本期報酬 的英文怎麼說

中文拼音 [běnqībàochóu]
本期報酬 英文
current return
  • 本 : i 名詞1 （草木的莖或根）stem or root of plants 2 （事物的根源）foundation; origin; basis 3 （本錢...
  • 期 : 期名詞[書面語]1. （一周年） a full year; anniversary 2. （一整月） a full month
  • 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...
  • 報酬 : reward; remuneration; pay
  1. 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。
  2. When analyzing specifically this paper, based on the fact that the effect of long - term incentive in the practical application has gradually increased, concentrates in ratiocinating with rigorous models. at first, the contrast between the traditional compensation mechanism and the modern long - term incentive mechanism is differentiated and analyzed in detail theoretically

    在具體的分析上，本文基於長期激勵在實踐應用中的影響逐漸擴大這一客觀事實，以嚴密的模型推導為主，首先從理論上，詳細地辨析了傳統報酬機制與現代長期激勵機制的孰優孰劣。
  3. A important conclusion of my model is that agglomeration economies emerge if the technology of search exhibits increasing returns to scale, and that the expand of city increases the labors " income, enhance the factories " expect output and decrease rural labors

    本模型還得到一個重要的結論，就是當尋優技術呈規模報酬遞增時，聚集經濟出現，此時城市的增長將增加工人的工資和工廠的期望產出，而農村人口將縮減。
  4. When the interests of the employer impose that the variety be applied for after the three - month time period as per article 14, paragraph 4, the author as the right to an equitable remuneration for the time of suspension of the act of filing the application, as well as to all rights arising from the certificate granted for that variety later

    6僱主如為本身利益而強制在第14條第4項規定的三個月期限之後始對品種提出申請者，原創人對這暫停提出申請的行為具有要求公平報酬的權利，以及日後就該品種授與證書而獲得的所有權利。
  5. In chapter 9 we summarize the whole paper, and explain the shortages of this paper and problems to further study. main conclusions of this paper are as follows : the first, state - owned funds have always been predominant in venture capital sources in china, and this caused the " government - operated model " which leads to excessive government ' s interferes and distorted venture capital contracts ; the second, limited partnership contract is better than incorporated company contract, because the former has obvious advantages in not only encouragement and controls, but also in investors " profits. however, this paper insists, incorporated company contracts will still be very popular in the near future because limited partnership still be illegal in most provinces of china ; the third, venture capitalists " share of profits in compensation clause of fundraising contracts is influenced by investors " attitude towards difficulties and obstacles of future investment

    本文研究的主要結論：第一，在我國風險資本來源中，政府風險資本一直居於主導地位，這造就了我國風險投資的「官辦官營」模式，使其契約機制從一開始就帶有「行政干預」的烙印；第二，有限合夥契約在約束機制、激勵機制、投資者收益三個方面都明顯優于公司制契約，因此是我國風險融資契約的發展方向，但由於有限合夥在我國受到法律限制，公司制契約在一定時期內仍是我國風險融資契約的主要形式；第三，融資契約報酬條款中的激勵系數受主體先驗概率影響，借鑒有限合夥契約，可對我國公司制融資契約進行改造與重構；第四，與債權契約、普通股契約相比，可轉換優先股契約可以有效緩解風險投資過程中的信息不對稱、降低代理成本，因此是我國風險投資契約的最優選擇。
  6. If long - term investor enters the arena when light trading sparse, build a warehouse, be in probably short - term inside cannot achieve price difference earnings, but in light of the angle from long - term development, because investment cost is low, compare with the dividend income look that gets in the future, investment pay rate is ok still satisfactory

    假如長期投資者在交易清淡寥落時進場建倉，或許在短期內不能獲得差價收益，但從長期發展的角度來看，由於投資成本低廉，與將來得到的股利收益相比，投資報酬率還是可以令人滿足的。
  7. Secondly in enterprise valuation cost method should proceed with book value of the financial statement, regard market value as adjusting orientation and reduce application range of cost method. when income method is adopted, four principles should be paid attention to : a : stage - by - stage income model should be used which is made by early stage income current value added by later stage income increase. b : net profit and net cash flow should be the majority of income volume

    其次為：企業價值評估採用成本法應從財務報表的賬面價值入手、以市場價值為調整目標、減少成本法的應用范圍；採用收益法應以前期收益現值加後期收益額遞增的分階段收益模型，收益額以凈利潤、現金凈流量為主，收益預測以企業未來發展潛力分析為前提的銷售收入預測為主導，折現率堅持不低於無風險報酬率等四項原則，系數以回歸方程的測算為主；市場法中參照物企業選取應以同行業企業為基準、擴大數據來源，注重評估比率可靠性驗證、利用多種比率的配合等。
  8. Through the finding of this empirical research, the change in corporate social performance was positively related to change in return on sales and growth in sales at the same year, indicating that improvement of corporate social performance may lead to improvement of financial performance in the short - term

    經由本研究的實證結果顯示，短期內企業社會責任表現的變動對于營業收入報酬率以及營業收入成長率兩者的變動即有顯著的正向關系，表示企業的社會責任表現可能會藉由降低成本、增加競爭力、增加生產效能，或者是其他任何的方式，增進企業本身實質的利益，進而提升企業的財務績效表現，使得企業獲得實質的利益。
  9. Refers to the total remuneration payment to staff and workers in various units during a certain period of time

    指各單位在一定時期內直接支付給本單位全部職工的勞動報酬總額。
  10. Where the time of payment was not prescribed or clearly prescribed, and cannot be determined in accordance with article 61 hereof, the hirer shall make payment at the time of the hiree ' s delivery of the work product ; where the work product is partially delivered, the hirer shall make payment accordingly

    對支付報酬的期限沒有約定或者約定不明確，依照本法第六十一條的規定仍不能確定的，定作人應當在承攬人交付工作成果時支付；工作成果部分交付的，定作人應當相應支付。
  11. The salary includes basic payment and insurance and the bonus embodies short - term benefits while stock of stock option reflects the long - term benefits of enterprises

    工資提供基本報酬和保險，獎金體現短期效益，股票和股票期權則反映企業的長期效益。
  12. According to market - oriented indexes measuring manager ' s performance, decide manager ' s reward and realizing reward incentive based on market - oriented standards can decrease agent cost and solving short - term questions on manager ' s behavior

    以市場標準衡量經營者的業績，確定經營者的報酬，實現報酬激勵的市場化，可以有效地降低代理成本，解決經營者行為的短期化問題。
  13. In the developed countries, the traditional entrepreneur compensation mechanism consisted of basic salary, final - year bonus and so on has transformed into the long - term incentive mechanism such as executive stock option ( eso )

    在西方發達國家，由基本薪水、年度獎金等構成的傳統經理報酬機制，逐漸過渡到經理股票期權（ eso ）等長期激勵方式。
  14. 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。
  15. This dissertation makes designation and research on the executive incentive pay schemes from a new point. the dissertation, firstly, presents us with the economic implication of eva, the calculation of eva and accounting adjustment ; then deeply analyzes the key techniques and advantages of the application of the executive incentive pay schemes based on eva, such as the eva incentive mechanism, the analysis of value drive factors and performance pyramid model, bsc performance evaluation and integrated performance evaluation systems based on eva ; thirdly, designs the executive incentive pay schemes based on eva which conform to our national reality and are feasible in the light of the main problems of the executive incentive pay schemes such as executive bonus scheme and executive phantom stock option plan ; finally, puts forward the macro and micro environmental requires and suggestions and the prospect of application of the executive incentive pay schemes based on eva

    本文在介紹了eva的經濟涵義、 eva指標的計算及其會計調整基礎上，通過實例進行了演示；深入分析了將eva運用於經營者激勵報酬計劃的關鍵技術及其優點，如eva激勵機制、 eva價值動因分析與業績金字塔模型、 bsc業績評價、基於eva的經營者綜合業績評價體系等；針對目前我國經營者激勵性報酬計劃存在的主要問題，設計了符合我國現實情況、切實可行的基於eva的經營者激勵報酬計劃，該計劃主要由兩個部分組成：作為遞延報酬計劃的經營者紅利計劃和作為長期報酬計劃的經營者虛擬股票期權；在對實際案例分析的基礎上，提出了基於eva經營者激勵報酬計劃在我國運行的宏、微觀環境要求及建議和運用展望。
  16. How to set up the incentive and restraint mechanism is one of the hot topics. this thesis, based on cec ' s actual situation, aims to solve the problem of long - term motivation and fully stimulate the executives to enhance the operation and profitability by coming up with the annual - pay plan, reforming zr ( subsidiary company ) ownership and carry employee stock ownership plan ( esop ) and cec ' s shareholding incentive plan into execution

    建立企業經營者激勵與約束機制是國內外學者和企業界人士研究的熱點課題之一，通過回顧前人取得的關于公司治理的理論成果，結合國內外常見的股權激勵方式，本論文結合cec的實際情況，提出了企業經營者年薪制方案、所屬zr公司改制及員工持股方案、 cec股權激勵方案，希望以此來解決企業經營者長期報酬激勵問題，充分調動企業經營者的積極性，提高企業的經營管理水平，促進企業經濟效益的提高。
  17. 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。
  18. The mentality of this article is first embarks from the modern joint stock company, emits the environmental factor of the system. then analyzes the cash rewards and the stock or stock time power drive effects separately from the pure technical angle. and then unifies the two, find the reasonable way of superintendents ’ salary arrangement

    本文的思路是首先從現代股份制公司出發，抽象掉制度環境因素，從純技術的角度分析影響管理者報酬構成的具體因素，分別探討現金報酬、股票和股票期權激勵的效應，然後把二者結合起來，找到合理的管理者的薪酬安排方式。
  19. Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital

    為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。
  20. 3. knowledge employees " cafeteria compensation factors can be divided in eight catalogues ; they are base pay, short - term incentive compensation, long - term incentive compensation, benefits, accessional pay, career development pay, life quality pay and special holiday pay. 4

    3 、知識型員工的自助式薪酬要素分為八大類：基本工資、短期激勵薪酬、長期激勵薪酬、福利、附加薪酬、工作發展報酬、生活質量報酬和特殊假期報酬。
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