法定加薪 的英文怎麼說

中文拼音 [fǎdìngjiāxīn]
法定加薪 英文
statutory salary increase
  • 法 : Ⅰ名詞1 （由國家制定或認可的行為規則的總稱） law 2 （方法; 方式） way; method; mode; means 3 （標...
  • 定 : Ⅰ形容詞1 （平靜; 穩定） calm; stable 2 （已經確定的; 不改變的） fixed; settled; established Ⅱ動詞...
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 法定 : legal; statutory法定安培 legal ampere; 法定貶值 official devaluation; 法定標準 statutory standard...
  1. Eric li, convenor of the breakfast group in the legco, remarked that although singapore, one of hong kong s biggest competitors, offered a bunch of tax concessions to foreign investors, there was still a gap between hong kong s tax rates and those in singapore. therefore, slight increases in certain taxes would not drive foreign investors away. he added that as long as the government did not change the profits tax and the salaries tax into complicated taxes such as level - by - level progressive taxes, hong kong s edge of simple taxation would not be jeopardized

    立法會議員、早餐派召集人李家祥則表示，即使香港最大競爭對手，如新加坡等均會向外商提供多種稅務優惠，但香港與新加坡的稅率仍有一定距離，所提高若干稅率，亦不會導致外商撤離；他補充，只要政府沒有將利得稅或薪俸稅改變為分段式的累進稅等復雜稅項，就不會破壞香港簡單稅制的優點。
  2. This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management

    本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。
  3. The court of first instance dismissed the appeal of a chief programme officer of radio television hong kong against his conviction of misconduct in public office by abusing his authority over staff salary increments

    高等法院原訟法庭駁回一名香港電臺總節目主任推翻定罪的上訴，維持原判。上訴人藉虛假支付特約人員薪酬以安排雇員加薪，較早時被裁定公職人員行為失當罪名成立。
  4. Laborer is enjoyed lawfully take salary year off, visit one ' s family false, marriage funeral holiday, bear ( produce ) during the holiday that the country such as holiday of false, birth control operation sets, and during social activity entering lawfully inside legal working hours, regard as provided normal work

    勞動者依法享受帶薪年休假、探親假、婚喪假、生育（產）假、節育手術假等國家規定的假期期間，以及法定工作時間內依法參加社會活動期間，都視為提供了正常勞動。
  5. Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive

    最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。
  6. This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of ningbo vocational & technological college. at the base of the above, from the angle of the college ' s development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual payment system by adopting the mixed methods of quality and quantity

    本文從介紹國內外相關工資理論和激勵理論的研究成果入手，通過對薪酬管理的實質、薪酬體系設計的作用、影響薪酬設計的因素分析，在對寧波職業技術學院舊有薪酬體系的發展、形成過程及現狀剖析的基礎上，站在學院發展的戰略高度，遵循薪酬設計的公平性、競爭性、激勵性及經濟性原則，運用目前國內外最新理論成果，採用定性與定量相結合的方法，重點對結構工資進行再設計，同時對年薪制加以探討。
  7. However, all the governments we surveyed have continued to stress the importance of providing sufficient pay to attract, retain and motivate suitable staff. in doing so, they have often tried to maintain broad comparability with the private sector although any explicit link has usually been dropped. none of the countries we surveyed seek to lead the private sector : they either aim to broadly match the private sector eg singapore or explicitly recognise the need for what in the uk is termed as a public sector discount, reflecting certain additional benefits of civil service employment such as increased job security and non - contributory pension entitlement

    上述各國也沒有試圖促使公務員的薪酬水平超越私人機構的薪酬水平：當中有些國家例如新加坡致力促使公務員薪酬在整體上緊貼私人機構的水平，也有其他國家仿效英國的做法，明確強調公營部門的薪酬水平相對于私人機構的薪酬水平而言，應存在一定程度的折讓，以反映公務員在工作上所享有的某些額外福利，例如工作較為安穩享有無需供款的退休金等等。
  8. Then, further comment is given out on the application of embedded value in the management process of marketing based on analyzing the shortcomings of rules that are set by circ and the calculation of a traditional participating endowment insurance. i hope that this paper will deepen the understanding of embedded value theory and provide some clues when pushing ev into management of value improvement

    文章在分析了中國保險監督管理委員會相關規定的不足的基礎上，進一步提出應用內含價值法于展業過程中的績效評估以及薪酬激勵方面的觀點和措施，希望以此加深人們對內含價值理論方面的理解，同時對于應用價值評估方法到公司日常經營管理上能夠有所啟發。
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