報酬科 的英文怎麼說
中文拼音 [bàochóukē]
報酬科
英文
ccs-
By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market
分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。Scientific cultivation, and even thorough cultivation, of the fruitful ground was unknown ; the natives relies chiefly on the bounty of nature unaided, and though the formosa farmer did obtain two, and even three, crops of rice a year, his harvest was not proportionate to his toil and his income was totally inadequate
不知道要以成果為依據的科學運作或完全地運作；當地人主要依賴從自然環境所賜的報酬而沒有加值的能力，雖然福爾摩沙的農民一年能有一獲，兩獲，甚至三獲，其收成與其耕種的土地是不相稱的，而其收入也完全不夠的。But the realizement of compensation plan bases on the operation of performance appraisal system. only appraises performance fairly, top executive can get the right pay
然而報酬計劃的真正實現依賴于績效評價系統的運行，只有科學公正地評價管理者績效，才有可靠的依據執行各種報酬計劃。Corell said, "my job, sir, merits better treatment than being sent away. "
科雷爾說：「長官，我的工作所應得的酬報總不應該是驅逐出境吧。」These suggestions include the reform of the present assessment system of the titles of technical posts and the gradual " adoption of the post employment system ; the deepening of the distribution system within university, the building of a more flexible rewarding system ; thorough understanding of the teachers " needs, the combination of material motivation and spiritual motivation ; the bui
這些建議包括：改革現行的職稱評聘制度，逐步推行教師崗位聘任制；繼續深化校內分配製度改革，建立柔性的報酬制度；深入了解教師需要結構，物質激勵與精神激勵相結合；建立科學合理的績效考評體系；優化內部環境，為教師創造公平的競爭機會。In handling the entire process of executive stock option, this article introduced “ manpower asset ”, “ manpower capital ”, “ convertible bonds convertible to executive stock option ”, “ deferred payment expenses ” and other accounting subjects, demonstrates every individual account ' s structure, and explain using an example to compare the difference between accounting systems at enterprises in general verses high tech enterprises
在整個經理人股票期權的會計處理過程中，本文引入了「人力資產」 、 「人力資本」 、 「應付債券? ?可轉換經理人股票期權債券」 、 「遞延報酬費用」等會計科目，對每一賬戶都進行了賬戶結構示範，同時以一具體示例解釋一般企業與高新技術企業之間會計處理的差別。In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively
本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。Therefore, considering the development history, the current situation, the theoretical results and the practical experience of the developed countries, this paper defines the economics meanings of the stock investment behavior and the stock speculation behavior. based on the technique economics analysis of price - earnings ratio of the stock market, referring to the developing current situation and practical experience of our country ' s stock market over the past years, the paper puts forward the definition of the synthesis price - earning ratio which is more adapted to the common stock market, by which we can measure the contribution to the stock market of the stock speculation and the stock investment of the recent years
鑒於此，本論文以發達國家股票市場的發展歷史和現狀，以及其理論成果和實踐經驗為研究藍本，對股市中的股票投資和股票投機兩大行為進行了科學的界定；在參考國內股票市場近幾年的發展現況和實踐經驗，並在對股票市盈率進行了技術經濟分析的基礎上，結合股票市盈率和社會資本平均報酬率，本文提出了更適合評價一般股票市場的綜合市盈率指標，通過對它的應用，可量化近年來股票投資和股票投機對我國股市的貢獻度。The neurosciences institute is a not - for - profit research center dedicated to " high risk - high payoff " research designed to discover the biological basis of higher - level brain functions in humans
神經科學協會是一個非營利性的研究中心，致力於「高風險?高報酬」研究，以發現人類更高水平的大腦功能的生物學基礎。Thus in the condition of information asymmetries and scarce human capital elements of professional managers, full understanding its effects faction in enterprise rent, the general principle that proprietary human capital is the main negotiating power base of managers ’ shares, and the inter - influence between its characteristics and reward distribution, are theoretically and practically significant for reasonable design of reward mechanism, for the realization of effective invigoration and restriction to the professional managers, for the resolution to the problem of client and agent and even for the advancement of the emprises ’ ability of general competition
因而在信息不對稱和職業經理人人力資本要素稀缺的情況下，充分認識其人力資本的特性與其生產要素的價值、其人力資本在企業租金創造中的作用、其專有性人力資本是職業經理人分享企業租金的主要談判力基礎的一般原理以及其人力資本特性與報酬分配的互動影響，對于科學合理地設計報酬機制、實現對職業經理人有效的激勵與約束、解決委託-代理問題乃至提升企業的整體競爭力有著不無重要的理論意義與現實意義。Knowledge is not only an endogenous variable, but also an exogenous variable, which is the base to understand the characteristic of the increasing or decreasing return of hi - tochnology in knowlodgc - bascd cconomy
知識既是內生變量，又是外生變量，這是理解高科技知識報酬遞增與遞減特點的基礎。Abstract : knowledge is not only an endogenous variable, but also an exogenous variable, which is the base to understand the characteristic of the increasing or decreasing return of hi - tochnology in knowlodgc - bascd cconomy
文摘:知識既是內生變量，又是外生變量，這是理解高科技知識報酬遞增與遞減特點的基礎。Want to give cadre of science and technology and contribution proportional just remuneration and treatment, reflect the intellectual value that cadre of science and technology works adequately
要給予科技幹部與貢獻相當的合理報酬和待遇，充分體現科技幹部勞動的知識價值。In order to keep a sustainable increasing return, creating and confirming are necessary, which make it possible to enter into a new increasing return stage of the new developing period having a higher ceiling limitation
要使高科技知識在整個發展過程保持持續報酬遞增，必須加速創新和整合，使之在未到達報酬遞減前就進入下一個周期的遞增階段：知識經濟時代高科技知識創新的報酬保持持續遞增是有可能的，但要把這種可能性變為現實必須採取有效措施。The countermeasures is taken to perfect the corporate governance system of xi ' an civilian - owned high - tech enterprises. they are, to develop more control part in the foundation of family control, to build board in order to scientific making policy to set rational reward structure, to construct team of principals
針對上述問題，提出了完善民營科技企業治理機制的對策：在家族監控為主的基礎上，發展多方監控主體；進行董事會建設，提高決策的科學性；設置合理的報酬結構；構建代理人團隊。The defendant, mr lam kwong - wai anigo, senior personnel manager of sogo hong kong company limited sogo, was entrusted with the responsibilities to sign and file on behalf of sogo the employer s return of remuneration and pensions employer s return, for reporting to the inland revenue department the remuneration received by its employees
被告林廣，為崇光香港有限公司崇光人事科高級經理，是崇光人事科的最高負責人，並獲其僱主授權，代表崇光簽署及向稅務局提交僱主填報之雇員薪酬及長俸報稅表僱主報稅表，呈報有關崇光雇員收取的薪酬資料。Statements made by others also revealed that in certain construction sites, money equivalent to a month s salary was given to every foreman on a monthly basis
在另一些涉案人士的證供中，亦指出在一些地盤，每一個科文都會定期每月收到相等於他們月薪的報酬。分享友人