供理论依据。
- 更多网络解释与人力相关的网络解释 [注：此内容来源于网络，仅供参考]
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human capital accumulation：人力资本积累
人力资本转移:Human Capital Migration | 人力资本积累:human capital accumulation | 人力资本水平:Level of Human Capital
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Colleen Law：艾默生亚太区人力资源副总裁
Ms. Serene Wong, 中外运敦豪大中国区人力资源副总裁 | Colleen Law , 艾默生亚太区人力资源副总裁 | Mr. Anil Garg, 固特异亚太区人力资源总监
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Epiboly HR：人力资源外包
人力资源外包(Epiboly HR) 人力资源外包就是企业根据需要将某一项或几项人力资源管理工作或职能外包出去,交由其他企业或组织进行管理,以降低人力成本,实现效率最大化.
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HRD Appraisal：人力资源开发评价
HRCI-Human Resource Certification Institute 人力资源认证机构 | HRD Appraisal 人力资源开发评价 | HRD Intermediary 人力资源开发媒介
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HRD Appraisal：人力资源开辟评价
HRCI-Human Resource Certification Institute 人力资源认证机构 | HRD Appraisal 人力资源开辟评价 | HRD Intermediary 人力资源开辟媒介
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HRD Intermediary：人力资源开发媒介
HRD Appraisal 人力资源开发评价 | HRD Intermediary 人力资源开发媒介 | HRD Process 人力资源开发过程
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HRD Intermediary：人力资源开辟媒介
HRD Appraisal 人力资源开辟评价 | HRD Intermediary 人力资源开辟媒介 | HRD-Human Resource Development 人力资源开辟
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HRD Process：人力资源开发过程
HRD Intermediary 人力资源开发媒介 | HRD Process 人力资源开发过程 | HRD-Human Resource Development 人力资源开发
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human resources planning：人力资源计划 人力资源计划
人力资源 human resources | 人力资源计划 人力资源计划 human resources planning | 人力资源利用 human resources utilization
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H.R. Supervisor：人力资源部 人力资源部主任
培训导师 Training Teacher | 人力资源部 人力资源部主任 H.R. Supervisor | Human Resources Department 人力资源部文员 H.R. Clerk