特殊人才 meaning in Chinese
talent with special skills
Examples
- You know , some graduates who become as baby sitter finally turn into good manager or special talents in the area of auditing or management
你知道，一些毕业生做了保姆，后来变成了经理或在审记、管理方面的特殊人才。 - Possess excellent technician , engineering management personnel , technical workers and special talents in engineering industry in china ' s project construction industry
在中国工程业界的优秀工程技术人员，工程管理人员，技术工人，工程行业特殊人才等等。 - Seeks : completes the present stage trained special talent the south germany institute " the huangpu military academy " , completes in the world the best command ability school
牟：把南德学院建成现阶段培养特殊人才的“黄埔军校” ，建成世界上最好的帅才学校。 - Based on the evaluation of human capital and the inspiration of human resource , this thesis is a further research of human capital theory , which has practical value in stabilizing the and attracting the special talents for enterprise
关于人力资本定价及其激励的研究是在人力资本理论研究基础上进一步的探索，对企业稳定和延揽特殊人才具有实用价值。 - So , this paper that is based on the their own characteristics and their status , discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise , and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co . , ltd . in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply , we should do seriously the job analyze and post appraisal , and adopt the market pay level which is the hybrid policy . in the additions , in the guidance of the hierarchy of the need theory , takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise , adjusts the ratios of fixed wages and variable wages , uses the annual salary system for the executive , implementing the dual ladders to the managers and the technicians
为此,本篇论文主要是根据中小钢铁企业的自身特点,论述了中小钢铁企业的薪酬体系的现状和存在的不足,并结合水城钢铁(集团)公司和南京钢铁联合有限公司两家钢铁企业的薪酬制度,提出了相应的创新思路,即在以留住、激励关键人才为主,以外部招聘员工为辅的思想指导下,认真做好工作分析、岗位评价工作,采取混合政策的市场薪酬水平,同时,在需求层次理论的指导下,根据经营管理人员、一般管理人员、技术人员及操作人员对企业的贡献不同采取了不同的薪酬结构设计,调整了特殊人群的固定工资和浮动工资的比例,对经营管理人员实行年薪制,对技术人员和管理人员实行“双梯制”的职业发展通道,从而确保了薪酬制度的公平性、经济性、激励性,不同程度地鼓励了企业特殊人才的工作积极性和主动性,优化了企业的制度,提高了企业的核心竞争力。