解决不了的矛盾

Recently, our country's administrative reform and government function shift fell into "the dual difficult position". The key lies in the disjointedness of the central and regional governments in the course of "the longitudinal authority releases" and "the crosswise authority adjustment", leaving some contradictions and problems unsettled.

当前我国的行政机构改革与政府职能转变已陷入到了"双重困境"，究其原因，关键在于中央与地方的"纵向权力下放"与"横向权力调整"互相脱节，致使一些深层次矛盾和问题虽经多次改革而得不到根本解决。

The measure aiming at correcting the maladjustment of interior proportional relationship was later taken to alleviate the exorbitance unbalance to a certain extent, but it was not quite enough to settle deep-seated contradiction initiated by industry unbalanced development.

虽然后来针对产业结构内部比例关系的失调进行了纠偏，在一定程度上缓解了产业的过度不平衡，但对解决产业不平衡发展引发的深层矛盾作用不大。

In this article,we will focus on the human resource present situation in ZYEU,taking present situation into consideration,arguing that the average degtree of branching is not good enough,and there has been some inconsequence in the age structure of basic staff,some of who still haven't got requisit qualification.All of these must be changed through training.But as it comes to the practice nowadays,there are many mistakes in training such as mis-understanding in training idea,lack of requisit teaching utilities,problems of training management and services,shortage of evaluation in training effeciency. Then,solutions are surggested in the thesis,for example:change the concept to confronte challenges,establish training demand analogy machanic,defuse conflicts in training with modern matheds,establish evaluation in training effeciency etc.

本文结合遵义市电力公司的实际，分析了遵义市电力公司的人力资源现状，认为目前该公司的人力资源状况存在包括员工文化程度整体偏低，基层班组人员年龄结构不尽合理，部分基层班组学历层次偏低等问题，必须通过培训来加以提高，但从目前培训的实践来看，培训又存在诸如&培训观念存在误区&、&缺乏必备的师资与基础设施&、&培训的管理和服务存在问题&、&培训缺乏效果评估机制&等问题，论文接着针对培训所存在的问题，提出了解决问题的对策，包括改变观念迎接挑战，建立培训需求分析体系，利用现代手段解决培训矛盾，建立培训效果评估体系等。

In order to assort with antinomy of computation cost and computation precision in ordinary Monte Carlo methods,multi-Monte Carlo method is promoted to simulate general dynamics equation for deposition of polydisperse particles.

为了解决普通Monte Carlo算法计算精度和计算代价无法协调的矛盾，发展了一种新的多重Monte Carlo算法求解考虑多分散性颗粒沉积的通用动力学方程，该算法引入加权虚拟颗粒的概念，基于时间驱动MonteCarlo技术，模拟过程中保持虚拟颗粒数目和计算区域体积不变。

The other, however, is not so satisfying in that the balance in the previous four years has been broken: the newly recruited outnumbers the senior ones between 1998 and 2003, leading up to a series of problems, including 1 the number of retired athletes increases every year, along with the decrease of the rate of successful deployment, 2 papers issued by the government guiding the deployment were not carried out properly, 3 the papers themselves were outdated and ways of deployment are restricted, 4 the present system of the government is too old for the new situation and has many stark contradictions, 5 the retired athletes ... themselves are not quite adequate for the comprehensive requirements posed by a ever-developing society, 6 specialties of athletes dont meet the needs of the employers, 7 discrepancies of understanding of the deployment among the managing staff, the coaches and the athletes has a limiting effect, 8 the absence of a unit specialized in the deployment of the retired excellent athletes 9 the training of the athletes do not match the need of the time.

3福建省退役就业现状的研究研究结果表明1994—1998年福建省退役运动员的就业问题解决的很好，&出&与&入&两方面保持平衡：1998—2003年福建省退役运动员就业山现了&出&与&入&的极大不平衡，表现在&入&多&山&少，运动员退役就业出现很大问题，这些问题主要表现在：运动员退役的人数在逐年上升，而相反就业的人数呈逐年递减；政府制定的退役运动员安置文件的落实没有很好的落实到位；退役运动员就业文件滞后、不到位，就业渠道难以拓宽：政府体制陈旧，矛盾突出：运动员的自身综合素质达不到社会对复合型人才的要求；运动员所从事的体育项目与就业安置方面的联系；管理人员、教练员和运动员对安置工作认识上的误差制约：。

On the one hand, it is developing rapidly with an apparently increasing benefit and vitality. On the other hand, many of the deep-lying problems in economy remain unresolved along with new inbalance and new problems waiting to be resolved.

一方面，经济发展很快，效益明显提高，活力有所增强；另一方面，经济的许多深层次矛盾并没有得到根本解决，在快速发展的过程中又出现了一些新的不平衡和问题。

In order to strengthen the energy of enterprises, raise their ability of competition and realize their persistent development, we should set up a scientific and reasonable compensation system which can play a good role in the function of encouragement. Based on the review of theories about manager compensation management and performance salary management, this essay analyzes the problems of compensation system of one shipping corporation, and finds problems in manager's annual-salary plan and headquarter's post salary system. The manager's annual-salary plan brings subsidiary manager's near-sight behaviour and consigner-agent conflict.

本文在对经营者薪酬激励理论、绩效薪酬考核理论等薪酬管理理论的回顾的基础上，对某船公司薪酬管理制度现存问题进行了深入分析，发现某船公司子公司经营者年薪制与总部岗位效能工资制均存在着问题需要改进：子公司经营者年薪制在实施中造成经营者行为短期化、不能解决委托——代理矛盾等问题，导致各子公司经营者注重企业眼前利润而忽视企业长远发展能力，为获得较高的年薪收入竭泽而渔，提高当年营业利润，而忽视了谋划长期投资、提高研发能力、培养人才队伍等打造企业持续发展能力的工作。

These problems include subsidiary manager"s near-sight behaviour and consigner-agent conflict in annual-salary plan, and examinee is department but not clerk in headquarter"s post salary system and so on.

针对上海长江轮船公司子公司经营者年薪制存在的造成经营者行为短期化、不能解决委托——代理矛盾等问题、总部岗位效能工资制存在的考核对象针对部门而非员工个人等问题，借鉴薪酬管理理论，参考国际企业和国内优秀航运企业薪酬管理制度，分析我国国内宏观政策环境，在进行充分可行性分析的基础上，研究制订了子公司经营者股份增值权计划、总部员工绩效薪酬考核体系的改进方案，以充分发挥薪酬的约束激励作用，激励经营者创造企业长期利益，使经营者的个人利益与企业的利益达成一致，提高员工在报酬分配上的公正感和满意感，从而有效调动公司经营者和员工的积极性，形成一支有创造力、竞争力的人才队伍，提高企业综合竞争能力，实现企业的可持续发展。

Lugalbanda was a god and shepherd king of Uruk where he was worshipped for over a thousand years.

Lugalbanda 是神和被崇拜了一千年多 Uruk古埃及喜克索王朝国王。

I am coming just now,' and went on perfuming himself with Hunut, then he came and sat.

我来只是现在，'歼灭战perfuming自己与胡努特，那麼，他来到和SAT 。