獎勵工資制 的英文怎麼說

中文拼音 [jiǎnglìgōngzīzhì]
獎勵工資制 英文
incentive payments plan
  • 獎 : Ⅰ動詞（獎勵;誇獎） encourage; praise; reward; commend Ⅱ名詞1 （為了鼓勵或表揚而給予的榮譽或財物等...
  • 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...
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 獎勵 : encourage and reward; award; reward
  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. After the reform, the company carries out the laborage system of the post benefit in different grades ; the main contents are made up of base pay, post pay, performance encouragement and special allowance

    改革后公司實行崗位效益等級工資制度，其內容主要由基本工資、崗位工資、績效獎勵和特殊津貼所組成。
  3. The itc will conduct eligibility assessment on all hksar entries to ensure that they are eligible to take part in the awards scheme, and that each person meets the requirements for hksar laid down by the nosta

    資格審核所有香港特區的參加者，均由創新科技署進行形式審查，確保他們符合國家科學技術獎勵工作辦公室為香港特區所制訂的要求。
  4. 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。
  5. And eso proves its efficiency, both in theory and in practice. after presenting itself firstly in 1952 in america, eso has been practiced successfully in many countries

    理論及實證分析表明，與傳統的工資加獎金式的激勵機制相比， eso的激勵效果更為有效。
  6. 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。
  7. According to what introduced the cigarette industrial group contributes 20 million yuan of money in guangxi in september, 2006, " education fund uniting with autonomous region department of education having set up the real dragon ", interest looks on fund 500, 000 yuan produced by every year as scholarship, 5 colleges and universities carry out " the real dragon in guanxi university, guangxi normal university, guangxi medical university, guangxi specialized ethnic university and guangxi engineering college helping sleepy scholarship " to choose the student who rewards average regular college course guangxi exercising, appraising every year the once, family difficulty, full - time excellent both in conduct and learning rewarding 5 university middle book through public appraisal

    據介紹， 2006年9月，廣西中煙工業公司出資2000萬元，與自治區教育廳聯合設立了「真龍教育基金」 ，將基金每年所產生的50萬元利息作為獎學金，在廣西大學、廣西師范大學、廣西醫科大學、廣西民族大學和廣西工學院5所高校開展「真龍助困獎學金」評選獎勵活動，每年評定一次，獎勵5所大學中家庭困難、品學兼優的全日制普通本科的廣西籍學生。
  8. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
  9. The third part proves that : if the stuff ' s level of effort a is observable, then ( 1 ), and explains how to establish the optimum contract under the condition of symmetry information and the characters which optimum contract should have. the fourth part proves : if the stuff ' s level of effort a is n ' t observable, then explains how to establish the optimum contract under the condition of non - symmetry information and the characters which optimum contract should have, gives the reward and punishment measures that the enterprise should take on the employees. the fifth part analyses the influence on the motivation contract form other observable variables such as y, which is irrelevant to the stuff ' s level of effort a by establishing linear contracts s ( m, y ) = a + ( 3 ( m + yy ), proves if cov ( m, y ) ^ 0, then we can decrease the agent costs and enhance the accuracy of motivation by putting y into the contract

    第一節通過對經典的馬爾可夫轉移矩陣的分析，指出了其不具有應用的完備性，並對模型進行了改進；第二節建立了企業基於人力資本理論的人才競爭策略的分析框架；第三節證明了若員工的努力水平a可觀測，則有（ 1 ） ， （ 2 ） ，從而說明了對稱信息條件下最優合同應如何制定以及最優合同應具備的特徵；第四節證明了若員工的努力水平a不可觀測，則有（ 1 ） ， （ 2 ）從而說明了非對稱信息條件下最優激勵合同應如何制定以及最優激勵合同應具備的特徵，給出了企業獎懲員工的措施；第五節通過建立線性合同s （ m ， y ） = + （ m + y ） ，分析了與員工努力水平a無關的其他可觀測變量y對激勵合同的影響，證明了當cov （ m ， y ） 0時，將y寫入激勵合同可減少代理成本，也更能提高激勵的準確性；第六節討論人力資本股份化方法，並給出了一種基於人力資本股權化思想企業對利潤的分配模型。
  10. Article 35 trade union committee members of an enterprise or public institution owned by the whole people, a collectively owned enterprise or public institution or government organ who are released from regular work duties to act as full - time union personnel shall have their wages, awards and bonuses paid by the said unit ' s administrative authority

    第三十五條全民所有制和集體所有制企業事業單位以及機關工會委員會的脫產專職工作人員的工資、獎勵、補貼，由所在單位行政支付。
  11. According to the requirements of the company strategy, a series of ideal competencies, namely competencies model is formed and as the bases for hr planning, personnel recruitment, training and development, rewarding policy, performance management, culture and communication strategy etc. competencies model should be well defined, evaluated and differentiated according to each enterprise ' s characteristics

    企業根據自己的戰略需要制定出一系列適合本企業發展的理想的能力狀況，並以此作為人力資源規劃、人才招募與選拔、員工培訓與發展、薪酬與獎勵政策、績效管理及企業文化與溝通戰略的依據，這就是對企業戰略至關重要的「能力模型」 。
  12. The eligibility criteria, regulations, assessment criteria and awards are subject to the requirements applicable to the hksar as prescribed by nosta and the final announcement of nosta

    所有參選資格、規則、評審準則及獎項均以國家科學技術獎勵工作辦公室為香港特區制訂的需求以及最後之公布為準。
  13. Furthermore, the thesis makes the plan of the agency for selection, training and stimulation management in combination of the human resources plan thereof, studies and explores the principle and standard and the form and strategy of the agency for personnel selection ; the target and principle and content and form of personnel training ; the principle and content of stimulation management, and determines the wage structure, the standard and form for issue of bonus, modification and perfection of the welfare system, etc. through exploration, the human resources plan of the agency is made conform to the requirements of its social development strategy, so that the plan can be better carried through and performed

    結合大連青年旅行社人力資源規劃，制定了大連青年旅行社人員的甄選、培訓和激勵管理計劃。研究和探討了大連青年旅行社人員甄選的原則及標準、人員甄選的形式及策略；人員培訓的目標與原則、培訓的內容及形式；激勵管理的原則與內容，以及工資結構制定、獎金的發放標準及形式、福利制度的修改和完善等。通過探討，使大連青年旅行社人力資源規劃符合大連青年旅行社發展戰略的要求，使大連青年旅行社人力資源規劃更好地得以落實和實施。
  14. Such kind of thought has become the hotbed of cultivating undesirable tendency : satisfying with present situation, not thinking of enterprising, muddling along and so on. the existing system does not completely aim at the staff ’ s true need. the means of incentive pays attention to exterior incentive, neglects to guide staff to enhance the demand level so to carry on the self - encouragement ; the way of driving is unitary, does not differentiate the staff

    作者針對企業現有激勵機制中存在的問題，利用激勵理論和人力資源管理理論進行分析，對該企業的激勵機制進行優化研究，主要體現在以下幾個方面:實行崗位績效工資制度，完善獎金分配方式，補充獎酬中長期激勵方法;建立關鍵業績指標考核體系，使考核結果與獎酬緊密結合;靈活選用培訓方式，使培訓制度化、系統化。
  15. Article iii the objectives of the foundation are : to attract and support distinguished high school graduates to enroll in the pulp & paper engineering program ( the program ) in nanjing forestry university ; to encourage and reward excellent students and teachers in the program, to foster closer cooperation between the program and the industry ; to promote the development of the program, to help build the pulp and paper engineering program of nanjing forestry university into the best training center in the country

    第三條本基金會的宗旨：吸引並資助優秀學子進入制漿造紙工程專業學習，獎勵優秀學生和優秀教師，促進南京林業大學制漿造紙學科與企業的合作，推動學科的建設和發展，使南京林業大學制漿造紙學科成為全國造紙業技術、管理人才的培育中心。
  16. Iii ) fund uses : set up scholarships to attract and support distinguished high school graduates to enroll in the pulp and paper engineering program of nanjing forestry university ; encourage and reward excellent students and teachers in the program ; assist the industry in professional development of its staff ; improve the teaching and research facilities of the program and fund various projects for the development of the program

    （三）使用基金：設立獎學金，吸引並資助品學兼優的高中畢業生進入南京林業大學制漿造紙工程專業學習；獎勵在校優秀學生和優秀教師；協助企業培訓在職人員，促進企業技術水平和管理水平的提高；改善制漿造紙學科的教學、科研設施，資助有利於制漿造紙學科發展的各種項目。
  17. We also pay competitive salaries, full social benefits, other interesting benefits and we have an attractive performance - based bonus system

    我們提供優厚的薪資待遇，社會福利，及其它獎勵，並有一套工作業績獎勵機制。
  18. So an open, fair market can become, it also can compete and management orderly. the paper gives the scheme about the way of human capital allocation the profit such as bonus, stock - option and stock - sharing

    最後，根據激勵理論的分析結果，就人力資本參與收入分配的方式提出了一些具體方案：年終獎金制、股票期權、員工持股制、專項獎勵。
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