競爭性工資 的英文怎麼說
中文拼音 [jìngzhēngxìnggōngzī]
競爭性工資
英文
competitive wage- 競 : 動詞(競爭; 競賽) compete; contest; vie Ⅱ形容詞[書面語] (強勁) strong; powerful
- 爭 : Ⅰ動詞1 (力求得到或達到; 爭奪) contend; vie; compete; struggle for; strive 2 (爭執; 爭論) argu...
- 性 : Ⅰ名詞1 (性格) nature; character; disposition 2 (性能; 性質) property; quality 3 (性別) sex ...
- 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...
- 競爭性 : competitiveness競爭性貶值 competitive depreciation; competitive devaluations; 競爭性遞價 competit...
- 競爭 : compete; vie; contend
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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」 。Meanwhile, based on the magnetic material theory, a complete analysis and summary are carried out on the three crystal structure and technology theory ; especially the ingredient analysis is made on the microscopical morphology and x - ray diffraction and its mixtures existence and relevant metallurgy about the typical second resource such as coldrolling iron and oxide red, steelmaking sludge and feso4 based on the practeal investigation of the pre - burning materials in domestic products plant, especially the analysis on the domestic markets and components, and connecting with reality and material characters in panzhihua iron and steel ( group ) cmpany, we established the product orientation and developing direction in panzhihua iron and steel ( group ) company ; after carrying out the technology reform on the old no. 1 magnetic product plant of enterprise company, making a detailed study on the various conditions for establishing a plant, the feasible research report is formed of 1400 tons ( per year ) feo preburning material and 3000 tons ( per year ) middle and high quality magnetic products ; so a necessary and reliable supports are provided both theoretically and practically for the development of the magnetic industry in panzhihua iron and s teel ( group ) cmpany
同時,對磁性材料的理論基礎,尖晶石、磁鉛石、石榴石三大晶系結構以及其工工藝理論進行了較為全面的歸納、分析和總結;尤其針對攀鋼產生的二次資源如冷軋鐵紅、煉鋼污泥、硫酸亞鐵等三種典型原料分別作了成分分析、微觀物理形態以及x光衍射分析、其夾雜物的存在形式及相應的金相分析。對國內鐵氧體磁性材料的預燒料及磁件生產廠家的工藝、設備、技術、成本、質量狀況進行了實地的調研,特別是對國內磁性材料的市場及競爭對手進行了詳盡的分析,在此基礎上,結合攀鋼實際及原料特點確立了攀鋼發展磁材產業的產品定位及發展方向;對企業公司原有磁件一廠進行了技術工藝改造,對建廠各項條件進行了詳細的分析,形成了了年產14000噸年鐵氧體預燒料以及3000噸年中高檔磁件產品的可行性研究報告,從理論上和實踐上為攀鋼磁性產業的發展提供了必要的可靠的依據。The availability of venture captial financing to young high technology companies has been a primary contributor to the dramatic revenue growth enjoyed by, and the increased competitiveness of, american ' s high technology industry and to the economic expanison and increased employment levels experienced in california ' s silicon valley and other areas of high technology company concentration
為年輕的高科技公司籌措風險資本的有效性已經成為收入急劇增長,美國高科技工業競爭力增加,經濟規模擴大以及就業水平上升的主要因素,這在加利福尼亞州的矽谷和其它高科技公司的聚集地都有驗證.其中收入迅速增加讓美國高科技工業嘗到了甜頭We offer competitive compensation package as well as training and career development opportunity to the right candidates
公司為員工提供有競爭性的薪資福利待遇及培訓和職業發展機會。We offer competitive compensation package as well as training and career development opportunity for the right candidates
公司為員工提供有競爭性的薪資福利待遇及培訓和職業發展機會。The strategy is made based on the competition analysis in view of the economy, politics, technology, industry environment, industry clustering, demand and growth of the industry. the competence and the information of main competitors are also key factors leading to the making of the strategy
通過競爭分析,即對行業社會、經濟、政治和技術環境的一般性分析,對行業集中度、行業需求、行業增長、競爭力和主要競爭對手資料的綜合整理和分析,結合企業資源和競爭能力,制定三一重工競爭戰略。The conclusions are : under the case of monopoly, the enterprise has the ability to delay the investment, thus it can take the advantages of option value brought by uncertainty to select the optimal timing of investment in each phrase flexibly ; under the case of competition, enterprise will select the optimal investment timing by comparing the tradeoff between the benefits of option value and the strategic lost of competitor ' s preemption, because preemption of competitor will reduce the ability of enterprise to delay investment comparing with the case of monopoly, the enterprise usually invests early, hi the meantime, by comparing the outcomes of investment cooperation in the r & d phrase with that of competition, we can conclude that r & d investment cooperation is pareto dominant strategy, since enterprise can fully take advantage of the option value brought by uncertainty, and thus enhance the flexibility of decision - making
得到的結論是:在壟斷情形下,企業具有延遲投資的能力,因而企業可以充分利用不確定性帶來的期權價值,在創新投資的各階段根據不確定性信息的獲得靈活地選擇最優的投資時機;在競爭情形下,企業延遲投資的能力受到局限,由於害怕競爭對手的佔先,企業為了獲得佔先效應,會考慮競爭對手的行為對自己的影響,通過在不確定性所帶來的期權價值與競爭對手的行為所帶來的戰略價值之間進行權衡,來選武漢理工大學博士學位論文擇最優的投資時機。與壟斷情形相比,一般企業會提早投資。同時通過分析說明,競爭企業間通過在創新投資的研究與開發階段進行合作,可以使兩家企業充分利用不確定性帶來的期權價值,增強決策的柔性,結論說明,合作創新投資是兩家企業的帕累托占優策略。These supply us benefit for reference. construction enterprise, on one hand, can select proper strategy on the basis of their own resource and condition, as external environment varies in order to seize opportunity. on the other hand, as reforms on economic systems progresses, and globalization and integration develop, move and move mne ' s come into china, and they confront much more competitors, which cannot be reduced by the nation ' s mandatory plan
對于剛剛從計劃經濟體制下脫胎走向市場經濟的大型國有施工企業,一方面,在擺脫了經濟體制的羈絆后,企業可以根據外部環境的變化和自身的資源和條件選擇適當的戰略,從而抓住機遇促進自身發展,但另一方面,隨著經濟體制改革的不斷深入和經濟全球化和一體化過程的加快,尤其是伴隨跨國公司大量進入中國所帶來的國際競爭的加劇,企業又面臨越來越多的威脅,逐漸失去了政府各種保護的國有大型施工企業再不能靠完成國家指令性計劃就高枕無憂。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。Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后,發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題: a公司人力資源管理的功能不足,甚至缺失;公司以各直線部門班幹部的經驗化管理為主,尤其缺乏績效考核體系;員工普遍缺乏競爭意識,缺乏工作壓力,由於缺乏績效評估,沒有有效的激勵,干好乾壞差不多,員工逐漸失去進取心; a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務,人力資源管理對戰略的影響以及和戰略的聯系都不明顯。Research of urban collective economy has been changed from normative to positive, from necessity and method of reformation to actual reformatory process. in 2003, there are 22478 an urban collective - owned enterprise with its gross sales income beyond 5 million yuan in china, which gross value of industrial output is 945. 8 billion yuan. urban collective - owned enterprises are often called “ secondary state - owned enterprises ”, which are competitive industries and partly invested by state - owned capital
2003年全國銷售收入在500萬元以上的城鎮集體所有制工業企業22478家,現價工業總產值9458 . 43億元,城鎮集體企業中國有資本佔有很大部分,城鎮集體企業通常也稱作「二國營」 ,而其也多為競爭性行業,在「國退民進」的大環境下,城鎮集體企業改制是國有企業改革的最後一塊相似的試驗田。For global couples ? born in different countries, married in a third, now working somewhere else and with children, pensions and other assets sprinkled over the world ? a contested divorce is bliss for lawyers and a nightmare for others
對于那些雙方出生於不同的國家,在第三地結婚,現在與另一些地方工作,並且有孩子,養老金,以及其他的資產分佈於全世界的國際夫妻來說,競爭性的離婚對律師來講是幸福,對于其他人則是惡夢。Since the issue of the risk in the second board has caught the attention of every party concerned, to curb the risk likely to occur during the operation of the second board market, we should avoid the problems at the preparatory stage. the following tasks must be put special focus on : reducing the administrative intervention to facilitate the process of issuing and checking stocks and to promote the sound development of distributing market, introducing the competitive selection system into the market to lay a solid foundation for the second board and boost the development of investors " investment conducts and controlling the rhythm of the distribution of listed securities at preliminary stage and the scale of initial raising of fund etc
由於二板市場的風險問題受到了參與各方的關注,為控制二板市場日後運作的風險,從開始籌備階段就應避免問題的發生,應特別注意以下幾個方面的工作:減少政府部門行政干預,促進發行審查工作和發行市場的健康發展;引入「競爭性遴選機制」 ,使創業板市場的基礎扎實,促進投資者投資行為的成長;控制市場初期上市節奏並控制公司首次募資規模等。We apply for competative packages of compensation and benefit, fairly developping and promotion chances, social security, annual leaves with pay, and advanced training courses
公司為員工提供具有競爭性的薪資福利待遇,良好的發展空間,完善的社會保險,帶薪年假, ?游、節假日發放禮品以及先進的培訓課程、外訓與輪崗機會。We offer a competitive salary and benefits package and are dedicated to fostering the professional growth of all of our employees
我們為員工提供有競爭性的工資待遇及培訓的機會!In a society of knowledge economy, knowledge has gradually become a decisive factor to form companies " competitive advantages, and knowledge capital has become the first economic factor for company to create its value. competition between companies is more and more drastic now ; what ' s more, its goal is shift from materials to talented personnel, especially those knowledge employees, the owner of knowledge capital in the companies
當社會進入知識經濟時代,知識已逐漸成為形成企業競爭優勢的決定性因素,知識資本成為企業創造價值的第一經濟要素;企業間的競爭也更加激烈,而這種競爭將由資源競爭逐步轉向人才競爭,特別是作為知識的「承載者」的企業知識資本所有者? ?知識型員工的競爭。This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of ningbo vocational & technological college. at the base of the above, from the angle of the college ' s development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual payment system by adopting the mixed methods of quality and quantity
本文從介紹國內外相關工資理論和激勵理論的研究成果入手,通過對薪酬管理的實質、薪酬體系設計的作用、影響薪酬設計的因素分析,在對寧波職業技術學院舊有薪酬體系的發展、形成過程及現狀剖析的基礎上,站在學院發展的戰略高度,遵循薪酬設計的公平性、競爭性、激勵性及經濟性原則,運用目前國內外最新理論成果,採用定性與定量相結合的方法,重點對結構工資進行再設計,同時對年薪制加以探討。The paper have studied development law of paper and paperboard for global and some regions. the paper have studied the law of output, consumption, throughput changing with population gross and gdp of each country, regressing corresponding mathematics models, analyzing composing law of market request for several main series produces. the result indicates that paper industry requires much fund and technology and possesses characteristic of scale economy, competition makes industry concentrate more and more and paper industry is still traditional " rising sun industry "
本文對全球及部分地區紙及紙板的發展變化規律進行了研究分析;研究了紙及紙板的生產量、消費量、生產能力與各國的人口總量和gdp變化而變化的規律;回歸出了相應的數學模型;分析了資金、技術密集型的造紙業產業,具有規模經濟性,競爭使工業集中度不斷提高;分析了幾大類主要產品系列的市場需求份額構成規律。Hotel industry has been regulated for a long time on market entry, pricing, investment and so on by the national tourism administration of china, several administrations, such as the state administration for industry and the commerce of china and ministry of commerce of china, whose duty is to adjust the national market system, and even some administrations have no straight relation with hotel industry, for example the state tobacco monopoly administration of china
作為一個特徵明顯的競爭性行業,飯店業在我國卻受到了政府部門的一貫規制,規制內容涉及市場進入、價格、投資等諸多方面。飯店業的規制部門不僅包括國家旅遊局這一行業行政主管部門,還包括國家工商行政管理總局、國家商務部等調整市場秩序的部門,甚至還有以國家煙草專賣局為代表的、看上去與飯店業毫不相關的部門。我國為什麼要對飯店業進行規制Using industrial organization theory, this paper analyzes the market structure and the market behavior of the alcohol fuel industry, and proposes that the fuel alcohol industry is capital intensive and monopolizing competitive industry, and analyzes the form and the characteristic of the forward connection and the backward connection of the fuel alcohol industry chain, then compares different connection forms. this paper analyzes and studies the organization mode of the fuel alcohol industry development, puts forward an organizing pattern of vertical coordination of the fuel alcohol industry, founds evaluate model of organizing pattern of vertical coordination of the fuel alcohol industry by hierarchy analysis
應用產業組織理論,分析了燃料酒精產業的市場結構和市場行為,提出燃料酒精產業是資金密集型和壟斷競爭性的產業,分析了燃料酒精產業鏈的前向連接和後向連接的形式與特點,對不同連接形式進行了比較,對燃料酒精產業發展的組織模式進行分析研究,提出燃料酒精產業發展的貿工農一體化經營的組織模式,運用層次分析法建立燃料酒精貿工農一體化經營組織形式選擇評價模型。分享友人