績效獎金 的英文怎麼說

中文拼音 [jīxiàojiǎngjīn]
績效獎金 英文
lum umbonus/payincentive
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 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...
  • 金 : Ⅰ名詞1 （金屬） metals 2 （錢） money 3 （古時金屬制的打擊樂器） ancient metal percussion instrum...
  • 績效 : performance appraisal
  • 獎金 : money award; bonus; premium; reward; bounty; testimonial
  1. Are performance awards consolidated into base pay

    績效獎勵是否已併入基本薪金內？
  2. 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。
  3. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  4. Is it paid as a one - off non - consolidated bonus

    績效獎勵是否以一次過花紅的方式發放並非併入基本薪金內？
  5. Hurd is eligible for an annual bonus of $ 2. 8 million to $ 8. 4 million, based on hitting performance - related targets, and received a $ 2 million signing bonus

    除了期權和420萬至1 ， 260萬美元等基於績效的長期激勵性獎勵外，根據完成績效目標的情況，赫德還可以獲得每年280萬美元至840萬美元的獎金和200萬美元的簽約獎金。
  6. 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。
  7. With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system

    引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析，構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量，解析基於股東監督的高級管理層激勵問題，成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式，克服了傳統的單一的物質性顯性激勵的局限性。
  8. The thesis is based on the modern investment portfolio theory of markowitz ( who was awarded the nobel prize in 1990 ) and the capm of william shape ( who was awarded the nobel prize in 1990 ). first, it introduces briefly the nature and feature of securities investment in china and the development situations at home and abroad ; reveals the necessity and reality of developing securities investment funds and the performance evaluation research. next, it systematically expounds the major approach of investment fund performance evaluation and two representative performance evaluation systems in foreign countries ; introduces about the representative approach in china, and especially points out the insufficient investment fund research narrow investigation, one - side evaluation and lacking analysis on investment portfolio of investment fund

    夏普（獲1990年諾貝爾經濟學獎）的資本資產定價模型（ capm ）的理論基礎上，系統地闡述了國外關于投資基金績效評估的主要方法和兩種最具有代表性的業績評價體系的同時，介紹了我國目前關于投資基金關于績效評估具有代表性的方法，特別指出了我國對投資基金研究這一方面的不足；對投資基金績效評估的考察面不廣；對投資基金的業績評價較為片面；缺少對投資基金投資組合的分析。
  9. 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。
  10. Last year, we reported on a program in florida to give merit pay to teachers if student scores increase on a statewide test

    去年，我們報道了在佛羅里達洲，如果學生在洲范圍考試中分數有所增加就給老師績效獎金的提議。
  11. Lack of available funding in practice to fully support the effective introduction of new arrangements, eg differential performance awards to really motivate enhanced performance

    缺乏經費因而無法全力支持新措施的推行例如：為鼓勵員工提升表現而發放的區別性績效獎金
  12. We offer attractive remuneration package for the right candidates including competitive salary and performance - based bonus, paid annual and medical leaves, full social security benefits and excellent career prospects

    公司為員工提供優厚的薪酬待遇及卓越的職業前景，包括業內有競爭力的薪資、績效獎金、病假及帶薪年休假、全額社會保險、醫療津貼等。
  13. Are there team - based performance rewards

    有沒有團隊制績效獎勵金？
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