報酬力量 的英文怎麼說

中文拼音 [bàochóulìliáng]
報酬力量 英文
reward power
  • 報 : Ⅰ動詞1 （告知; 報告） report; declare; announce 2 （回答） reply; respond; reciprocate 3 （答謝）...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 力 : Ⅰ名1 （力量; 能力） power; strength; ability; capacity 2 [物理學] （改變物體運動狀態的作用） forc...
  • 量 : 量動1. （度量） measure 2. （估量） estimate; size up
  • 報酬 : reward; remuneration; pay
  1. We sixth, namely last the responsibility, is responsible for the shareholder, the company certainly must make a profit the growth, must breed the reserve fund, must conduct the research, the development has the risk spirit the plan, pays the wrong price, must prepare in advance for the adverse circumstance, pays the suitable tax money, purchases the new machine, the building new workshop, promotes the new product development new sale plan, we must test the new conception, we after this all responsibilities, the shareholder should obtain the fair return rate, we were determined under the mercy god assistance, we biggest strength completes these duties

    我們的第六個即最後一個責任，是對股東負責，公司一定要獲利成長必須孳生準備金必須進行研究，開發有冒險精神的方案，支付錯的代價，必須為逆境預作準備，支付適當的稅款，購買新機器，建築新廠房，推出新產品開發新的銷售計劃，我們必須實驗新的構想，我們盡到這一切責任后，股東應該得到公平的報酬率，我們決心在慈悲的上帝協助下，盡我們最大的力量完成這些義務。
  2. It is desirable for all related insiders and outsiders to discern all potential risk in advance. this paper, with the adoption of special treatment resulted from abnormal financial position as the indicator of financial distress, the univariate variable analysis and multiple variable analysis as the research approach and some financial ratios as variable, tries to find an optimal financial distress prediction model of chinese manufacturing listed companies based on public accounting data. our finding demonstrate that five general financial ratios and three ratios concerning the cash flow have better predicting ability, the erroneous classification ratio are low. these five general financial ratios are earning per share, return on net assets, return on gross assets, growth rate of net profits, growth rate of net assets ; the three ratios concerning the cash flow are net cash flows from operating activities per share, net re - earnable cash flows / current liability, net cash flows from operating activities / net profit

    研究結果表明，在單變量分析中，每股收益、凈資產收益率、總資產報酬率、凈利潤增長率、凈資產增長率這5個財務比率的錯分率較低、預測能力較強；經營活動凈現金流量與凈利潤之比、每股經營現金流量、可重復賺取的現金凈流量與流動負債之比這三個現金流量財務比率對于預測上市公司財務困境具有有效性；多變量分析中，應用費雪判別分析和典則判別分析得到兩個判別模型，在典則判別分析中，應用兩種方法確定所建模型的最佳分界點，檢測證明應用所得兩個判別模型進行財務困境預測的準確率很高。
  3. Secondly in enterprise valuation cost method should proceed with book value of the financial statement, regard market value as adjusting orientation and reduce application range of cost method. when income method is adopted, four principles should be paid attention to : a : stage - by - stage income model should be used which is made by early stage income current value added by later stage income increase. b : net profit and net cash flow should be the majority of income volume

    其次為：企業價值評估採用成本法應從財務報表的賬面價值入手、以市場價值為調整目標、減少成本法的應用范圍；採用收益法應以前期收益現值加後期收益額遞增的分階段收益模型，收益額以凈利潤、現金凈流量為主，收益預測以企業未來發展潛力分析為前提的銷售收入預測為主導，折現率堅持不低於無風險報酬率等四項原則，系數以回歸方程的測算為主；市場法中參照物企業選取應以同行業企業為基準、擴大數據來源，注重評估比率可靠性驗證、利用多種比率的配合等。
  4. This chapter discusses the concept, measurement and the way of enhancing agricultural performance of technological change. chapter 7 inquires into agricultural performance of scale. firstly, the author discusses the concept of economic scale, returns of scale and economic performance of scale ; then studies the measurement of economic performance of scale ; finally analyses the level of economic pe rformance of scale of farm households in binzhou

    第七章農業經營規模與經濟效益規模經濟效益是指由於規模變動所引起的經濟效益的提高，或者說是由生產力諸因素集約度的變動所引起的投入產出率的提高，本章主要界定與農業規模效益相關的概念;根據規模報酬的三種情況，提出規模效益的計量方法;在定量分析濱州市農戶種植業規模效益的基礎上，研究分析農業適度規模經營的組織形式、推進機制及其在提高農業經濟效益中的作用。
  5. ( 4 ) in the research of the correlation between farmer ' s human capital and igfh, the influence of farmer ' s educational degree and technique training to igfh was positively analyzed, it shows that : ( das while as the educational degree of familial main labor is increasing, income of farmer household is growing ; in the meanwhile the correlation between educational degree of familial main labor and farmer ' s income from high technique industry is obviously demonstrated ; ( 2 ) farmer ' s per labor income is increasing as general educational degree of familial labors is increasing, also farmer ' s income is quicken - up as their years of schooling increasing, and farmer ' s per labor income is not strongly correlated with some lines of business ; ( d as for familial labor trained for an special profession, the farmer who received training has more income, also illiterate households had more income after being trained compared with high - schooling households

    （ 4 ）在農戶人力資本與其經濟收入增長關系的研究中，實證分析了勞動者文化程度和職業技術培訓對農戶經濟收入增長的作用。結果表明：隨家庭主要勞動者浙江大學博士學位論文農戶投資對其經濟收入增長的作用研究一一以山西省為例文化程度的提高，家庭人均純收入呈增長趨勢，同時主要勞動者文化程度與勞務收入以及在技術含量較高產業的收入之間表現出較強的相關性;隨家庭勞動者綜合文化程度提高，勞均純收入呈增長趨勢，且表現出較為明顯的遞增報酬關系，但與家庭經營內部一些業別的勞均收入之間呈現弱相關性;從農戶家庭勞動者接受職業技術培訓情況看，總體上接受培訓的農戶收入高於沒有接受培訓的農戶收入，且文盲戶接受培訓后收入增長較高中以上戶顯著。
  6. The results show : in 13 possible variables, operating fund ratio, stock turnover ratio, total assets turnover ratio, rate of return on total assets and rate of retained profit to total assets have an important influence on finance and the accurate rates of our models are 86. 8 % for - 0 - year data and 79. 82 % for - 1 - year data

    結果表明： 13個變量指標中，反映資產流動性的營運資金比率，反映資產經營能力的存貨周轉率、總資產周轉率以及反映企業獲利能力的資產報酬率、累計盈餘對于企業的財務有著重要的影響，其預測的準確性在0年達到86 . 8 ， 1年達到79 . 82 。
  7. The paper points out that under the condition of knowledge economic the operator ' s incentive payments should sufficiently take economic surplus and capital stock into accounts and construct a new incentive mechanism based on human capital property right

    在知識經濟條件下，經營者的激勵報酬應充分考慮經營者人力資本存量、經濟剩餘索取、人力資本股。
  8. After numerous painstaki ng analysis and proof, i " ve got the following conclusion : competition pressure and relative payment are the two key factors whose inter relationship determines the working motivation of differ. errt mass teachers

    通過對大量的實際材料的分析和論證，本研究得出以下結論：競爭壓力和相對報酬之間的相互關系是決定不同教師群體工作積極性大小的兩個關鍵因素。
  9. The payments for capital and labor are totally set by market power and capital ( labor ) suppliers of any firm have no power to alter the transaction terms with its labor ( capital ) suppliers to their advantage and thus every firm generate zero economic profit. every firm ' s value is equal to the sum of the market prices of the human assets and physical assets that it use and thus the formation and disbandment of a firm have no influence on the interest of any of its members. through an efficient comparison of production within the firm and the scattered individual production coordinated through markets, the dissertation reveals that the origin of the power relationship phenomenon within the firm is that the suppliers of the resources to the firm in real world are unable to enter into legally binding complete contracts as walras assumed

    在一般均衡範式中，企業是一個追求利潤最大化的原子；企業的生產過程被描述為一個「黑箱」 ，它自動地、無摩擦地把任何一組投入轉化為既定的技術約束下所能生產的最高產出；資本和勞動僅僅是生產過程中不同類別的投入，它們之間的關系是對稱的，它們各自的報酬都是完全由市場整體的力量決定的，任何一個企業的資本（勞動）提供者都不可能為了增進其自身的利益而改變與勞動（資本）提供者的交易條件，從而任何一個企業產生的經濟利潤都為零；任何一個企業的價值都等於該企業使用的人力資產和非人力資產的市場價格之和，組成一個企業不會增進任何參與人的收益，解散一個企業也不會降低任何參與人的收益。
  10. Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital

    為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。
  11. By analyzing how accounting information acts upon the compensation of managerial incentive contracts, this author holds that accounting information can be employed to evaluate and compensate managerial efforts, and then further explores approaches to performance measurement, the importance and limitations of the relative performance evaluation ( rpe )

    通過對會計信息在管理者報酬激勵契約中作用方式的研究，提出根據會計信息可以評價和激勵管理者努力工作，並進一步探討如何更好地選擇業績衡量方法及相對業績評價（ rpe ）的重要作用及缺陷。
  12. Hl ltd. in yangzhou, reformed from a state enterprise, is a trade company of small scale. and it encountered logjam these years. besides a fiercer competition and an uncompleted reincarnation, the root cause is the failure to establish an inspiration policy for the entrepreneurs, especially payment policy, which needs improvement in the way of methods, structures, quantity and evaluation

    揚州hl有限責任公司是一家由國有企業改制而來的小型貿易企業，這幾年企業發展出現了停滯狀況，除了市場競爭激烈、企業改制不夠徹底等因素外，一個很重要的原因就是企業經營者作為人力資本的所有者、企業發展的關鍵要素，其激勵問題特別是報酬激勵問題沒有得到很好的解決，企業經營者報酬激勵的方式、結構、數量、如何考評等方面都亟待改進。
  13. With the design of performance management and salary system as the core, the " position group " concept is first introduced into the project ; by studying and analyzing the existing organization structure, the quantity and quality of existing human resources and the existing management methods, the system of key performance index ( kpi ) which will influence the success of an enterprise is established ; salary levels is decided by the performance of an employee, the salary paid is closely matched with the performance of employees

    該體系以績效管理和薪資體系設計為核心，首次引進了「職位族」的概念，對現有組織結構、人力資源的數量、質量及管理方法進行了認真研究和梳理，重建目標組織結構和結構核心流程，確定了影響企業成功的關鍵績效指標體系（ kpi ） ，按職位族、類的工作績效設定薪資層級，實現了工作績效與報酬匹配的目標。
  14. The international competitiveness of us companies declined and american scholars tried to find differences from germany and japan in corporate govemance. stockholders were unsatisfied with the high - level management rewards especially when the rewards were unrelated with the performance of the enterprise. a surge of corporate mergers swept the us nation wide, in which the hostile buying harmed the stocanolders " interest

    這一高潮的實踐背景在於：美國企業國際競爭力下降，美國學者在公司治理上與德日找差距；股東普遍對經理人員與日俱增的高報酬感到不滿，特別是經理人員的報酬並不總是與公司盈利的增長掛鉤；兼并浪潮遍及全美，大量敵意收購損害了股東利益。
  15. Finally, as a main basis to form objective system of sgee, a target system of sgee ' s briskness measure has been given out simply and clearly by those two results, the author has completed the four designs of sgee ' s em from principle structure to practical use, that is : the pressure em for worker ' s to be effectively consciousness the payment em based upon the conclusion in the research that the model of management by objective should be mainly adopted in sgee ; according to situation of sgee, this mechanism has feature of simple contribution estimation, and comprehensive measure about present and long term contribution of workers the concept em that could be used to greatly raise condensation force in enterprise the growth em that is favorable to bring up excellent talent finally, the ibm system as a exploratory, the rules of operation and regulation were put forward about ibm of sgee in this paper, include : influence factors of living cycle of iem laying and operating programs based on the need of practical uses a measure model of relation effect of iem, based on the newton second theorem regular ways to iem based on the control theory

    為尋找實用性較強的機制參數（變量） ，本文對發電企業內外部環境進行了分析，其中，內部環境分析以研究后重組的活力構成要素為線索展開，通過逐項延伸分析，簡明扼要地提出了發電企業活力衡量指標體系，作為形成發電企業目標樹圖的主要依據。以上兩方面的工作成果，使筆者最終完成了發電企業四項激勵機制從原理、結構到實用性的綜合設計，即： ?有效激發員工市場競爭意識的壓力激勵機制。 ?基於發電企業應當主要採用目標管理模式這一研究結論的報酬激勵機制，它的最大特點是簡化了績效評價，針對發電企業現狀，在機制中注入了人本管理思想，綜合考慮了員工對企業當前和長遠利益的貢獻。
  16. Finally, this chapter proposes an income - based approach to compare human capital input for 31 provinces of diverse output levels. we find that per - capita human capital input decreases from eastern area to western area in china

    本章最後提出了一種基於勞動報酬的人力資本投入計量方法，並運用該方法對我國各省市的人力資本投入，即生產中人力資本使用的情況進行了比較。
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