激勵營業人員 的英文怎麼說

中文拼音 [jīlìyíngyèrényuán]
激勵營業人員 英文
inspiring the sales representatives
  • 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
  • 營 : Ⅰ動詞1 （謀求） seek 2 （經營; 管理） operate; run; manage Ⅱ名詞1 （軍隊駐扎的地方） camp; barrac...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  • 營業 : do business
  1. 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。
  2. Concretely, it is creditor ' s right from the angle of request of company ' s performing obligation ; it is expectant right from the realization of right ; it is option from the content of exercising right. simultaneously, eso has the characters of right, profitability, time limit and nonnegotiable. eso system is not an arrange for system of property right but a long term incentive mechanism, because the aim of enterprise executive is not property of enterprise but rich profit by exercising their right, that is the value of eso for senior manager is not to control company but to acquire profit from the price difference

    第一部分分析了股票期權和股票期權制度的含義，指出股票期權的性質從不同角度分析可以認定為債權、期待權、選擇權，具體而言，從需權利人請求公司履行義務的角度它是一種債權，從權利實現的角度它是一種期待權，從權利行使內容的角度它是一種選擇權，同時它具有權利性、收益性、時限性、非流通性等特點；股票期權制度是一種長期激勵制度而非產權制度安排，因為企業經營者的目標是通過行使權利獲得豐厚收益，而非企業的所有權，即該制度對高級管理人員的最大價值是獲得差價利潤而不是控制公司。
  3. What we can do is to consult the construction of credit card ' s company in the world, and choose the mode fit us the best. we should run the credit card ' s company with the centralizing management, deputizing relationship between the bank and the card company, the right system of bestir and engaging, the rudder of profit, and the expecting of the joint - stock frame. so " companying " make the credit card to get the great development, and exert the profound influence on our national finance reform

    本文從「公司化」的理論根源出發，對信用卡的公司化模式進行實際構架設計，借鑒國際上信用卡公司的組織結構，選擇適合自己發展的模式，通過集中管理的運作方式、相互代理的行內關系、恰當的人員聘任和激勵機制、以利潤為中心的指導思想，以及謀求股份制改造的工作思路，對我國信用卡現有經營管理模式進行改造，從而使我國信用卡發展邁上新的臺階，也為我國金融業的改革發揮巨大的促進作用。
  4. It takes agency theory as its premise, human resource property right as its core, and modern distribution theory and risk theory as its foundation. its basic idea is to give high - level managers headed by chief executive officer the right to purchase common stocks of the company at a certain price and time in the future. through this equity system, it ' s expected to inspirit organizations " management in the long run, avoid operators " short - term behavior, and thus reduce agency cost, improve organizations " management structure, and promote the stability of management, so that both constituents ( stake holders ) and vicegerents " ( operators ) targets of gaining profit will be realized finally

    其本質是對經營者的一種薪酬安排；它以代理理論為前提，以人力資本產權理論為核心，以現代分配理論和風險理論為基礎；其基本內容是給予公司內以首席執行官為首的高級管理人員在未來某特定的時間按某一固定價格購買本公司普通股的權力；通過這種機制希望對公司管理層起到長期激勵的作用，避免經營者的短期行為，從而減少代理成本，改善企業的治理結構，促進穩健經營，最終實現委託者（股東）和受託者（經營者）雙贏的目的；它是把期權理論應用於現代激勵機制的一種制度創新，比較符合市場經濟條件下企業經營者的價值取向和企業發展的戰略要求。
  5. It ca n ' t follow suit others. such as not only manager but also important technician should own stock. because most options private high - tech enterprises are impossible to come into the market, the special request of the companies should be fully considere d when stock options prompting mechanism are designed

    民營高科技企業對股票期權激勵制度的要求有其特殊性，不能一概照搬別人的東西，例如對行權對象的設定就不能單考慮經理人，還應該考慮把核心技術人員納入激勵范圍。由於大多數民營高科技企業不可能成為上市公司，所以，在設計期權激勵制度時，還要充分考慮非上市公司的特殊需求。
  6. First, the systematic opinion is introduced into the thesis to study the managemeni of private enterprise ; second, the thesis does a detailed ana1ysis on daily administratc system, mainly mention on the components and their relationship ; the next, through analysis and diagonosis of the 2001s adininistrate system of a case, the mk group corp., indicated the weakness and shortage on its admini stration ; f inally, reo rgnize the adininistrate system of mk group corp., focus on the work of mk group corp. on orgnization scheme reorgnize, goal administrate and procedur control, policy adninistrae, staff encourage policy and enterprise cuit ' ure constahon. the work on the case result in the contents of the better job of 2002s administrate system of mk group corp

    首先，本文將系統的觀點引入民營企業經營管理工作中，提出改善經營管理的系統觀；其次，對于經營管理系統進行了較為詳細的論述，側重點在於其主要構成因素及其相互關系；再次，以mk集團為案例，對其2001年經營管理系統進行分析和診斷，指出其劣勢和不足；最後，通過組織架構重組，目標管理和過程式控制制，制度化管理，人員考評激勵制度和企業文化建設等等方面對mk集團經營管理系統進行重組和評述，以其全面改善企業經營管理的做法作為mk集團2002年初改善經營管理工作的內容。
  7. The behave and harm of insider control in state enterprise is discussed. the reason of insider control is analysed, me chain of consign and the lack of proprietor the unmatching of residual control and proceeds ; the deficiency of inspiring with manager ; the disfigurement of supervision and restriction etc are the reasons of insider control. the advice of controlling insider control is discussed from the angle of game theory, and think that big shareholders of enterprise have more power to supervise operator. in order to settle the question of insider control, the bestiring and inhibiting of manager should be consolidated. the superiority of employees in enterprise is emphasized in controlling insider control. the paper puts forward a new model to measure intrinsic value of human capital of manager, the compenhensive valuation metrix to decide the efficenncy of management and performance adjustment of human capital of manager

    這是本文研究的意義所在。本文論述了我國國有企業內部人控制問題的表現和危害，比較了我國國有企業與國外企業的內部人控制問題的差異及特點。在分析委託代理鏈冗長及所有者缺位、經營者剩餘控制權和剩餘收益權不匹配、對公司經理人員的激勵嚴重不足、監督約束機制不健全等是形成國有企業內部人控制的主要原因的基礎上，從博弈論的角度探討控制內部人控制問題的政策建議，認為股權集中的大股東有更強的動力去監督目標公司，解決內部人控制問題在於強化對經理人員的約束、激勵。
  8. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  9. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  10. Building the excitation and restricting mechanism for state - owned enterprise manager

    論國有企業經營管理人員激勵與約束機制的構建
  11. The state - owned enterprises are stanchions to the development of our economy. problems associated with the soes are hot issues discussed by the economists and management

    企業經營管理人員的激勵問題是關繫到企業生死成敗的重要問題，也一直是我國企業界、經濟界關注的焦點。
  12. Applied stock option is an incentive plan for employee, especially for manager at high position. it also is the most extensive and effective extended incentive model

    應用股票期權對企業員工、特別是對企業高層經營管理人員進行激勵，是迄今為止世界范圍內應用最廣泛、最有效的長期激勵模式。
  13. Eso achieves a good cycle, i. e., the eso gives incentive - managers work hard and maximize the enterprise value - rise of the stock price - managers exercise the option, sell the stocks and take the benefits - managers work even harder. the principle of eso is to combine managers " interest to enterprises " interest. managers can share the benefit of the increase of the enterprises " value so that they can exert themselves in the enterprises " development

    經理股票期權制度實現了這樣的良性循環，即： eso提供期權激勵經理人員努力工作，實現企業價值最大化企業股價上升經理人員行使期權獲得股票差價收益經理人員更加努力地工作，從而將經營者利益與企業利益有機地結合起來，讓經理人員參與分享企業增值的好處，從而促進經理人員在企業發展過程中發揮更大的作用。
  14. These include to carry out diversification of property right and the important way to achieve it is to hold stocks by the staffs. in organizational structure established organizational mechanism, which has the characteristic of rational division of work, specific responsibility ; separation of the government from those of the enterprise, scientific management and flexible business. in operating mechanism the talents, who regard as capital, are the most important factor to the survival and development of the corporation

    主要包括：在產權結構上實行多元化，而實現多元化最有效途徑是實行內部員工持股；在組織結構上實行分工合理、責權明確、政企分開、管理科學、經營機制靈活的組織體制；在運行機制上，人力資本作為資本而存在，對企業的生存和發展起關鍵性作用，對人力資本的激勵不能用一般用人機制來激勵，而應以期權為主要內容的激勵辦法，同時重視對物業管理處主任的培養和塑造。
  15. 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。
  16. Due to the separation of ownership and operation right in the modern corporation management system, the executive stock option ( eso ) was created. it can stimulate high rank manager of enterprises to serve for realization of the goal expected by the owner

    股票期權是現代企業制度下資本所有權和經營權分離的產物，其作用在於激勵企業的高層管理人員，以使企業經營達到所有者所期望的目標。
  17. At present, the research on the reanimation of bonus stock is gradually maturing and the research on the reanimation of stock option is now noticed by the scholars in the civil, which is focused on the core of the supervisors, not on the technologists specially, there is also little research on technical stock option oversea. however, as the special human capital, technologists react greatly on the enterprises, which is not replaced by other material capital, we may consider that the reanimation of stock option to the core of the supervisors is feasible, so do the technologists. based on the recently theoretic progenies of bonus stock and stock option from the civil to oversea, we quest for the allocation of technical bonus stock, discuss the precept on the reanimation of technical stock option for the middle - small technical films, by which to solve the stability and hard work of the technologists, accelerate the development of the middle - small technical films in the civil

    目前，股權激勵的研究日趨成熟，期權激勵研究受到國內學者的極大關注，但這些激勵主要集中在企業的核心經營層，尚未專門激勵企業的核心技術層，國外對技術期權激勵的研究也極少涉及，然而技術人員作為特殊的人力資本，在科技企業中起的作用是其他物質資本所無法取代的。因此，可以認為，既然能對企業核心經營層授予期權以資鼓勵，那麼對核心技術層同樣也可以授予技術期權加以激勵。本文在吸取國內外關于股權、期權激勵理論最新成果的基礎上，探討了中小科技企業技術股權（份）分配和技術期權激勵的方案，目的是通過技術股權（期權）激勵來解決中小科技企業技術人員的長期穩定和努力工作的問題，促進我國中小科技企業的長期穩定發展。
  18. As a long - term stimulating salary system to enterprise proprietors, the merits of eso are that it can help corporations to lower agency cost, attract the talent, reduce cash expenditure and eliminate short - term behavior of employees

    本文認為，股票期權是指在公司治理中對經營者進行長期激勵的一種薪酬制度，其價值在於降低代理成本、吸引優秀人才、減少企業現金支出和克服企業人員的短期行為。
  19. Chapter four is the overall design of the incentive mechanism, encourage from the performance appraisal, compensation, training and career, establish studying organization etc. especially the encouragement to administrator, maitaineer and marketing personnel

    第四章是對淄博通信激勵機制的總體設計，從績效激勵、薪酬激勵、培訓激勵和職業設計激勵、創建學習型組織等方面進行了設計，特別是對中層管理人員、工程技術人員和營銷人員的激勵。
  20. To overcome the defects that exists in the process of marketing, the following policies and measures have been put forward : a ) set up the " consumer satisfaction " of principle b ) develop the creative the products, steady and secure development life insurance product stock certificate

    使營銷「基本法」深入人心，成為一個有效的考核，激勵的制度，讓業務人員有歸宿感和美好願景； （ 3 ）開發創新性壽險產品。開發「復合型」產品，穩妥發展壽險產品「證券化」 ： （ 4 ）整頓營銷隊伍，全面提高營銷人員素質。
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