激勵調整 的英文怎麼說

中文拼音 [jīlìdiàozhěng]
激勵調整 英文
field control
  • 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
  • 調 : Ⅰ動詞1 （配合得均勻合適） harmonize; suit well; fit in perfectly 2 （使配合得均勻合適） mix; adju...
  • 整 : Ⅰ形容詞1 （全部在內; 完整） whole; all; complete 2 （整齊） neat; tidy; orderly Ⅱ動詞1 （整理; 整...
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  • 調整 : adjust; tune up; trim; trimming; variation; modulation; arrangement; debug; rectification; redres...
  1. Part two introduces the theory of panel data. the basic form of panel data is : yi t = it + xi t it + uit, i = 1, 2, …, n ; t = 1, 2, …, t panel data is used for describing the instance of swatch in a collectivity in some time, and observing every unit in swatch multi - scale. basing on the different hypothesis of ui, panel data has fixed effect model and random effect model, if ui is a unit constant ( corresponding to the dummy variable of

    基於分析結果，本文給出了改革我國公司治理結構的若干建議: （ 1 ）股權性質方面，培育有效的國家股持股主體; （ 2 ）股權結構方面，逐漸調整股權結構，減少第一大股東持股比例，增加除第一大股東以外的大股東的股權集中度; （ 3 ）董事會方面，採取奇數型董事會規模，並完善獨立董事的生成機制; （ 4 ）激勵制度方面，應加大董事及總經理的持股比例。
  2. Compared the equity structure and corporate governance of listed company of our country with countries such as u. s. a, japan and germany, and by game theory, this dissertation analyzes the influence mechanism of equity structure to corporate governance of a listed company from following main respects : stimulation, restriction, take - over by other company, and competition of dealership. by theoretical research, it comes to that a comparatively centralized equity structure helps to perfect corporate governance ; for its fierce competition and stability of performance, we choose the data of the industry of wholesale and retail trade listed companies of our country to analyze the influence that equity structure made to corporate governance by regression analysis, and approve it by real case. by the theory and real example, we draw the conclusion that a mode of comparatively centralized equity and main power is controlled by fictitious persons is ideal, and correspond measures are put forth to advance the economic development of our country

    本文通過對我國、美國、日本利德國等發達國家的上市公司的股權結構利治理模式比較；通過採用博弈論等方法分析了上市公司股權結構對公司治理的激勵機制、監督機制、外部接管市場和代理權競爭四個方面的影響，從理論上得出相對集中的股權結構有利於完善公司治理結構：通過選取了我國競爭比較激烈、業績相對穩定的批發與零售行業的上市公司的數據、採用回歸分析的方法對不同性質和集中度的股權結構與公司業績的關系進行了實證分析，還進行了具體的案例分析，由理論利實證研究相結合得出股權結構相對集中的法人控股模式為一種理想模式，並提出了促使我國上市公司股權結構調整使治理結構合理化的相應建議。
  3. At the same time, in order to get adapted to the market change, improve the competitiveness, reinforce the cohesiveness and maintain the upswing trend, cec should take effective measures, such as to accept new idea and develop the managers " awareness of competitiveness ; reform the selecting and appointing mechanism ; establish a sound compensation system ; improve consumption for the position ; break the dominance of state - owned shareholders on the stock market and improve corporate governance structure ; reinforce the financial supervision on the corporation ; make a full use of restraint effect of competitiveness and reputation mechanism ; build various " golden parachutes "

    與此同時， cec在企業經營者激勵與約束方面應採取針對性的措施，通過轉變觀念，樹立市場經濟的競爭意識和產權意識；改革企業經營者的選拔任用方式，積極推進企業經營者管理的市場化進程、建立科學合理的薪酬體系、規范職位消費，實行職位消費貨幣化、調整股權結構，實現投資主體多元化，健全公司法人治理結構、加強企業財務監控和內部制度建設、充分發揮市場競爭機制和聲譽機制對企業經營者的激勵約束作用、設計各種形式的「金色降落傘」等措施的實施，適應市場變化，提高企業核心競爭力，增強企業的凝聚力，保持事業的長盛不衰。
  4. Especially, as the most integrated model in all the models of position management, position management by object can motivate the initiation and enthusiasm of all the people in the enterprise by means of convert the organization ' s goals into the executable position ' s objectives. as a result of being hortative means and restricting means at the same time, position management by object aims at rapidly promoting the promising development of the enterprise

    其中，作為崗位管理模式中最優的崗位目標管理模式，實質就是將組織的整體目標有效轉化為組織中各崗位的可操作目標，使崗位目標既成為一種激勵手段，又成為一種控制手段，從而達到全方位地調動組織內各個群體和全體成員的積極性、創造力和成就感，使企業總目標與各個方面的分目標融為一體，以求得企業的長遠、快速的發展。
  5. In this paper, through practical investigation, spot visit and scientific analysis, the problem which exits in the enterprise ' s inside encouraging system is studied, and by inducing, the following problems are pointed out : first lacking scientific result examination system, unfair distribution system ; second disjointed distribution and personal work - effect, lacking enterprise loudening power, lass of use - full personnel, lacking power of bringing forth the new ideas. in this paper, according the practical situation and combining with the theory of encouraging system, the author analyzed the problem in this enterprise and thought that the main reasons

    本文作者結合所學的激勵相關理論知識，通過實際調查、現場訪問和科學分析的方法，研究該企業在激勵機制上存在的問題，經過認真分析、整理，認為該企業激勵機制上存在的主要問題是：首先在機制上缺乏科學的績效考核體系、分配製度不公；其次，在制度上分配與個人績效嚴重脫節；第三在管理方法上缺乏靈活性、企業缺乏凝聚力、人才流失，缺乏創新力。
  6. This paper, aiming at the problems in petroleum enterprises ' budget management, presents the approaches to enhance budget management : ( 1 ) establish the specified budget management section and clarify its responsibility ; ( 2 ) schedule the budget on the basis of strategy of the petroleum enterprises ; ( 3 ) set up the flexible budget target, budget alarm and budget result query ; ( 4 ) adjust budget dynamically and simultaneously ; ( 5 ) adopt the applicable measures and encouragements, reanimate wide participation in budget management

    摘要針對油田企業預算管理存在的問題，闡述了加強預算管理的途徑和措施：設置專門的預算管理機構，並建立預算工作崗位責任制；以油田企業戰略為基礎編制預算；設置彈性預算指標，建立預算預警機制和預算結果質詢制度；適時調整、編制動態預算；採取有效的考核與激勵措施，鼓勵全員參與預算管理。
  7. Lastly, the article points out that solutions to the problems existing in management patterns of university rear service are to establish scientific ideas of rear service management, to adjust structure, to appropriate system, to establish scientific ideas is to renew sense of nature, sense of value, sense of quality and sense of profiteers ; to adjust structure is to enforce sole administration of one service agency ; to appropriate system is to establish proper leader system, executive system, inquiry system and control - and - feed back system ; to improve administration is to clarify mechanism of guidance, encouragement and restriction

    最後，本文針對後勤管理模式中存在的問題進行了對策思考，指出高校後勤管理模式改革應從樹立科學的後勤管理觀念，調整現行的後勤管理結構，建立合理的後勤管理體制、健全高效的後勤管理機制等四個方面入手。具體來說，樹立科學的後勤管理觀念就是要更新本質觀、價值觀、質量觀和對象觀，調整後勤管理結構就是要採用獨立經營的服務公司型結構，建立合理的後勤管理體制，就是要建立合理的領導體制、執行體制、咨詢體制和監督反饋體制，健全高效的後勤管理機制就是要明確導向機制、激勵機制、制約機制。
  8. On the basis of the annual appraisal, incentives were implemented for poorest performers under the integrated assessment in the form of full - time training for redeployment, posting adjustment for junior cadres with poorest performance, etc., as a mechanism to foster a sense of commitment and dedication among police officers ; pertinent remedial initiatives were launched to thoroughly curb the extortion of confession through torture, abuse of police arms weapons and unscrupulous resort to coercive measures. this year, based on the " five prohibitions " by the public security department, a new " public security director s order " has again been issued to strictly prevent police officers from involvement in operating places of entertainment, protecting related illegal activities, and collecting undue fees or fines

    近5年來，四川省公安廳根據本地實際，以連續頒發"公安廳長令"的形式就公務用槍、警車警燈警報使用、加強扣押和暫扣機動車管理的問題做出了明確規定；建立了在年終考核基礎上，對綜合考評處于末位的民警實行待崗培訓、基層幹部末位調整等鼓勵民警愛業敬業，忠於職守的激勵機制；還深入開展了嚴禁刑訊逼供、嚴禁濫用槍支警械和嚴禁濫用強制措施的專項治理；今年又在執行公安部" 5條禁令"的基礎上，再次頒發"公安廳長令" ，嚴禁公安民警參與經營娛樂服務場所及其違法活動提供保護和嚴禁亂收費、亂罰款。
  9. Last, to ensure the good operation of the salary system and exert its function, this paper designs the ensurance measures such as dirui ' s performance check, salary total budget, and salary level adjustment, just to better ensure the internal justice and external justice in the process of the system operation, and to stimulate the employees

    最後，為保證薪酬體系能夠良性的運轉，發揮其應有的作用，本文對迪瑞公司的績效考核、薪酬總額預算、薪酬水平調整等保障措施進行了設計，從而可以更好地保障該體系在運行中做到內部公平、外部公平，起到激勵員工的作用。
  10. And some experts even believe, the trend in the development of the iax system was, for quite some time, towards keeping high statutory tax rates, but simultaneously provide generous tax incentives tha t reduced the tax base. the basic asymmetry of tax system may favor large concerns, which may be in a better position to take advantage of the provisions in the tax code in certain states of nature. the result may be lower expected average and marginal tax rates, and a lower cost of capital, compared to newer and smaller companies

    更有學者認為，在以往很長一段時間里，稅制的發展趨勢是高法定稅率，同時附加大量稅收激勵來縮小稅基，稅制的這種基本不對稱性對大公司有利，可以面對低預計平均和邊際稅率以及低資本成本，然而大公司基於其擴張性的組織結構，與富有彈性的內容提要小公司相比，它轉變供求狀況的適應能力相對遲緩，那麼偏祖于大公司的稅收政策可能會阻礙宏觀經濟增長率和結構調整。
  11. 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。
  12. The interior risk control mechanism in commercial bank is the basis of banking supervision and stability of financial system. we should introduce modern instrument measuring financial risks : var ; take advantage of accurate and overall index measuring achievement : raroc ; form multilayer risk control mechanism with the nature of incentive compatibility constraint ; and boost each branch, each level of institution and each staff to concern bank ' s revenue and risk simultaneously

    銀行內部風險控制機制是銀行監管和金融體系穩定的基礎，通過引入現代金融風險計量工具： var （在險價值） ，利用準確、全面的績效考核指標： raroc （風險調整資本收益率） ，在銀行內部構建起具有激勵相容約束性質的多層次風險控制機制，調動各類部門、各級機構、各個職員的既關心收益又關心風險的積極性。
  13. Hrm is a process of human resources obtaining, integrating, motivating as well as human resources controlling and adjusting

    人力資源管理就是人力資源的獲取、整合、激勵及控制調整的過程。
  14. The developments are researched in main introduction dissertation research aim, sense, substance and means and home and abroad to first section introduction ; human resource development administration fundamental theory together with practice foundation were elaborateed to second section. and imports wu gang ' s human resource and administer at some inspirations that obtain ; third section is by means of the greats quantity data examples, and the presentsituation to analyse wu gang ' s human resource development reaches the problem that is through amount up the quality, and demonstrated to create fundamental reason of problem along with settlement problem at some considerations ; the four bibliographic categories branch was depictd wu gang ' s continueing development target program from the end of the tenth - five - year plan to 2010, and utilizes contemporary labour power resources development administrations idea and mathematical model. and is living to adjust wu gang ' s human resource to be underway on the systematic conformity base

    第一部分緒論，主要介紹論文研究的目的、意義、內容和方法及國內外研究動態；第二部分闡述了人力資源開發管理的基本理論與實踐依據，並導入武鋼人力資源管理得出的幾點啟示；第三部分通過大量的數據例證，從數量到質量分析了武鋼人力資源開發的現狀及存在的問題，論證了造成問題的根本原因以及解決問題的幾點思考；第四部分描述了武鋼到「十五」末至2010年的可持續發展目標規劃，並運用現代人力資源開發管理的思想和數學模型，在對武鋼人力資源進行系統整合的基礎上，制定了武鋼人力資源目標規劃；第五部分闡述了武鋼人力資源開發的戰略和對策：改革管理、人本第一，結構調整、開發潛能，目標培養、重點開發，知識更新、整體開發，績效考核、激勵創造，利益捆綁、留住人才。
  15. At last, we should increase reformation degree in the enterprise inner part, establish the powerful personnel encouragement mechanism, enhance management level, continuously decrease production cost and improve production quality, improve the finance management level and capital operation level, continuously adjust product structure to increase competitive ability, and boost the technique progresses to adapt to the request of the market economy development

    三、企業內部要加大改革的力度，建立強有力的人才激勵機制，加強營銷管理提高營銷水平，生產向一體化方向發展，不斷降低成本提高產品的質量和檔次，完善和提高財務管理水平和資本運作水平，不斷調整產品結構提高核心競爭力，推進技術進步開展產品創新，以適應市場經濟發展要求。
  16. This writing notes that sustainable development, as the ethics and paradigm, has played a decisive role in the production of scientific knowledge, the appraisal to the scientific achievement, and the motivation to the scientist. besides, the writer wants to explain what effects the sustainable development has brought into play to the market and society, its influence and induce to the formal scientific institutions, as well as its positive interaction with the whole society

    這一調整將從非正式制度安排的角度，指出可持續發展作為範式和科學家的精神氣質在科學知識生產中、科學成果評價和對科學家的激勵過程所起的有決定意義的作用，論述它在社會和市場所發揮的效應，揭示它對正式科技制度所產生的影響和誘變，以及和整個社會發生的有益互動。
  17. When we adjust the accounting profit generated under gaap to eva, the opportunistic behavior of manager under gaap will be well prevented

    將gaap下的會計利潤（ nopat ）調整成為eva ，可以減少用gaap下的會計利潤激勵經理人產生的機會主義行為問題。
  18. This thesis analyses the necessity of the system reform of scientific research institutes into enterprise - operated mode and considers that the problems should be stressed and solved during the reform, such as idea change, realization of multiple property right structure, establishment and improvement of legal person control and management structure, human resource management and reform of distribution system, adjustment of financial management & operation, science and technology innovation system, mechanism change, etc. by applying the theory of extensive share of stock system, the writer studies the property right structure innovation of the system change of scientific research institutes into scientific & technical type enterprise, designs its share ownership structure, summarizes and analyses the main share ownership stimulating mode of scientific and technical enterprises

    我國科技體制改革走過了十幾年的歷程，科研院所企業化改革經歷了從量變到質變的兩個階段。本文分析了科研院所企業化轉制的必要性，認為科研院所應在改制為科技型企業的過程中著重解決觀念轉變、產權結構多元化的實現、法人治理結構的建立和完善、人力資源管理與分配製度改革、財務管理運作的調整、科技創新體制與機制的轉換等問題。運用泛股制理論對科研院所在科技型企業化轉制中的產權結構創新進行了研究，設計了其股權結構，歸納並分析了科技型企業的主要股權激勵模式。
  19. In the end of this paper, the measures incorporating the above - mentioned competitive strategy are provided in five aspects including the adjustment of the organization structure, the motivational mechanism on human resources, etc

    最後，論文在企業的組織結構調整、人才的激勵機制等五個方面，提出了實施競爭戰略的對策。
  20. Consequently, in order to promote the application of water - saving irrigation technology. it is essential that ( 1 ) to strengthen farmers " participation in irrigation technology construction and management ; ( 2 ) to introduce credit means and scientific research of high technology and low cost ; ( 3 ) to carry out policy of adjustment of agricultural water price and product structure accordingly ; ( 4 ) to form system of water - saving irrigation technology according to water resource reserves and farmers " economical endurance in different areas

    為此，提出以下促進中國農業節水灌溉技術應用的政策建議： （ 1 ）加強灌溉工程建設和管理中的農戶參與。 （ 2 ）運用信貸手段和加強高科技含量、低成本的節水技術的科研投入等政府政府支持政策來激勵農產的技術需求。 （ 3 ）實行灌溉水價的結構性調整和農業生產結構調整相結合的策略，以便增強農戶技術改造的積累能力； （ 4 ）依據農業資源的地區性差異和農戶的經濟承受能力，分區域構建節水灌溉技術體系。
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