獎酬 的英文怎麼說

中文拼音 [jiǎngchóu]
獎酬 英文
reward
  • 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...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  1. The respective specific responsibilities and the total annual expenditure on the salaries, benefits and performance incentive awards of each of these posts

    （一）該兩個職位分別的具體職責、每年薪酬、福利及工作表現獎勵金所涉及的開支總額；
  2. C the reward about half a months pay is one - off in nature and will not be built into base pay ; and

    C獎賞約為半個月薪酬會一次過發放，並不計入底薪內以及
  3. The firm repaid her hard work with a bonus.

    公司發給她獎金以酬謝她工作努力。
  4. 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」 。
  5. In usa, stock option plan has become a core guerdon instead of traditional payment include annual salary and bonus. it has many larruping characters

    在美國，以股票期權為主體的報酬制度已經取代了以年薪和獎金為主要內容的傳統報酬制度，並呈現出許多新特點。
  6. In individual incentive wages, the amount of remuneration depends on one individual ' s performance only, whereas in group incentive wages, the result of the entire group is taken into account

    在單獨獎金時，報酬的計算只看各人的完成情況，然爾在團隊獎金時，是對整個團隊作考慮。
  7. 1. quality of work life is a seven - component construct. the seven dimensions are : life indemnification, work trait, preferment and reward, work grow, personal relationship, work and family leisure, respect. 2. the results of t - test and avova that demographic variable can do some effects

    本研究的主要結論有: 1 .我國企業員工的工作生活質量由生活保障、工作特性、升遷獎酬、工作成長、人際關系、工作與家庭休閑、尊重七個維度構成。
  8. Sidelights of patron reward for the opening of tai kok tsui market

    「開幕酬賓大獎賞」花絮
  9. 7 the personnel administration rules for wealth managers adopted by a securities firm shall at least include personnel qualification requirements, professional training and prerequisites, a code of professional ethics, and a salary, reward, and performance evaluation system

    七、證券商訂定財富管理業務人員之人事管理辦法，內容至少應包括人員之資格條件、專業訓練與資格、職業道德規范、薪資獎酬及考核制度等。
  10. The advanced experience of domestic and overseas is referred to. the problem of enterprise ' s reward distribution system and check achievement is analyzed. the method of solving the problem and initial imagine is put forward

    應用所學的人力資源管理理論，參考國內外人力資源管理的先進經驗，分析企業在獎酬分配製度和績效考核方面存在問題，提出解決問題的方法和初步設想。
  11. In part three, the present running condition and problem of human resource management of liao hua running service corporation is analyzed. in part four, the corporation ' s reward distribution system is planned and designed against the present problem in reward distribution system. in part five, some particular methods for solving the problem of check achievement are put forward against the situation and problem in check achievement

    簡要闡述本文選題背景及問題研究的現實意義；第二部分對人力資源管理研究趨勢進行了分析，並介紹了美、日、德、韓人力資源管理模式的差異；第三部分對遼化保運分公司的人力資源管理及經營狀況進行了分析；第四部分針對分公司獎酬制度存在的問題，對公司的獎酬制度進行了總體規劃與設計；第五部分針對公司績效考核現狀及存在問題進行分析，對公司的績效評估存在問題提出了一些具體的解決辦法，進行了一些初步探索。
  12. 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。
  13. For developing and managing human resources, and adapting to the change of internal and external environment, enterprise must make great effort on human resources planning, recruitment and flow of personnel, human resources tapping, personnel training, achievement evaluation, encourage and bonus system, and human resources protection keeping in mind the special characteristics of human resources compared with other resources

    人力資源與其它資源相比具有許多顯著的特徵，企業要開發和管理好人力資源，達到求才、用才、育才、激才和留才的目的，就必須針對這些特徵做好人力資源規劃、人員招聘與流動、人力資源開發與人員培訓、績效考評、激勵與獎酬管理、人力資源保護等工作，使企業更好地適應內外部環境變化。
  14. A liberal award policy is simply good management.

    豐富的獎酬政策確實是一個好的手段。
  15. To explore the cost accounting and wage distribution in the hospital

    對醫院成本核算與獎酬分配的探索
  16. From above, we can make the system of reward and penalties in village more objective, standard and quantitative

    通過上述工作，促使村級工作人員獎酬制度向著客觀化、規范化、計量化的方向邁進。
  17. In order to enhance the enterprise ' s core competition capacity and to improve the condition of human resource management, the present condition of human resource of the enterprise is surveyed

    為了增強企業的核心競爭力，改善企業人力資源管理狀況，本文通過對遼化保運分公司人力資源現狀進行調查，重點關注獎酬分配製度和績效考核兩方面。
  18. Examines structures, rewards, career paths, and cross - cultural dynamics, with special attention to the interrelationships among organizations, technology, and policy in a wide range of industry contexts

    在不同的產業情境下，檢視組織架構、獎酬制度、職涯發展、跨文化互動，在不同組織、科技發展、政府政策之間的相互關系也是本課程的重要著眼點。
  19. With the standardization and professionalization of the administrators in village, the system reward and penalties to the administrators has been more and more unfit for the needs of new situatioa the administration in village is mainly mental work

    隨著我國村級工作人員走向專職化、規范化道路，各地在實踐中形成的村級工作人員的獎酬制度已經越來越不適應新形勢的需要。
  20. Enterprise should enrich the ways for absorption, and evaluate the absorption effect. 2 healthiness and rational compensation system should be built up. rational compensation system is based on fair and scientific evaluate system

    合理的薪酬是以公平科學的考核評價為基礎的，因此，建立健全合理的獎酬制度，加強科學化管理，是消除不公平現象，提高員工工作積極性的重要途徑。
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