有報酬的職業 的英文怎麼說

中文拼音 [yǒubàochóudezhíyè]
有報酬的職業 英文
gainful occupation
  • 有 : 有副詞[書面語] （表示整數之外再加零數）: 30 有 5 thirty-five; 10 有 5年 fifteen years
  • 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...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 報酬 : reward; remuneration; pay
  • 職業 : occupation; profession; vocation; habiliment
  1. For example, the different level that enterprise emphasizes r & d department and manufacture department will cause different value adscription feeling of employees. another example, the inequity among employees which are caused different inspirit mechanism cause different reward, consequently, cause conflict among different department and between enterprise inside and outside. this kind of conflict is caused by friction between inside culture and outside environment

    企業對技術開發部門和生產製造部門的重視程度不同導致各職能部門人員在企業內部具有不同的價值歸屬感；企業對不同生產領域員工採取不同的激勵措施，而產生的厚此薄彼的現象，使員工所獲報酬不公平，提升機會不均等，最終也會導致不同部門之間的潛在沖突、企業與外部的沖突。
  2. At the end of the first 36 months, an entrant who wishes to further extend his stay must be able to demonstrate to the satisfaction of the director of immigration that he has settled in hong kong and is making contribution to hong kong such as by having obtained gainful employment in a graduate specialist senior level job, or by having established a business of a reasonable size here

    在首36個月完結前，根據本計劃獲批準來港的人士如欲繼續在港居留，他們必須向入境事務處處長證明並令其信納，他們已在港定居及對香港作出貢獻，例如覓得屬于學位程度、專家水平或高級職位並有實質報酬的工作或已在港成立具合理規模的業務。
  3. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  4. You might ask questions about their background and career in teaching as well as questions such as why they chose teaching as a profession, what are the greatest challenges and rewards of teaching, what are the changes that they have seen in teaching since they began, how teaching is / isn ' t like what they thought it would be, etc

    你可以問有關他們背景、生涯的問題，也可以問問為什麼他們選擇教書成為職業，教書的最大挑戰和報酬，他們教書以來看過的改變是什麼，為什麼教書是?不是當初他們所想像的樣子，等等等。
  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. 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。
  7. Initial enquiries revealed that after the close down and self winding - up of a limited company running a restaurant in kam tin, the ex - manager, a 25 - year - old man, was believed to have conspired with ex - employees and some other persons to make fraudulent claims to the labour department by providing false information pertinent to an overstated amount of salaries earned by the employees

    警方初步調查顯示，一間有限公司在錦田經營一間食肆，當該公司結業及清盤后，公司的一名二十五歲前經理相信與前雇員及其他人，串謀向勞工處虛報雇員于就職期間的薪酬資料。
  8. However, there are still quite a lot of constraints under current institutions to the sound operation of the extension centers, including shortage of extensionists, reduced times of training, too low of payment, unsuitability of their knowledge and skills to the new requirement of agricultural development, vaguer in the responsibilities and duties, lack of operational fund, lack of coordination among staff, poor management of the assets and physical materials, backward in the concepts and ideas about extension, weak in administration, etc. these factors restr icted the full play of the roles and functions of the centers, and the dissemination and adoption of the new agricultural technologies, varieties and products

    主要研究結果和結論：機構改革后，鄉鎮農業服務中心的編制數大幅度縮減，綜合性增加，組成人員呈年輕化，工作效率和責任心有所增強，為農業增產、農民增收、農村繁榮做出了應有的貢獻。但是現行體制也存在不少制約因素，主要有推廣人員不足、培訓學習減少、待遇報酬偏低、推廣人員素質與農業發展要求不相適應、機構職能不明、事業經費缺少、業務工作不協調、機構撤併資產管理混亂、推廣理念落後、組織管理不到位等。這些制約因素影響了機構職能的發揮，阻礙了農業新技術、新品種、新產品的推廣應用。
  9. Article 3 labourers shall have the right to be employed on an equal basis, choose occupations, obtain remuneration for their labour, take rest, have holidays and leaves, obtain protection of occupational safety and health, receive training vocational skills, enjoy social insurance and welfare, and submit applications for settlement of labour disputes, and other rights relating to labour as stipulated by law

    第三條勞動者享有平等就業和選擇職業的權利、取得勞動報酬的權利、休息休假的權利、獲得勞動安全衛生保護的權利、接受職業技能培訓的權利、享受社會保險和福利的權利、提請勞動爭議處理的權利以及法律規定的其他勞動權利。
  10. The court of first instance dismissed the appeal by a tax inspector of the inland revenue department against his conviction of accepting 10, 000 from a former ird assistant assessor and offering 5, 000 to an employee of an industrial company for referring a public accountant firm, but ordered that his original jail term of 14 months was reduced to 12 months

    原訟法庭駁回一名稅務局稅務督察申請推翻判罪的上訴，但將其刑期由十四個月減至十二個月。該名稅務督察，接受一名稅務局前助理評稅主任一萬元及向一名實業有限公司職員提供五千元，作為向該公司介紹一間執業會計師樓的報酬，曾被裁定罪名成立。
  11. 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。
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