一线员工 meaning in Chinese
worker at the production line
Examples
- Can promptly link up with a staff , simultaneously also higher authority ' s instruction prompt transmission
能与一线员工及时沟通，同时也将上级的指令及时传达。 - Designations from line - level to general manager , including the prestigious cha - the certified hotel administrator designation , are earned through a combination of experience and education
职业称号范围从一线员工到总经理，包括著名的cha ?行业经验与教育相结合的注册饭店高级职业经理人。 - Especially in recent years , with the increases of retreating staff , the problem of weak skill of first line staff becomes more outstanding . so , how to set up one set of effectual staff system inside enterprise is essential
特别是近几年，随着内退员工的增加，一线员工技能偏低的问题更为突出，因此如何在企业内部建立起一套行之有效的一线员工激励机制，至关重要。 - Seeing from the point of global management practices , the core competitiveness of insurance company includes the factors of management , technique , system etc . but we must consider about the special industry backgrounds , culture , tradition and their management practices , this article use the inside human resource management of ping ' an as case , combining with the restructure of literae spirit , theory of corporate culture , benchmarking theory , the special characters of insurance operation . finally , compared with some mature foreign practices of hrm such as career development plan , kpi performance evaluation , stimulation mechanism , importation of international professionals etc , this article gives out analyses . then it uses them as analysing frame , gives out ping ' an ' s workable measures
从全球企业管理发展实践来看，保险业核心竞争力的形成包括管理、技术、制度环境等很多方面的因素，但基于保险公司特殊的行业背景以及一国所特有的文化和传统及其各自的管理实践，本文以平安保险公司内部的人力资源管理为研究对象，结合目前中国社会中的人文精神重构、企业文化理论、人力资源管理中的标杆瞄准理论、保险业特殊的经营特点，从理论到实践，对比国外比较成熟的一些人力资源管理方法包括职业发展计划、 kpi绩效评估法、分配激励机制管理、引入国际化人才等方法作为加强人力资源管理的主要方法，并以此为分析框架深入结合平安保险的实际情况得出结论，比如说建立平安企业文化、对管理人员的区分激励、一线员工的后线平台搭建等微观执行指标分解，在文章的最后从宏观上提出强化执行和建立学习型人力资源管理机制的方法。 - In the text , we regard encouraging theory as basis , analyse on the current encouraging system of copper wire workshop of our company , use the experience of domestic and abroad successful enterprise as reference , use the method of theory integrating with practice , discuss the encouraging system which is actual need for the first line staff , and then design the abstract plan for the copper wire workshop
本文以激励理论为依据，通过对电缆公司铜线分厂现行激励机制状况的调查研究和系统分析，同时借鉴国内外成功企业的经验，运用理论联系实际的方法，就如何完善确立符合一线员工实际需要的激励机制进行探讨，进而设计制定出铜线分厂一线员工激励机制的具体方案。