激勵工資 的英文怎麼說

中文拼音 [jīlìgōngzī]
激勵工資 英文
incentive wage
  • 激 : Ⅰ動詞1 （水因受到阻礙或震蕩而向上涌） swash; surge; dash 2 （冷水突然刺激身體使得病） fall ill fr...
  • 勵 : Ⅰ動 （勸勉） encourage; exert oneself Ⅱ名詞（姓氏） a surname
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  2. It brings satisfaction and exciting for the employee, low - cost for the employer and development for the organization. otherwise, the situation will be on the contrary. this paper applies managerial psychology * labor - economics and operations research to analyze the compensation design, the motivation effect of cadi ( chengdu aircraft design and research institute ) synthetically on the basis of introducing the theories about human resource management, compensation and motivation

    本文綜合運用管理心理學、勞動經濟學、運籌學等分析方法，在對人力資源管理、薪酬、激勵等基本理論概括介紹的基礎上，論述了薪酬的分類、決定機制、設計準則及薪酬激勵的模型，探索分析了611所工程技術人員薪酬設計及其激勵效果，分析了現行體制下激勵強度弱等弊端及原因。
  3. This article is composed by four parts. the foreword introduces simply the process of from establishment to development and contabescence of shanxi bank and the operating and running status. then bring forward the theme of this article that the organizational and managing system was the determinant factors of the prosperity and decline of shanxi bank and its experiences and lessons lend a helping hand to the enterprises of our time. the first part mainly tells of the organizational system and managing mode which drove the development and prosperity of shanxi bank, i t was consisted of the organizing system of the ownership departing from the power of management, and the capital frame of composing by the yin - share and manpower - share, and the human resources management system including high - level various and with elasticity distributing system and strict managing system, and the rigorous mamaging system and flexible running frame, and the enterprise culture of combining tigtly with the ru culture

    組織制度方面，主要通過對票號所有權與經營權相分離的組織制度的研究，總結其對票號發展所起到的重要作用；資本構成方面，主要對票號銀股、身股並重的資本構成，特別是票號實行的頂身股制度進行研究，總結其對員工所形成的有效激勵作用；用人體制方面，主要從激勵和約束兩個方面分別進行研究，一方面是票號分配體制的高水平、多樣化、富於彈性，對票號員工形成了有效的激勵作用，另一方面是嚴格的人員選拔、培養、任用以及監督、獎罰等管理制度，對票號員工形成了有效的約束作用；管理制度和經營體制方面，主要通過對票號各類號規進行分類研究，分別從管理制度和經營體制兩類內容來著手，總結票號管理制度的健全和經營體制的靈活對票號業務發展所起到的重要作用；企業文化理念方面，分別從員工教育和儒商融會兩方面進行研究，總結票號對員工道德教育的重視給票號帶來的良好企業風尚以及儒商融會理念使票號在經營方面更加成熟穩健、注重企業長遠利益。
  4. The wage system for our country ' s public servant set in early 1993, is not just likely random in the respect of carrying out the policy, but also it resulted in new equalitarian, and the impetus of encouraging with wage is ineffective

    摘要1993年確立的我國公務員工資制度，不僅在政策的執行上隨意性較大，而且又出現新的平均主義，工資的激勵力度不足。
  5. This paper study practice of small and medium - sized enterprises ' bpr, using weifang charming hometextile co., 1td as research objiect, using author ' participant practice of bpr as background, combine process manage management, project management, iso9000 quality control system and other modern times manage theories. on the basis of analysis of environment, form stratagem programming scheme, this paper search key process analyse process, form new process. at the same time, with institution reform, human resource mechanism desigm, come into being frondose, executable scheme. and validated in the practise

    論文首先對企業內外部環境進行詳細分析、形成企業戰略規劃方案；根據戰略規劃發展的需要，確定關鍵流程? ?產品開發流程和生產管理流程；對關鍵流程進行分析診斷，確定其存在的問題；形成新的工作流程，輔之以機構重組、人力資源及激勵機制設計，形成具體的、具有可執行性的方案，並在實踐中得到一定的驗證。
  6. As the incompetent incentive and restrain mechanism, resulting the management board can ’ t unite totally and personnel management is incomplete, especially for senior manger, it is not effective enough to restrict their performance. that cause serious economic imbroglio one after another and lost in investment. the company adopts yearly salary system to spirit up senior mangers, but the system itself is faultiness

    結合公司的實際發展狀況，把股票期權作為一種公司新型激勵機制，建立切實可行的股權激勵方案，通過在公司所有者和高管人員之間建立起一條資本紐帶，實現員工利益與公司長遠利益緊密聯系，形成共同的利益取向和行為導向，將有利於調動高管人員的工作積極性和創造性，充分激發高管的經營潛能，為公司的可持續發展奠定良好的基礎。
  7. It is necessary to adopt efficient institutional arrangement to avoid supervisors loafing on their job, being captured or obtaining private interest with their power. it include form, amplify and carry out all kinds of rules and regulations strictly in daily work, form incentive mechanism that combine standing wage with incentive wage and promotion system, and reinforce punishment to whom obtain private interest with their power

    必須採取有效的制度安排，克服監管者偷懶、 「被俘」及以權謀私等行為的發生，包括建立健全和嚴格執行各種日常工作中的規章制度，建立工齡工資、激勵工資與提拔制度緊密結合的激勵機制，加大對以權謀私的懲處力度等。
  8. Based on the compensation management theories and the practical situation of nantong cosco khi ship engineering co., ltd. ( nacks ), a new compensation management system is designed for nacks to a attract, maintain and motivate talents. the purpose of compensation management system redesign is to solve the problems that hindered the development of nacks and to speed up the establishment of the chinese and japanese joint capital enterprise. this thesis consists of seven parts

    本文以現代薪酬管理理論為指導，結合南通中遠川崎船舶工程有限公司（簡稱nacks ）的實際情況，從人才吸引、維系、激勵的角度出發，對nacks公司薪酬體系進行了現狀分析和薪酬管理體系設計，目的在於通過薪酬體系的重建，解決當前存在的困擾公司發展的一些問題，從而加快中日合資企業現代企業制度建立和完善的步伐，促進公司的發展。
  9. The company will also introduce more incentive and training programs for its 50, 000 staff in china, and aims to have all workers unionize by the end of this year, compared with 80 percent now, he added

    他說，麥當勞公司還將為中國內地的5萬名員工制定更多的薪資激勵和培訓計劃，並計劃在今年年底讓所有員工加入工會，目前加入工會的員工比例為80 。
  10. It is an important method for appraisal to motivate positivity of managers and employee. only through appraising performance of employees scientifically and fairly, can we know across - the - aboard employees impersonality. only through correctly appraising results, can pertinence and felicitous incentives be adopted to increase positiviry of managers and employees

    在人力資源開發與管理中，績效考評是一項重要的基礎性工作，是調動管理者和員工積極性、創造性的重要手段，只有通過科學、公正、公平地考評員工的工作績效，才能全面地了解員工；只有準確的考評結果，才能有計劃的針對性地採取恰當的激勵措施以調動員工的主動性和積極性。
  11. The correlation theory to the human resource management of thesis has been in progress the survey, and management and working satisfaction degree has carried on the analysis investigation to police staff and workers in lu nan prison has announced in the police staff and workers management existence to be short of the human resource planning and does not have concrete post analysiss and the invitation works not, and standard and excitation measure must not energetically wait the problem, work analysis that has put forward laying down the distinct human resource planning and open - minded detailed and standard police staff and workers employs and promotes to a higher office the police staff and workers of system and formulation system train and the development plan and has revised firewood fulfills distributes the scheme etc the countermeasure

    論文對人力資源管理基礎知識進行了綜述，對魯南監獄幹警職工管理和工作滿意度進行了分析調查，揭示了幹警職工管理中存在的缺乏人力資源規劃、沒有具體的職務分析、招聘缺乏系統性、激勵績效差等問題，提出了制定清晰的人力資源規劃、開展詳盡的工作分析、規范幹警職工招聘與晉升制度、制定系統的幹警職工培訓計劃、制定了薪酬分配方案等對策。
  12. With characters of planned economy, this position - grade wages system is of strong colour of equalitarianism. in such circumstances, working achievements and contribution, idea of competition, and motivate system are weakened

    帶有明顯計劃經濟特徵的職務等級工資制度具有強烈的平均主義色彩，工作業績和貢獻，競爭觀念和激勵機制均在此環境中被弱化。
  13. 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。
  14. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  15. Performance management applies performance result into enterprise ’ s daily management activities through the establishment of enterprise strategies, goal analysis and performance estimate. it can spirit the knowledgeable employees up and make them enhance their performance continuously in order to achieve the enterprise ’ s final goal at last

    績效管理通過對企業戰略的確立、目標分解、業績評價，將績效結果應用於企業日常人力資源管理活動中，以激勵知識型員工績效持續改進並最終實現企業戰略目標，為企業穩健、持續、快速發展奠定堅實的基礎。
  16. Obtaining from the human resource constitution and the present situation analysis of the salary asignmcnt in jinma company. thorough the thorough research. in view of existing situation. this article asks the main question. which exists in the salany assignment system. in this foundation. from the angle of consummating salary incentive mechanism. it stresses the design of salary system of jinma company. the main content inclwdcs : firstly, research and analysis the salary assignment status quo and the puestions that exists in jinma company ; secondly, establish the decision model of the salary total quantity ; thirdly, design the new pattern of staff salary assignment ; fonrthly, prodme the means of the transition from the old pattern to the new one and the basic principle of the dynamic movement

    本文從金馬公司人力資源構成和薪酬分配現狀分析入手，通過深入研究，針對性地提出薪酬分配體系存在的主要問題。在此基礎上，以現代人力資源管理理論為基礎，從完善薪酬激勵機制這個角度，重點闡述金馬公司薪酬體系設計內容。主體內容包括：一是深刻地研究和分析金馬公司薪酬分配現狀及存在問題；二是建立起薪酬總量決定模型；三是設計出員工薪酬分配新模式；四是給出了新舊模式接替辦法和動態運行的基本原則。
  17. This thesis, taking the library of liaoning institute of technology as the main studying part, using lots of theoretic argumentation, practical research and getting rich theories and experiences from former talents and aiming at the library ' s many problems, such as a lack of centralized ism system, no healthy technological system of ism, information talents " not adapting to the requirements of ism, information culture ' s lag, the neglect to team construction, using the analyzing ways of nature determining, quality fixing, direction deciding, documents, summing up and examples, discusses about the countermeasure of solving the above problems at several aspects : how to create the inner environment of information source ' s innovation and development ; how to perfect the encouraging system of information talents and how to perfect information talents " technological system

    本文以遼寧工學院圖書館為研究主體，在經過大量的理論論證和實地調研，汲取前輩豐富的理論與實踐經驗后，針對該館實際工作中信息資源匱乏、缺乏信息資源集中管理機制、信息資源管理技術應用緩慢、工作人員不適應信息資源管理要求等諸多問題，運用例證法、定性法、文獻法、歸納法、實際案例法等研究分析方法，在如何營造創新與發展的信息資源管理環境、如何完善信息人才的激勵機制、如何建立數字化信息服務技術體系等方面探討了解決問題的對策，最後提出將探討的對策運用到遼寧工學院圖書館的信息資源管理工作中的實施方案。
  18. This text combines one ' s own characteristic of zibo communication, has analysed under the enviroment of present market, how through innovative overall arrival of incentive mechanism, strengthen rational use and scientific management of human resources, encourage the employeers to take up the heavy burden with courage, create the chance to show one ' s talent for them, realize the common development of enterprise and the staff, and provide the plan of design for zibo communication

    本文結合淄博通信的自身特點和狀況，分析了在當前市場環境下，如何通過創新激勵制度的全面啟動，進一步加強人力資源的合理使用和科學管理，鼓勵員工勇挑重擔，為他們創造脫穎而出的機會，實現企業和員工共同發展的問題，最終提出了建立淄博通信激勵機制與設計方案。
  19. Compared with better emolument mode of some other newspaper offices, the old emolument mode within the enterprise of chengdu daily was analysed by using the theory of emolument management and by taking the emolument mode of the modern enterprise as example. two different modes ? emolument superposition mode and emolument separation mode, were put forward. according to the different excitation salary of the different position, these two different modes, by syncretizing the emolument of insurance, benefit, excitation, and risk, can raise the personnel ' s active positivity to the maximum extent

    本文充分考慮到行業的特殊性，分析了具有代表性國有企業的薪酬模式，運用薪酬管理的理論，以現代企業的薪酬模式為佐證，參照較好的報社的薪酬模式，分析了《成都日報》企業內部舊的薪資制度，提出了薪酬重疊和薪酬分離模式，將保障、效益、激勵和風險等薪酬融合在一起，針對不同崗位激勵工資的不同，最大限度地提高員工的主觀能動性。
  20. In recent years, the compensation system of advanced country enterprises has changed greatly. the traditional compensation system based on the post and duty has changed gradually into one based on employees " performance and skill. pay related performance is similar to output motivation pay or achievement pay ; pay related skill can be called input achievement pay

    近年來，發達國家企業的薪酬體系發生了很大的變化，傳統的以崗位和職務為基礎的薪酬體系逐步轉變為以雇員的業績和技能為基礎，業績工資類似於產出激勵工資或成就工資；技能工資可稱為投入激勵工資。
分享友人
分享到 Line

分享到臉書