提級提薪 的英文怎麼說

中文拼音 [dījídīxīn]
提級提薪 英文
the promotion carried higher wages
  • 提 : 提動詞（垂手拿著） carry （in one's hand with the arm down）
  • 級 : Ⅰ名詞1 （等級） level; rank; grade 2 （年級） any of the yearly divisions of a school course; gra...
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  1. Through position analyzing and estimating, salary investigating, salary orientation and salary structure designing, working out a scientific, rational and open salary system. the emphases of welfare is to provide payment of house loan interest, purchasing life insurance for technical cadremen, etc. increasing challenge to working contents, organizing train plan to employee, encouraging study the skill of speciality and management. providing promote chunnel for technical personnel

    通過職位分析，職位評價，薪酬調查，薪酬定位和薪酬結構設計，制定出一套科學、合理、公開的薪酬制度框架；福利制度重點是提供住房貸款利息給付計劃，為技術骨幹購買商業人壽保險等；工作內容上增加挑戰性；組織實施員工的培訓計劃，鼓勵員工進行專業技術和管理技能的學習；提供與行政級別平行的技術職務升遷通道。
  2. It takes agency theory as its premise, human resource property right as its core, and modern distribution theory and risk theory as its foundation. its basic idea is to give high - level managers headed by chief executive officer the right to purchase common stocks of the company at a certain price and time in the future. through this equity system, it ' s expected to inspirit organizations " management in the long run, avoid operators " short - term behavior, and thus reduce agency cost, improve organizations " management structure, and promote the stability of management, so that both constituents ( stake holders ) and vicegerents " ( operators ) targets of gaining profit will be realized finally

    其本質是對經營者的一種薪酬安排；它以代理理論為前提，以人力資本產權理論為核心，以現代分配理論和風險理論為基礎；其基本內容是給予公司內以首席執行官為首的高級管理人員在未來某特定的時間按某一固定價格購買本公司普通股的權力；通過這種機制希望對公司管理層起到長期激勵的作用，避免經營者的短期行為，從而減少代理成本，改善企業的治理結構，促進穩健經營，最終實現委託者（股東）和受託者（經營者）雙贏的目的；它是把期權理論應用於現代激勵機制的一種制度創新，比較符合市場經濟條件下企業經營者的價值取向和企業發展的戰略要求。
  3. Part three is hrm environmental analysis, its main purpose is to make all managers establish crisis consciousness in their minds. part four is constructing 3p - o model for hrm, based on integration within science, system, human, rule, including position management, mbo, performance management system, pay design & management. part five, the author provides the principles, the conditions, as well as the operating mechanism of 3p - o model practices

    第四部分「東宇集團人力資源管理3p - o模式構建」 ，提出了適合中小企業特點的人力資源管理3p - o模式，即以科學化、規范化、本土化、人性化融合為指導原則，把現代人力資源管理實踐活動中最能影響員工績效的四大核心技術? ?職位管理、目標管理、績效管理與薪酬管理動態整合起來，形成了一套較為完善的能使各級主管照著做的標準式樣。
  4. “ if excellent work results in frequent pay increases or promotions, the workers will have greater incentive to produce

    「如果工作出色能經常得到加薪提級，工人們就會有更大的生產積極性。 」
  5. The author believes that if excellent workers get frequent pay increases and promotions, they will have greater incentive to work

    作者認為，如果優秀工人經常得到加薪和提級，他們就會有更大的生產積極性。
  6. Relationships of recommended pay scales with

    建議中薪級表與調查委員會可能提出
  7. Proposed redistribution of duties and responsibilities of three government engineer posts and two chief engineer posts in the headquarters and regional offices, under the charge of the deputy director of highways, in the highways department with immediate effect to enhance operational efficiency in the light of changing demands and new initiatives

    建議由即日起，重新分配路政署副署長屬下路政署總辦事處和分區辦事處三個政府工程師職位首長級薪級第2點及兩個總工程師職位首長級薪級第1點的職務和職責，以提高運作效率，配合不斷轉變的服務需求和新推出的政策措施
  8. An increase in the ceiling of the total notional annual mid - point salary value of non - directorate posts for 04 05 to cater for the creation of 35 supernumerary posts in tid ; and creation of a non - recurrent commitment of 225 million to meet the costs other than salary provision for civil service staff for hosting mc6

    提高工貿署的非首長級職位按薪級中點估計的年薪總值上限，以便在2004至05年度開設35個非首長級編外職位及非經常性撥款2億2 ， 500萬元公務員薪金開支除外用以主辦第六次部長級會議。
  9. An increase in the ceiling of the total notional annual mid - point salary value of non - directorate posts for 0405 to cater for the creation of 35 supernumerary posts in tid ; and creation of a non - recurrent commitment of $ 225 million to meet the costs ( other than salary provision for civil service staff ) for hosting mc6

    提高工貿署的非首長級職位按薪級中點估計的年薪總值上限，以便在2004至05年度開設35個非首長級編外職位；及非經常性撥款2億2 ， 500萬元（公務員薪金開支除外）用以主辦第六次部長級會議。
  10. The committee will keep under review the structure, i. e. the number of levels, the pay and conditions of service appropriate to each rank of judicial officer and other matters relating thereto, and will make recommendations to the chief executive, hong kong special administrative region

    委員會須經常檢討司法人員的結構即等級數目每個職級的適當薪額和服務條件，以及其他有關事宜，並向香港特別行政區行政長官提出建議。
  11. The remuneration committee is responsible for formulating and recommending remuneration policy to the board and determining the remuneration of executive directors and members of senior management, as well as reviewing and making recommendations on the group s share option scheme, bonus structure, provident fund and other compensation - related issues

    薪酬委員會負責制訂薪酬政策及向董事提出建議，厘訂執行董事及集團高級管理人員之薪酬，以及檢討公司之購股權計劃分紅機制公積金與其他關于薪酬之事宜。
  12. It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation

    個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。
  13. Where an officer has served for one or more years on the old maximum, he should convert to two points above his existing pay point

    現時已按舊薪級表支領頂薪一年或一年以上，則提升至較其現時高兩點的新支薪點。
  14. The scds also recommended a reduction in the number of entry points, and pay improvement to junior police officers to recognise their heavier and wider range of responsibilities

    紀常會亦建議減少員佐級人員的入職薪點數目，並提高他們的薪酬，以承認初級警務人員的職責較為繁重。
  15. The review committee rennie committee recommended the creation separately of a police pay scale and a general disciplined services pay scale. it also recommended the setting up of the scds

    紀常會亦建議減少員佐級人員的入職薪點數目，並提高他們的薪酬，以承認初級警務人員的職責較為繁重。
  16. With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system

    引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析，構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量，解析基於股東監督的高級管理層激勵問題，成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式，克服了傳統的單一的物質性顯性激勵的局限性。
  17. Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments ( e. g. merit pay, bonus ) other than those relating to fringe benefits for employees in those salary bands

    參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用、整體經濟環境和公司業績而出現的變動； ?場薪酬及遞增薪額的一般變動；以及附帶福利以外的現金報酬
  18. Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments e. g. merit pay, bonus other than those relating to fringe benefits for employees in those salary bands

    參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用整體經濟環境和公司業績而出現的變動?場薪酬及遞增薪額的一般變動以及附帶福利以外的現金報酬
  19. Since 1964, the standing committee on directorate salaries and conditions of service the directorate committee has advised the government on directorate pay adjustments on the basis of a periodic private sector survey every few years

    根據每數年進行一次的私營機構薪酬調查所得結果，就首長級的薪酬調整幅度向政府提供意見。
  20. Since 1964, the standing committee on directorate salaries and conditions of service ( the directorate committee ) has advised the government on directorate pay adjustments on the basis of a periodic private sector survey ( every few years )

    根據每數年進行一次的私營機構薪酬調查所得結果，就首長級的薪酬調整幅度向政府提供意見。
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