崗位技能工資 的英文怎麼說

中文拼音 [gǎngwèijìnénggōngzī]
崗位技能工資 英文
post-skill wage
  • 崗 : 名詞1. （不高的山） hillock; mound 2. （平面凸起的一長道） ridge; welt; wale3. （崗位;崗哨） post; sentry
  • 位 : Ⅰ名詞1 （所在或所佔的地方） place; location 2 （職位; 地位） position; post; status 3 （特指皇帝...
  • 技 : 名詞（技能; 本領） skill; ability; trick; technique
  • 能 : 能名詞（姓氏） a surname
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 崗位 : post; station
  • 技能 : technical ability; skill; technique; art; mastery of a skill or technique
  1. The main results were showed as follows : 1 factors of pay structure included pay for knowledge - performance, pay for job, and pay for year - in - company and pay for organizational effectiveness

    研究結果基本上與原構思相符，但也有出入，主要結論如下： 1企業工資結構包括了技能-績效工資結構、崗位工資結構、資歷工資結構及效益工資結構。
  2. 2 pay for knowledge - performance, pay for organizational performance and company effectiveness had significant influence. pay for job, pay for year - in - company and company effectiveness had insignificant influence. however, four factors of pay structure influenced company effectiveness directly

    2企業工資結構中，資歷工資、崗位工資結構與組織績效無顯著相關，而技能-績效工資結構與效益工資結構與組織績效顯著相關，但四種工資結構分別能預測組織績效的幾個指標。
  3. Discussion on merits and demerits of skill wages and benefit wages of post

    談崗位技能工資與崗位效益工資之優劣
  4. In recent years, the compensation system of advanced country enterprises has changed greatly. the traditional compensation system based on the post and duty has changed gradually into one based on employees " performance and skill. pay related performance is similar to output motivation pay or achievement pay ; pay related skill can be called input achievement pay

    近年來，發達國家企業的薪酬體系發生了很大的變化，傳統的以崗位和職務為基礎的薪酬體系逐步轉變為以雇員的業績和技能為基礎，業績工資類似於產出激勵工資或成就工資；技能工資可稱為投入激勵工資。
  5. Main features of the position - pay system are : " pay by position, when position changes, pay changes correspondingly ", with position as basis, fully embodies the conformity of position responsibility, technique, labor intensity, position environment and rewards, set up the multi - combination pay system which takes position labor as main body, 4 labor factors such as position responsibility as scale, labor efficiency and performance as distribution basis. this system proved to be very useful

    崗薪制的主要特徵是： 「以崗定薪、崗變薪變」 ，以崗位為基礎，充分體現崗位責任、技能、勞動強度、崗位環境與報酬的一致性，建立了以崗位勞動為主體，以崗位責任等四大勞動要素為尺度，以勞動效率額工作實效為分配依據的多元化組合工資制度，具有比較好的應用價值。
  6. Poit - pay sytem is based on the job ' s responsibility, skill, condition and difficulty. it is chosen for the design of the company ' s compensation system because of the unique situation of the company and the industry in which the company lies. the competition of food industry is very flerce. employees " income must be associated with the interests levil of the company if the company wants to survive in the industry. according to the situation of the company, the point - pay system consists four partsyob point, skill point, diploma point and seniority. and the pay is divided into two parts : one is fixed, the other is changeable. the changeable part varies with the company ' s interests levil

    選擇崗位薪點工資制來進行薪酬設計是由紅太陽食品有限公司所處行業特點決定的。食品行業的競爭程度十分激烈，要想使企業立於不敗並保持活力，就必須使員工的收入直接與企業的盈利水平掛鉤，員工的利益來自於公司的收益。根據該公司的特點，崗位薪點工資制的工資單元主要由四部分構成：崗位薪點工資、技能薪點工資、工齡薪點工資、學歷薪點工資。
  7. Reflection on the enforcement of post - skill pay system

    實行崗位技能工資制的思考
  8. Then, the author analyzes the leading features of middle and small high - tech enterprises and the affecting factors of r & d workers " achievement, summarizes middle and small high - tech enterprises " inspiring measures, which are the scientific reasonable system of salary ( salary on working skill, r & d workers " ownership of stock, prospective ownership of futures stockholding stock by means of technology ), perfect working life managing, efficient training plan, justified examination on workers " achievement and efficacy, company culture, emotion inspiring, and inspiring on joining work and giving right, etc., and puts forward general process and methods on the carrying out of middle and small high - tech enterprises " inspiring measures

    其次，作者分析了中小高科技企業的特點和影響研發人員績效的因素，總結出了中小高科技企業研發人員的激勵措施：科學合理的薪酬體系（崗位技能工資、研發人員持股、股票期權、技術入股） ，完美的職業生涯管理，有效的培訓計劃，公正的績效測評，企業文化，情感激勵，參與和授權激勵等，給出了激勵措施實施的一般程序和方法。最後，以杭州創業軟體集團公司為例，進行了激勵機制的實證分析。
  9. This paper deploys research about the damnification identify, employ capacity and reinforce technology with reason of double bend arch bridge through finding out disease position of construct and cause, colligating these result of the actual bridge detection and load test and analysis and research on the theoretics of damnification, and so on, despending on a lots of measure and means, finding out its present condition and checking structure internal force through choosing the proper mechanics model according as a lots of prototype information

    本題以安徽省省道s310上k139 + 000處的大店崗橋為實例，從檢測入手，利用各種檢測方法和手段，了解雙曲拱橋的現行工況，並依據各類原型資料選擇合適的力學模型進行結構內力驗算，通過荷載試驗、理論分析等方法，查明結構的病害部位和形成原因，綜合實橋檢測結果和荷載試驗結果以及損傷理論的分析研究等等，展開對雙曲拱類橋型的損傷鑒定、使用能力和合理加固技術方法的研究。
  10. Discussion on the good and bad of job skills wages and job performance wages

    淺論崗位技能工資和崗位績效工資的優劣
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