最薪差 的英文怎麼說

中文拼音 [zuìxīnchā]
最薪差 英文
minimum variance
  • 最 : 副詞（表示某種屬性超過所有同類的人或事物） most; best; worst; first; very; least; above all; -est
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 差 : 差Ⅰ名詞1 （不相同; 不相合） difference; dissimilarity 2 （差錯） mistake 3 [數學] （差數） differ...
  1. The brc said : “ if the minimum wage continues to grow at its recent average rate, employment will fall and employers will find themselves unable to reward skills, preserve wage differentials and provide valued non - wage benefits

    英國零售商協會表示： 「如果最低工資繼續以近來的平均速度增長，那麼就業率將下降，僱主也會發現自己無力獎勵技能高超的員工、保持薪資差距並提供寶貴的非薪資福利。
  2. Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not

    同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。
  3. But nothing has soured the atmosphere as much as the perception that top executives get rich no matter how badly everyone else does

    但最激起民憤的是`這樣的問題：即使眾人拿得薪水很差，高層主管也能越來越富有。
  4. The desired competitive pay position in relation to a specified group of other companies or the employment market as a whole, defining whether average salaries should be equal to higher or lower than the salaries paid by the comparison groups, and by how much

    相對于其他公司某類雇員或整個勞動力市場而言，最理想且具競爭力的薪酬定位。薪酬策略規定平均薪酬應相等於高於或低於比較對象的薪酬，以及其差距，例如中位數薪酬策略或第
  5. Second, the thesis dicuss the discrepancy of the factor structure of the different sample attribute including identity 、 age 、 degree 、 working years 、 position years 、 department with t test and one - way anova, moreover the staff job satisfaction model is builded with confirmatory factor analysis according to the different identity, and it is obviously different of the factor structure, which loyalty is the most influential to the fomal employee and the less is perfomance examination, salary is the most influential to the informal employee and the less is working press

    第二，本文使用t檢驗和方差分析，分別考察員工工作滿意度在身份以及年齡、學歷、工齡、崗齡、部門等統計特徵上的差異，並在此基礎上進一步採用驗證性因素分析方法建立不同的員工身份的工作滿意度模型。在模型中樣本的因素結構存在顯著差異:對正式職工的工作滿意度影響最大的因素是忠誠度，影響程度最小的是績效考核;對招聘職工工作滿意度影響最大的是薪酬，影響程度最小的是工作壓力。
  6. According to the contemporary encouragement theory and the constitution of salary system, the text has analyzed the human resource encouragement of medium and small enterprises, which make a contribution to the improvement of the managing level of medium and small enterprises. firstly, it introduces the factor of salary influence, the form of salary system both within the country and abroad. the fruit of the encouragement theory, and some of basic methods which enterprises " supervisors used to encourage the employees

    文章後面部分以南溪縣鵬程化工實業有限公司的薪金制度為例，對薪金制度的設計、原則、內容等作了仔細研究，明確提出薪金收入差別不宜過大，高層管理人員年收入為企業員工的三倍，中層人員的年收入為基層員工的一點五倍，還對涉及薪金制度的工作分析、勞保福利進行了闡述，說明在現階段，薪金仍是廣大勞動者的最重要的激勵因素。
  7. Tax, government fees and charges and rental relief measures amount to hk $ 5. 4 billion ( us $ 700 million ) and include hk $ 2. 9 billion in property rates waivers ; reduction of water and sewage charges and trade effluent surcharge ; a one - year waiver of licence fees for several sectors most affected by the disease, including travel agencies, hotels, restaurants, bars, karaoke lounges, cinemas, taxis, school buses and mini - buses ; and hk $ 2. 3 billion ( us $ 300 million ) in a salaries tax refund of up to hk $ 3, 000 ( us $ 385 ) per taxpayer

    政府為此減免一系列稅項、收費和租金，總額達54億港元（ 7億美元） 。其中包括減免差餉29億港元；減免排污費及工商業污水附加費；減免疫癥打擊最嚴重的行業如旅遊、飲食、娛樂以及的士、小巴、校巴和旅遊車的牌費，為期一年；和給納稅人退回部份薪俸稅，總數達23億港元，每人最高退稅額為3000港元。
  8. In this thesis, the criterion is used to solve the salary problem, which is one of the problems of human resource management. the application of the revised msb receives right results, and it has the same effect with the other criterion

    最後，本文將修正均方誤差準則應用到人力資源管理的實際工作中去，通過對現有薪酬數據以及人員各種信息的分析和計算，得到了良好的效果，顯示出修正均方誤差準則同其他準則具備相同的功效。
  9. A lot of employees are not satisfied with the compensation system. though they feel more satisfied with the compensation level than that with compensation system, the overall rate of satisfaction are still low, and company does not play a positive role to inspire their employees in compensation aspect. besides, knowledge employees feel most unsatisfied with the long - term incentive compensation, accessional pay as well as the short - term incentive compensation

    4 、知識型員工對薪酬水平、薪酬制度滿意度與被激勵程度呈顯著正相關；對分類薪酬要素的感受程度（除長期激勵薪酬外）與其被激勵程度呈正相關關系； 5 、多數員工對薪酬制度是較不滿意的，雖然薪酬水平的滿意度高於薪酬制度的滿意度，但總體的滿意度很低，企業在薪酬方面對員工的激勵是較差的；另外，知識型員工最不滿意的前三個分類薪酬要素依次為長期激勵薪酬、附加薪酬、短期激勵薪酬。
  10. Computer software engineers, systems software & applications personnel a minimum bachelor ' s degree is required by most employers. salaries differ from state to state. the national average is $ 42, 000 per annum

    電腦軟體工程師、系統軟體和應用人員大多數僱主都把學士當作最低的學位要求。各州的薪金是有差別的。全國的平均水平是每年4 . 2萬美元。
  11. Mao has a favorable opinion of the governments strategy for encouraging the recruitment of foreign talent, particularly the salary subsidies. although pay was not dr. maos main consideration when he made the decision to come back and work in taiwan, he feels that offering salary subsidies can significantly reduce the personnel costs of companies that want to recruit overseas talent, and can make the transition much smoother for people coming back to work in taiwan

    有關政府提供薪資和差旅補助協助企業引進海外人才，健亞陳總經理認為對公司而言，絕對有助益而且可以節省相當的人事成本，以僱用一個研發單位的人，美國年薪約8到10萬美元為例，一年政府的補助最高可達三分之一已足夠，畢竟政府扮演的僅是輔導協助的角色。
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