簡介：西南交通大學碩士學位論文中建保華建筑有限責任公司薪酬與績效考核體系設計姓名陳艷申請學位級別碩士專業(yè)工商管理指導教師譚德慶20050501西南交通大學碩士研究生學位論文第Ⅱ頁ABSTRACTTOSOMEEXTENTCOMPETITIONAMONGENTERPRISESISSUBJECTTOTHEIRCOMPETITIONFORHUMANLESONRCEFACINGTHEMOLEANDMORECOMPLICATEDENVIRONMENT，ENTERPRISESMUSTATTRACT，HOLD，ANDMAKEFULLUSEOFTALENTSBYDESIGNINGANDADJUSTINGTHEHUMANRESOU／CESYSTEM，ESPECIALLYTHESALARYANDPERFORMANCEAPPRAISALSYSTEMWHICHHASBECOMETHEKEYTOACQUIRECOMPETEPREDOMINANTTHISARTICLESELECTSCSCECPAULCONSTRUCTL0NC0LTDTOBETHEOBJECTOFRESEARCHTHEREFORE，THISARTICLEANALYSESTHEPRESENTSITUATIONOFTHISCOMPANY’SSALARYANDPERFORMANCEAPPRAISALSYSTEMSOASTOFINDOUTITSMAINPROBLEMONTHISBASIS，WEUSETHEADVANCEDLEVELOFMODEMHUMANRESOU2CEMANAGEMENTANDAPPLYOTHERSCIENTIFICMETHODSOFDESIGNINGSALARYANDPERFORMANCEAPPRAISALSYSTEMTOBUILDASALARYANDPERFORMANCEAPPRAISALSYSTEMTHATACCORDSWITHCSCECPAULCONSTRUCTIONCO，LTDANDADAPTSTOMARKETECONOMYWHILETHESYSTEMOFTHESALARYISDESIGNED，WEHOLDTHEPRINCIPLETHATITISFAIRINTHECOMPANYANDITISCOMPETITIVECOMPAREDTOOTHERCOMPANY，STARTINGFROMJOBDESCRIPTIONANDPOSTAPPRAISALTOBUILDTHESYSTEMOFSALARYBASEDONPOSITIONAPPRAISAL，CONSEQUENTLY，POSTAPPRAISALISTHEKEYOFTHISSYSTEMACCORDINGTOTHISCOMPANY，WETAKETHREEKEYELEMENTLAWSTOASSESSPOSTWHICHMAKESTHESALARYSYSTEMMORERATIONALANDSCIENTIFICWHILETHEPERFORMANCEAPPRAISALSYSTEMISDESIGNED，WEUSEBALANCESCORECARDBYDISASSEMBLINGTHESTRATAGEMTODIFFERENTDEPARTMENTSANDRANKS，THEGUIDELINEISDECIDEDBYKEYPERFORMANCEINDICATESKPITHISPERFORMANCEAPPRAISALSYSTEMISBUILTBASEDONBSCWHICHDISASSEMBLEDACCORDINGTOEFFECTCAUSERELATIONSHIPATLAST，THISARTICLEEXPLAINHOWTOUSEPERFORMANCEAPPRAISALACHIEVEMENTINSALARYBYALLEXAMPLE，ANDTAKESALARYANDPERFORMANCEBOUNDEDTOGETHER，INCREASETHEPROPORTIONOFPERFORMANCESALARYINTOTALSALARYBYDOINGTHIS，ITMAKEFULLUSEOFLIMITEDRESOURCESTOMAXIMALLYIMPROVEEMPLOYEES’ENTHUSIASMTHISARTICLEFOCUSONTHECOMBINATIONOFTHEORYANDPRACTICE，QUALITATIVE

簡介：西北大學碩士學位論文上市公司高管人員薪酬設計姓名樊燕申請學位級別碩士專業(yè)工商管理指導教師何煉成20020101ABSTRAETTHECOMPETITIONFORTALENTSISTHEVERYFBCUSONWHICH6RMSDUTHOWTOSETUPANEFFECTIVEINCENTIVEMECHANISMTOGIVEPLAYTOTHETOPMANAGEMENTTHECOREOFANRM，ISTHEKEYTHATCONCERNSTHESURVJVALANDDEVELOPMENTOFTHEFLRMFORAIISTEDCOMPANY，THISISOFSPECIALIMPORTANCEBEINGONEOFTHEEARLIESTLISTEDCOMPANIESINXI’AN，SHANJIEFAN2GROUPSLIMITEDCOMPANYISALSOFACINGTHEPROBLEMOFHOWTOGIVEP18YTOTHETOPMANAGEME力T’SINITIATIVESANDTHUSACHIEVESUCCESSOFITSSECONDTAKINGOFFBASEDONTHISOBJECTIVE，ANDUNDERTHEGUIDANCEOFTHEORIES，THISDISSERTATIONDESIGNSACOMPENSATIONSYSTEMTHATNTSSHANJIEFANG，HOPINGTOGIVESOMEINSTRUCTIONSTOTHEDEVELODMENTOFTHECOMPANYTHISDISSERTATION，矗RST，PRESENTSTHEDEFINICJONOFTOPMANAGEMENTANDBASEDONTHEANALYSISOFTHENATUREOFTHEIRWORKANDTHEIRBEHAVIORALF色ATURES，THISDISSERTATIONIDENTINESTHAT，TOMAKESURETHATTHETOPMANAGEMENT’SBEHAVIORALFEATURESSATISFYTHESHAREH01DERS，ITISNECESSARYTOPERF色CTAIISORTSOFMECHANISMS；PRACTICETHELABORBASED1CENTIVECONCRACTBETWEENTHEOWNERANDTHETOPMANAGEMENT；ANDMOTIVATETHEMTHROUGHRATIONALCOMPENSATIONSDUETOTHECOMPLEXOFTHETOPMANAGEMENT’SWORKANDTHUSTHECOMPLEXOFTHEIRCOMPENSATIONDECISION，WENEEDSYSTEMATICTHEORJESINDESIGNLNGTHECOMPENSATIONMECHANISMACCORDINGTOTHETHEORIESOFNUMANRESOURCES，INMODERNPRODUCTIVEFORCESSYSTEM，TAIENTS，WHICHFEATUREINTELLECTUALLABOR，ARENOTONLYTHEPRODUCTIONFACT6RINAGENERALLABORSENSE，BUTALSOTHECAPITAIFACTORTHATHASTHEANDROGENICFUNCTLONOFAPPRECIATION；THEPROPERTYRIGHTSOFADVANCEDHUMANCADITALARECOMPLETEPROPERTYRIGHTS，WHICHDETERMINESTHATTHETODMANAGEMENTHASTHERIGHTTODECIDE“WHATTODO’’AND“HOWMUCHTO7夕

簡介：大連理工大學碩士學位論文遼化保運分公司人力資源管理研究獎酬制度設計與績效考評初探姓名高向東申請學位級別碩士專業(yè)工商管理指導教師吳偉20030901ABSTRACTFOUNDEDINMARCH2001，THELIAOHUARUNNINGSERVICECORPORATIONWHICHOPERATIONALCONDITIONSAREUNOPTIMISTICISANEWENTERPRISEWITHALONGHISTORY．BECAUSETHECORPORATIONCONTINUESTOUSETHETRADITIONALMANAGEMENTMODEL，HUMANRESOURCEMANAGEMENTOFTHECORPORATIONISUNSUITABLEFORTHEDEVELOPMENTOFTHECORPORATIONANDTHEDEMANDOFMARKETCOMPETITION．INORDERTOENHANCETHEENTERPRISE’SCORECOMPETITIONCAPACITYANDTOIMPROVETHECONDITIONOFHUMANRESOURCEMANAGEMENT，THEPRESENTCONDITIONOFHUMANRESOURCEOFTHEENTERPRISEISSURVEYED．ATTHESAMETIME，TWOASPECTS，THATISREWARDDISTRIBUTIONSYSTEMANDCHECKACHIEVEMENT，ISCONCERNEDEMPHATICALLY．THETHEORYOFHUMANRESOURCEMANAGEMENTISUSED．THEMVANCEDEXPERIENCEOFDOMESTICANDOVERSEASISREFERREDTO．111EPROBLEMOFENTERPRISE’SREWARDDISTRIBUTIONSYSTEMANDCHECKACHIEVEMENTISANALYZED．THEMETHODOFSOLVINGTHEPROBLEMANDINITIALIMAGINEISPUTFORWARD．THECONTENTOFTHEARTICLEHASBEENDIVIDEDINTOSIXPARTS．PARTONEISEXORDIUMFORINTRODUCINGTHERESEARCHBACKGROUNDANDPRACTICALOFTHESTUDYONTHEPROBLEM．INPARTTW6，THESTUDYTENDENCYOFHUMANRESOURCEMANAGEMENTISANALYZED．THEDIFFERENTMODELOFHUMANRESOURCEMANAGEMENTINAMERICA,JAPAN,GERMANYANDKOREAISINTRODUCED．INPARTTHREE，THEPRESENTRUNNINGCONDITIONANDPROBLEMOFHUMANRESOURCEMANAGEMENTOFLIAOHUARUNNINGSERVICECORPORATIONISANALYZED．INPARTFOUR,THECORPORATIONSREWARDDISTRIBUTIONSYSTEMISPLANNEDANDDESIGNEDAGAINSTTHEPRESENTPROBLEMINREWARDDISTRIBUTIONSYSTEM．INPARTFIVE，SOMEPARTICULARMETHODSFORSOLVINGTHEPROBLEMOFCHECKACHIEVEMENTAREPUTFORWARDAGAINSTTHESITUATIONANDPROBLEMINCHECKACHIEVEMENT．TLLISISONLYAINITIALEXPLORATION．INPARTSIX，ACONCLUSIONISGIVEN．KEYWORDSHUMANRESOURCEMANAGEMENT，INSPIRIT，REWARD，CHECKACHIEVEMENTIL

簡介：對外經濟貿易大學碩士學位論文保理業(yè)務的法律分析和產品設計姓名錢松申請學位級別碩士專業(yè)法律指導教師焦津洪200281亟圭芏笪堡塞堡堡些釜煎鎏堡坌塹塑亡晶超生利弊第一種符合國際慣例，但在現行的金融監(jiān)管和財稅體制下存在一定___。__‘一障礙。第二種突出了對銀行的保護，但法律結構復雜，操作成本較高。第三種現實可行，但對于銀行資產安全的保護力度欠佳?；诠P者的實踐探索和同業(yè)研究，就三種保理業(yè)務的產品設計、相關風險評估和法律分析進行了深入分析，拋磚引玉，目的在于明確保理業(yè)務和應收帳款融資業(yè)務的有關問題，推進國內理論和教學，為國內商業(yè)銀行推出符合自身特點的業(yè)務提供借鑒。

簡介：湖南大學碩士學位論文平高電氣公司經營者年薪制設計姓名馬大軍申請學位級別碩士專業(yè)工商管理（MBA）指導教師姚艷虹20040420ABSTRACTITISAHELPFULEXPLORATIONOFTHEENTERPRISES’INCOMEDISTRIBUTIONSYSTEMOFOURCOUNTRYTOIMPLEMENTMANAGERS’YEARLYPAYMENTSYSTEMOFTHESTATEOWNEDENTERPRISESANDITHASRECEIVEDTHEEXTENSIVECONCERNSOFVARIOUSCIRCLESOFSOCIETYTHEDISSERTATIONGIVESEXPLANATIONSANDANALYSESTOTHEOVERVIEWOFTHEYEARLYPAYMENTSYSTEMATFIRST，INCLUDINGTHEBACKGROUNDTHATTHEYEARLYPAYMENTSYSTEMAROSE，CONCEPTOFTHEYEARLYPAYMENTSYSTEM，DOMESTICANDFOREIGNRESEARCHINCURRENTSITUATIONFUNCTIONS，MEANINGSANDDEFICIENCIESEXISTINGINIMPLEMENTINGMANAGERS、YEARLYPAYMENTSYSTEMOFENTERPRISESESPECIALLY，THEDISSERTATIONENUMERATESANDANALYSESTHEDOMESTICMAINYEARLYPAYMENTSYSTEMMODELSINTHEPARTOFDOMESTICANDFOREIGNRESEARCHINCURRENTSITUATIONTHEDISSERTATIONCARRIESONTHESYSTEMATICDISCUSSIONTOTHEYEARLYPAYMENTSYSTEMINPRACTICE，THENINTHEFOREIGNPART，THEDISSERTATIONGIVESEMPHASISTOTHEEXPLANATIONSANDANALYSESOFTHEPROCESSES，MEASURESANDIMPLEMENTINGEFFECTSINTHEYEARLYPAYMENTSYSTEMPRACTICEOFAMERICA，GERMANYJAPAN；ANDINTHEDOMESTICPART，THEDISSERTATIONPUTSSTRESSONTHERESEARCHOFTHERELEVANTPOLICIES，MEASURES，STATISTICS，IMPLEMENTINGEFFECTSANDEXISTINGPROBLEMSINTHEYEARLYPAYMENTSYSTEMPRACTICEINSHANGHAI，SHENZHEN，WUHAN，SICHUANTHEDISSERTATIONINTRODUCESTHEGENERALSITUATIONOFHPECATFIRSTINCHAPTERTHREEITGIVESANALYSISANDEXPLANATIONSTOTHECURRENTSITUATIONSANDQUESTIONSHAVINGGOONOFTHEYEARLYPAYMENTSYSTEMOFTHESENIOREXECUTIVESOFTHECOMPANYTHENTHEDISSERTATIONPUTSFORWARDTHEGOALOFTHEIMPROVEMENTOFTHEYEARLYPAYMENTSYSTEMATTHEENDOFCHAPTERTHREEITISTHEFOCALPOINTOFTHEDISSERTATIONTODESIGNTHEMANAGERS’YEARLYPAYMENTSYSTEMOFHPECTHEDISSERTATIONGIVESDETAILEDANALYSISANDEXPLANATIONSTOTHEBASISANDTHEPRINCIPLEOFTHEDESIGNFORYEARLYPAYMENTSYSTEMANDALSOTHESELECTIONOFPARAMETERSREFLECTINGMANAGEMENTRESULTSTHERELEVANTDATAGATHEREDFROMTHESTATEOWNEDENTERPRISESINHENANPROVINCEIS180USINGTHEDATAANDTHESOFTWARESPSS100，AMULTIPLEREGRESSIONMODELBASEDONTHEFACTTHATTHEYEARLYPAYMENTDATABEINGTHEDEPENDENTVARIABLEISBUILTTHEMODELISCONSIDEREDTOBERATIONALTHROUGHKINDSOFSTATISTICALTESTSAFTERWARDS，60DATAFROM10ENTERPRISESNEWLYCOLLECTEDISUSEDTOCARRYONTHEPRACTICABILITYTESTOFTHEMODEL，RESULTSINDICATETHATTHEⅡ

簡介：山東大學碩士學位論文我國上市公司董事會、高管層分析及激勵機制設計姓名侯薇申請學位級別碩士專業(yè)企業(yè)管理指導教師楊蕙馨20050331中文摘要世界多級化和經濟全球化趨勢，預示國家的綜合國力競爭日趨激烈經濟實力是綜合國力的重要因素，上市公司經營業(yè)績的好壞是國家經濟狀況的“晴雨表”，自然要受到人們的關注作為經濟體制改革的重要內容，現代企業(yè)制度的建立和完善，要求公司法人治理結構必須規(guī)范運作我國企業(yè)在這快速變化的國際經濟大環(huán)境中如何調整才能抓住機遇，怎樣變革才能應對挑戰(zhàn)，更是值得人們思考和探索的。本文著重對我國上市公司董事會、高管層的現狀進行分析研究，在闡述公司治理出現的背景及分析工具委托代理理論的前提下，重點地回顧國內外研究學者對公司治理的研究成果，與我國上市公司治理結構的現狀相對應；并利用上市公司數據，以2003年12月31日前在上海和深圳證券交易所上市的近千家公司為研究樣本，對3個年度的平行數據PANELDATA進行分析，描述了公司董事會和高管層的規(guī)模、結構與行為等所表現出的特征，同時也對我國上市公司的治理結構效率與績效的關系進行檢驗。研究結果發(fā)現，從我國上市公司的數據得出的結論與經典理論推導出來的并不一致，我國上市公司的治理受控股股東控制，國有資產委托代理關系的缺陷、股權結構不合理、內部人控制和激勵約束機制的不健全等因素的影響。主要表現為董事會持股比例之和偏低，大多數董事長個人并不持有本公司的股票，表明我國上市公司沒有采用長期股權作為主要激勵手段，很多董事長只是高級的打工族。高層管理人員持股總量相當低，平均還不足公司總股本的O5‰總經理持股數量更是小于LGO，這樣經理帶的團隊很容易產生短期行為，影響公司發(fā)展的后勁?？偨浝砼c董事長兩職分設情況是2000年占709％、2001年上升到725％、2002年回落到709％，這些比例顯示出我國上市公司董事長與總經理權責分工總體趨勢向規(guī)范化、明晰化發(fā)展。十大股東持股比例在3590％之間，還有一半的企業(yè)，第一大股東所持股份占十大股東所持比重的80％以上。反映了我國上市公司的股權集中現象十分嚴重在檢驗結果的基礎上，提出我國上市公司治理的對策和思路，主要包括實2

簡介：本文介紹了保國鐵礦管理信息系統(tǒng)的設計與開發(fā)，全文共分五章。第一章，介紹了MIS的發(fā)展歷史、應用、界面特點及開發(fā)方法；在認真、細致、深入調研的基礎上，介紹了保國鐵礦情況。第二章，介紹了保國鐵礦MIS系統(tǒng)各個具體模塊的結構、功能、概要解決方案，并介紹了客戶端開發(fā)工具POWERBUILDER80及選用的數據庫SQLSERVER2000。第三章，介紹了計算機網絡的相關知識，結合保國鐵礦的具體情況，為保國鐵礦建立了網絡方案，采用星型拓撲結構。第四章，介紹了數據庫的設計方法，同時根據調研所得資料詳細地設計了系統(tǒng)模塊及其基本功能和相關的數據結構。第五章，結合具體界面介紹了所開發(fā)的軟件的特點，如查詢功能強大、界面友好、使用方便、安全性、適應性強、糾錯功能及報警功能等特點。系統(tǒng)采用客戶服務器CLIENTSERVER結構，WINDOWS2000ADVANCEDSERVER作為網絡操作系統(tǒng)；采用面向對象的開發(fā)方法，其基本結構是對象，將數據結構與對象的行為都封裝在一個實體中，這種方法相比于面向過程的開發(fā)方法，有著很大的優(yōu)越性。經過現場測試表明本系統(tǒng)完全達到了用戶的要求，并具有很好的推廣價值。該系統(tǒng)的運行使企業(yè)信息共享、降低成本、增強市場競爭能力。

簡介：內容提要目前中國經濟的發(fā)展正處在一個轉軌時期，國有控股上市公司的改革成敗關系到今后中國經濟發(fā)展的方向，在企業(yè)的改革過程中公司治理是關鍵，而在公司治理制度中如何調動“人”的積極性，特別是高管層的積極性，使高管個人的目標與企業(yè)目標有機結合卻是激勵機制必須要解決的問題。但由于我們的大部分國有控股上市公司是從計劃經濟轉軌而來，對高管的激勵大部分仍采用老一套機制，即精神為主、物質為輔，講究奉獻精神。在改革初期，這套機制起了一定作用，但進入二十一世紀后，由于外資企業(yè)和私營企業(yè)的發(fā)展壯大，形成了對人才市場的強烈需求，不同性質的企業(yè)表現在高管層的薪酬上差異特別明顯，且大部分國有控股上市公司對高管層的激勵仍以短期為主，而在中長期激勵建設方面基本是空白，這極易導致企業(yè)高管的短期決策，使高管在追求實現自身價值最大化的同時損害國家或其他股東的利益。本文借鑒西方發(fā)達國家在激勵機制建設方面的經驗，結合我國國情和企業(yè)的改制現狀提出了目I1IJ國有控股上市公司激勵機制設計理念即在我國市場經濟還不完善和個體物質條件還不豐富的情況下，對公司高管層的激勵應以薪酬激勵為主，滿足其個體的物質需求，輔以其他激勵方式，以充分調動其工作積極性，使其個人目標和企業(yè)目標有機兼容在薪酬激勵機制的設計過程中，應以中長期激勵為主，短期激勵為輔的理念作為設計的基礎，借鑒西方股票股權激勵的成熟經驗，設計符合現階段中國國有控股上市公司的激勵模式。即可以將現在中國現存的短期激勵與股票股權或期權聯(lián)合運用，如風險年金和高管持股一起或虛擬股權加MBO。且認為對高管的激勵應由董事會來運作，必須有與之配套的約束機制，必須改變大股東或高管自己激勵自己的方式。鑒于我國處在社會主義發(fā)展的初級階段，在激勵機制的建設方面還有很長的路要走，在企業(yè)探索激勵機制各種方法的同時，政府應逐步完善法制環(huán)境的相關建設，穩(wěn)步推進激勵機制理論的發(fā)展和模式的創(chuàng)新，在企業(yè)的外部產權和內在運行機制方面給予人充分的尊重和最大化挖掘人的潛能，使企業(yè)能獲得超額回報和實現可持續(xù)增長。關鍵詞上市公司高管層激勵機制股權期權虛擬股權INVIEWOFBEINGINTHEPRIMARYSTAGEOFSOCIALISMTHEREISSTILLALONGWAYTOGOBEFOREWECONSTRUCTTHEINCENTIVEMECHANISMWHILETHEENTERPRISEEXPLORINGVARIOUSWAYSOFINCENTIVEMECHANISMTHEGOVERNMENTSHOULDPERFECTTHELEGALSYSTEMSTEPBYSTEPANDPUSHTHETHEORYDEVELOPMENTANDMODEINNOVATIONOFINCENTIVEMECHANISMFORWARDSTEADILYRESPECTPEOPLEANDTAPINTOTHEIRFULLESTPOTENTIALINTHEASPECTOFOUTSIDEPROPERTYRIGHTANDINSIDEOPERATIONALMECHANISMSOTHATENTERPRISESCANGAINEXCESSRETURNSANDREALIZESUSTAINABLEINCREASEKEYWORDSLISTEDCOMPANYSENIOREXECUTIVESTOCKOPTIONINCENTIVEMECHANISMVIRTUALSTOCK

簡介：分類號Y932537密級編號幸軔大擎CENTRALSOUTHUNIVERSITY碩士學位論文論文題目湖贏笪贏婆擄Y鶯鞘暴麟調整方案設計與實施分析學科、專業(yè)玉煎簧理研究生姓名熙劍麓導師姓名及專業(yè)技術職務最熏騫然爨2005年5月ABSTRACTALONGWITHTHEDEVELOPMENTOFMERCHANDISEECONOMYOFOURCOUNTRYWITHHIGHSPEED，MODERNMARKETCHANNELSATECONCEPTALREADYDOESNOTBESIMPLEPRODUCTSALESAGAINPOSITION，FIMCTIONANDTHEROLEOFSALECHANNELHAVECHANGEDSIGNIFICANTLYTHISPAPERWHICHISTAKINGHUNANGAOSHASWEETSFACTORYASREPRESENTATIVE，HASELABORATEDTHEBENEFIT，CERTAINTYANDNECESSITYOFCHANNELADJUSTMENT，ANDDISCUSSEDHOWTOPROMOTEENTERPRISECOMPREHENSIVECOMPETITIVEABILITYBYCHANNELADJUSTMENT。HUNANGAOSHASWEETSFACTORYLETSTHEOLDPROVINCIALLEVELDEALERBECOMECENTRALMARKETBUSINESSMENANDTAKETHERESPONSIBILITYFORTRANSPORTATIONANDSTOREHOUSETHROUGHGRAFTINGMODEMCHANNELREASONABLYTHEFACTORYISCARRYINGOUTTHEMULTIVARIATECOMBINATIONCHANNELPATTERNANDIMPLEMENTINGLEADINGCHANNELSTRATEGYSTEPBYSTEPTHROUGHENTERINGRETAILTERMINAL，SATISFYINGCUSTOMERDEMANDWITHMINIMUMCOST，THEMOSTRAPIDSPEEDANDTHEBESTSERVICE，HUNANGAOSHASWEETSFACTORYISESTABLISHINGLEADINGPOSITIONINTHEMARKETITISONLYCONSTANTTRUTHTOCHANGETHEREFORECONTINUOUSCHANNELADJUSTMENTSTRATEGYISETERNALTHEMEATTHESAMETIME，CHANNELADJUSTMENTISLIKETHEGAMEOFASKIINGOFHIGHMOUNTAIN，BESIDESAVOIDINGDANGERCONSTANTLYWITHSHARPFEELINGANDGLOBALFIELDOFVISION，WHICHISSTILLBEINGBALANCEDINSPORT，TRANSFORMINGOINGFORWARDKEYWORDSMODERNSALECHANNEL，TRADITIONALSALECHANNEL，。MULTIVARIATECOMBINATIONSALECHANNEL

簡介：本文重點討論了銀行高可用性數據系統(tǒng)建設中的關鍵技術和系統(tǒng)的設計實現。結合筆者的工作，特別討論了數據備份和恢復中的存儲技術、SAN技術和ACLE數據庫的備份恢復技術，針對這些技術的特點以及原有冗余策略的缺陷，創(chuàng)造性地提出了建立基于鏡像和ACLE數據恢復技術的冗余策略，并將此策略用于高可用性數據系統(tǒng)的實現，最終取得了滿意的效果，解決了原有冗余策略出現的數據不一致性問題，進一步保證了數據的高可用性。介紹了系統(tǒng)的總體結構，基于鏡像和ACLE數據恢復技術的冗余策略的實現，部分子系統(tǒng)的實現技術和方法。同時針對數據系統(tǒng)建立了可用性的數學模型，進行了安全性、可靠性、可用性的分析和預測，并對系統(tǒng)性能進行了全面的測試。

簡介：東南大學碩士學位論文績效考核制度設計對國企高管行為影響的研究以國企績效考核制度改革為例姓名陸國曉申請學位級別碩士專業(yè)工商管理指導教師仇向洋時巨濤20061201THEEFFECTSOFAMERITSYSTEMONTHEBEHAVIORSOFHIGHLEVELMANAGERSINSTATEOWNEDENTERPRICESACASESTUDYOFMERITSYSTEMREFORMCJRADUATELUGUOXIAOSUPERVISEDBYQIUⅪ缸GYANGSHIJUTAOSOUTHEASTUNIVERSITYBSTRAOTTHEINCENTIVEANDCONSTRAINTOFSERLIORMANAGERSINENTERPRISESHAVEBEENARECOGNIZEDDIFFICULTPROBLEMNOWADAYS，THERESEARCHOILTHISTOPICIS脅TWO硝P。CTSONEISFROMTHESTRUCRNEOFCOMPANYGOVERNANCEANDTHEOTHERISFROMTHEINCENTIVESYSTEMTHEFORMERISTESOLVETHEPRINCIPALAGENTPROBLEMAFTERTHE‘‰RIGHTS’BEINGSEPARATEDANDTOENSURETHATTHEAGENTCANNOTDAMAGETHEBENEFITSOFPRINCIPALTHATISHOWTOAVOIDTHEPBENOMENONOF‘‘。CONTROLOFINNERPEOPLE”THELATTERIST0ENSURETHEENLRCPRENEURWORKSHARDUNDERTHESITUATIONOFASYMMETRICINFORMATIONMAKES眥OFTHEHUMANRESOURCESSUFFICIENTLYANDPREVENTSFROMLOAFINGOLLTHEJOBANDNEGLECTINGTHEDUTYUNDERTHEDIFFERENTINSTITUTIONALDESIGNENTREPRENEUR’SBEHAVIORWILLHESHOWNINDIFFERENTWAYSTHEMAINCONTENTOFTHISPAPERISTOMAKECLEARTHATTHEEFFECTTOTHESENIORLNANAGER’SBEHAVIORWHICHTHEPERFORMANCETESTINSTITUTIONSHAVEMADEUNDERTHECONSTRAINTTHATTHEM柚A曲喀SYSTEMSOFSTATEOWNEDENMADRISEARESUSTAINEDTHISPAPERHAVETRACKEDBACKTOTHEEOU／∞OFTHECHANGEOFTHEMANAGINGSYSTEMANDTHEINCENTIVESYSTEMINSTATEOWNEDENTERPRISE，CHECKEDUPTHEFEATUREANDEFFECTOFBEHAVIORSOFTHESENIORMANAGERSINSTATEOWNEDENTERPRISES，ANDHAVEANALYZEDTHECALL鴕OFTHEPROBLEMSATTHES柚ETIME，THISPAPERHAVEARGUEDTHEPROBLEMSAPPEARINGARERTHEMANAGEMENTCOMMITTEEOFSTATEASSETSESTABLISHEDANDTHE“TEMPORARYREGULATIONOFTHER耐ORMANCETESTOFTHEENTRCPRORLEURS’’A嫡醒CE山ANDALSOHAVEINTRODUCEDTHEWORKOFTHEMANAGEMENTCOMMITTEEOFSTATEASSETSOFJIANGSUPROVINCETHISPAPERALSOMVANCEDSOMESUGGESTIONSFORTHEPROBLEMSKEYWORDSSENIORMANAGERSOFTHESTALEOWNEDENTERPRISEMOTIVATIONTHEMERITSYSTEMIL

簡介：◎渤南鉀耘大尊碩士學位論文基于勝任特征模型的景德鎮(zhèn)高專就業(yè)指導課內容設計與教學研究學科專業(yè)堡壁魚塑堂途學位類型旦盤堂堂焦旦童些生焦論文編號樊益國掛絲塾蚯湖南師范大學學位評定委員會辦公室二零零六年五月第一部分文獻綜述。對基本概念、基本理論回顧和研究方法等的分析，做好課題的理論和思想的準備。第二部分模型的構建和教學實踐。通過文獻法、訪談法構建通用勝任特征模型，他們是自我察覺、自我調控、成就動機、移情、社交技巧五個部分，有針對性地確立就業(yè)指導課專題內容，制訂就業(yè)指導課教案、教學大綱和教學計劃，利用學?，F有的手段，形式多樣的組織實施教學。第三部分結果及分析。通過問卷，訪談，報告，測評等方式對實施教學實驗組實行前測與后測，并與相關系專業(yè)班作為比較，進行學員感受和數據對比分析，得出課程干預前后的變化，并對建立的模型和教學的收獲進行討論，提出上好今后就業(yè)指導課的一些建議。第四部分結論。開展勝任特征為內容的就業(yè)指導課對我校學生是有切實幫助的。高校素質教育的重要性。關鍵詞勝任特征模型就業(yè)指導教學設計素質教育Ⅱ

簡介：東北大學碩士學位論文安徽金保系統(tǒng)公共業(yè)務子系統(tǒng)的設計與實現姓名解林申請學位級別碩士專業(yè)軟件工程指導教師楊廣明于偉20070101東北大擘碩士學位論文BSTRCTDESIGNANDIMPLEMENTATIONOFPUBLICBUSINESSSUBSYSTEMABOUTANHUIINSURANCESYSTEMABSTRACTWITHTHEITGROWTHALLPROFESSIONSANDTRADESHOPETHEREISAMOREQUICKLYMUCHBETTERINFORMATIONSYSTEMINOURCOUNTRYTHENUMBEROFPEOPLEWHOJOINSOCIALINSURANCEGROWSVERYFAST，THEFUNDINCOMEANDEXPENSESABOUTSOCIETYINSURANCEISALSOINCREASINGBYRAPIDLY／NANHUIPROVINCEPEOPLESWHOJOINSOCIALINSURANCEISABOUT蜘MILLIONANDTHENUMBERSGROWTHISWITHOUTENDTHEOLDINSURANCESYSTEMWHICHDESIGNBASEDC／SSTRUCTUREALREADYHASNOWAYTOSATISFYTHEINCREASINGNUMBEROFPEOPLEWHOJOINTHEINSURANCEJAVALANGUAGEANDJ2EESYSTEMSTRUCTUREWHICHISBASEDONJAVALANGUAGEAREEXPANDINGBYRAPIDLYINRECENTYEARSJAVALANGUAGE’SCROSSPLATFORMANDJ2EE’SSTRUCTUREASWELLASCOMBININGWITHXMLTECHNOLOGYMAKEJ2EELXWOMETHEMOSTPOPULARTECHNOLOGYINDEVELOPINGENTERPRISEINFORMATIONSYSTEMSOIT’SVERYIMPORTANTTODEVELOPANINSURANCECOREPLATFORMWHICHISBASED011J2EETHISTHESISANALYZESTHEANHUIINSURANCESYSTEMBASEONDISEUSSJ2EEANDUNIEAPINSURANCECO∞PLATFORMUNDERTHETHINKINGOFMVC，DIVIDETHESYSTEMINTOMODEL，VIEWANDCONTROLMAXIMUMANALYZETHEPUBLICBUSINESSSUBSYSTEMANDCOMPLETETHEDATADICTIONARYANDFUNCTIONALMODULARITY’SDESIGNANDPERFORMEXCEPTTHEAPPLICATIONOFUNIEAP21，THEMOSTIMPORTANTTTANGISDEVELOPINGUNIEAP21INTOUNIEAP2，2THEMAINIDEAISTOCUTBUSINESSINTOSEVERALSTEPS，THISC鋤ERLHANCEREUSABILITYANDPRODUETIVITYINSIMILARPROJECTSTHESYSTEMTESTPROVIDETHATTHEWHOLESYSTEMHAVINGVERYGOODSTRENGTHSEALABILITYPORTABILITYKEYWORDSJ2EE；UNIEAP；SOCIALINSURANCE；MULTITHREADPROCESSING；INSURANCESYSTEMII

簡介：重慶大學碩士學位論文重慶移動BOSS系統(tǒng)三節(jié)點高可用性群集的設計與實現姓名蔣長彬申請學位級別碩士專業(yè)儀器儀表工程指導教師符欲梅路彥和20070406重慶大學碩士學位論文英文摘要TELECOMMUNICATIONLSONEOFTHEIMPORTANTINDUSTRIESINCHINAAS血ECOUNTRYECONOMYDEVELOPMENT，THETELECOMMUNICATIONINDUSTRYMAKESMORECONTRIBUTIONSTOOUTNATIONALECONOMYTHANBEFORENOWADAYS，THECOMPETITIONOFTELECOMINDUSTRYBECOMESMOREANDMORERIGOROUSINCHINAMEANWHILE，ALLOFTHETELECOMCOMPANYEXTENDSINVESTMENTSININFORMATIONMANAGEMENTSYSTEMTHEBOSSSYSTEMISAKEYSUPPORTSYSTEMTOTELECOMVENDORSANDITISALSOAMAJORPROJECTFORALLOFTHEVENDORSSOITISVERYNECESSARYTOENHANCETHEBOSSSYSTEM’SAVAILABILITYACCORDINGTOTHEREQUIREMENTSOFCHONGQINGMOBILEBOSSSYSTEM，THEHIGHAVAILABILITYCLUSTERFORTHESCAVERSISDESIGNEDANDIMPLEMENTEDINTHEDISSERTATIONINTHISDISSERTATIONTHEBOSSSYSTEM’SDEVELOPMENTISINTRODUCEDFIRSTLYTHENTHEAPPLICATIONINVESTMENTANDCONSTRUCTIONAREANALYZEDTHESIGNIFICANCEOFTHEBOSSSYSTEM’SSTABILITYISDISCUSSEDANDTHENNPROVEMENTOFTHERELIABILITYANDTHEUSABILITYOFBOSSSYSTEMBASEDONCLUSTERAREALSODISCUSSEDINTHEDISSERTATIONTHEDIFFERENTTOPOLOGYARCHITECTURESOFCLUSTERARECOMPAREDANDANALYZEDINTHEDISSERTATIONANDTHEBASICOPERATIONFRAMEOFCHONGQINGMOBILEBOSSSYSTEMAREINVESTIGATEDANDANALYZED，SUCHASAPPLICATIONFUNCTIONREQUIREMENTFORCOMPUTERHARDWAREPERFORMANCEDISKARRAY’SCAPABILITYSYSTEM’SI／0，NETWORKS’TOPOLOGYARCHITECTURE，IPADDRESS’PLANNINGDATABASEANDSOONTHENAHIGHAVAILABILITYCLUSTERWITLLTHREENODESARCHITECTUREISPRESENTEDFORCHONGQINGMOBILEBOSSSYSTEMACCORDINGTOTHEBOSS’CHARACTERISTICANDTHEREQUIREMENTSINRELIABILITYTHEPLANOFHIGHAVAILABILITYDUSTERWITHTHREENODESAREDESIGNEDANDTHEHARDWARECONFIGURATIONANDSOFTWARESELECTIONAREDESIGNEDINDETAILINTHISCLUSTERSYSTEM，CHONGQINGMOBILEBOSSSYSTEMISDIVIDEDINTOTHREERESOURCEGROUPS，THATISSUPPORTRCOUTCEMANAGEMENTGROUP，SUPPORTBUSINESSPROCESSGROUPANDRANGEPROCESSGROUPEACHRESOURCEGROUPHASASPECIALLOGICALIPADDRESS，APHYSICALSHAREDISKSTORAGESPACEASPECIALTYDATABASEANDITSAPPLICATIONPROGRAMEACHRESOURCEGROUPCANFREELYSWITCHAMONGTHECLUSTER’STHREENODESINADDITION，TOIMPROVETHEBOSSSYSTEM’SRELIABILITYTHEHOSTCOMPUTER’SHARDWAREAREDESIGNEDREDUNDANTLYSUCHASPOWERSUPPLYI／OBROADNETWORKCARDANDFABRICCARDLINKINGDISKARRAYOTHERWISEITADOPTSRAID5ANDRAID1TECHNOLOGYTOENSUREDISKARRAYDATA’SSAFETYTHELARGETAPEWAREHOUSEANDNETWORKⅡ

簡介：中南大學碩士學位論文步步高股份有限公司高管人員激勵機制優(yōu)化設計姓名喻新軍申請學位級別碩士專業(yè)工商管理指導教師陳建中20071001ABSTRACTTHISARTICLEBEGINSFROMANALYZINGTHEDEVELOPMENTSITUATIONANDTHEMICROENVIRONMENTITISFACING，USINGINCENTIVEMECHANISMASGUIDE，ITHASREVIEWANDSUMMARIZEMANYFACTORSIMPACTINGONTHEESTABLISHMENTOFEXECUTIVES’INCENTIVEMECHANISM，USINGTHEEXPERIENCEOFINCENTIVEONEXECUTIVESINTHEDOMESTICANDFOREIGNENTERPRISESASREFERENCE，COMBININGTHEBETTERLIFECOMPANY’SOWNSYSTEMFEATURESANDNOWTHEINSUFFICIENTOFEXECUTIVESREWARDINCENTIVEMECHANISMSFORALONGTERMPROBLEM，ITEXPLOITSANINCENTIVEMODELOF“ANNUALSALARYSHARESEMOTION’’WHICHISFITFORBETTERLIFECOMPANYEXECUTIVES，THEAIMISTOCHANGETHECURRENTEXECUTIVESINSUFFICIENTINCENTIVESANDTHEPOORRESTRAINSTATUS。AMONGTHESEPARATIONOFTWOOWNERSHIPS，EXECUTIVESPLAYAIMPORTANTROLEINTHECOMPANY’SSUCCESS，WHILETHEDESIGNOFTHEINCENTIVEMECHANISMHASADIRECTEFFECTTOTHEIRBEHAVIORGENERALLYSPEAKING，THEMOREEXTENTOFTWOOWNERSHIPSSEPARATION，THEBIGGEROFTHEEFFECTOFINCENTIVEREWARDTOSHRINKTHEDIFFERENCEOFTHEOWNERSAND恤EEXECUTIVESANDTODECREASETHESUPERVISECOSTINCENTIVEANDRESTRAINARETHETWOASPECTSOFAPROBLEM，WHENTHEINCENTIVEMECHANISMISOPTIMIZEDDESIGN，WHICHNEEDSNOTONLYTOCONSIDERAVALIDINCENTIVEMECHANISMFOREXECUTIVES，BUTALSOSETUPAPPROPRIATE，SUPERVISERESTRAINMECHANISM，INORDERTOGETAGOODINCENTIVERESULTTHEARTICLEREFERSTOTHEINCENTIVECOMPENSATIONASSESSMENTCRITERIASYSTEM，WHENITISTOBEDISCUSSED，SHOULDDIVIDEINTOLONGTERMANDSHORTTERM，NOTASAWHOLEFORSHORTTERMINCENTIVEPERFORMANCEINDEX