股票分析員 的英文怎麼說

中文拼音 [gǔpiàofēnxīyuán]
股票分析員 英文
boiler room
  • 股 : Ⅰ名詞1 （大腿） thigh; haunches 2 （機關、企業、團體中的組織單位） section of an office or enterp...
  • 票 : 名詞1 （作為憑證的紙片） ticket 2 （選票） ballot 3 （鈔票） bank note; bill 4 （強盜綁架去用做抵...
  • 分 : 分Ⅰ名詞1. （成分） component 2. （職責和權利的限度） what is within one's duty or rights Ⅱ同 「份」Ⅲ動詞[書面語] （料想） judge
  • 析 : Ⅰ動詞1. （分開; 散開） divide; separate 2. （分析） analyse; dissect; resolve Ⅱ名詞（姓氏） a surname
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 股票 : shares; share certificate; stock certificate; equity security; stock; capital stock
  1. Concretely, it is creditor ' s right from the angle of request of company ' s performing obligation ; it is expectant right from the realization of right ; it is option from the content of exercising right. simultaneously, eso has the characters of right, profitability, time limit and nonnegotiable. eso system is not an arrange for system of property right but a long term incentive mechanism, because the aim of enterprise executive is not property of enterprise but rich profit by exercising their right, that is the value of eso for senior manager is not to control company but to acquire profit from the price difference

    第一部分分析了股票期權和股票期權制度的含義，指出股票期權的性質從不同角度分析可以認定為債權、期待權、選擇權，具體而言，從需權利人請求公司履行義務的角度它是一種債權，從權利實現的角度它是一種期待權，從權利行使內容的角度它是一種選擇權，同時它具有權利性、收益性、時限性、非流通性等特點；股票期權制度是一種長期激勵制度而非產權制度安排，因為企業經營者的目標是通過行使權利獲得豐厚收益，而非企業的所有權，即該制度對高級管理人員的最大價值是獲得差價利潤而不是控制公司。
  2. This paper rasised series methods to solve these problems of the corporate governance of the chinese listed companies by analysising the main problems of them and refering to the international successful experience. these methods include : establish one rational equity capitals structure which is balanced by multi - equity capitals, reform and perfect the " three meetings " system, establish one rational really bring shareholders conference into play, optimize the function of director board, strengthen the supervising of supervision committee, improve the incentive machanism to operator and employee, import the mechanism of stock option, implement the plan of the employee holding stock., and so on

    本文通過分析我國上市公司治理結構存在的主要問題，並借鑒國際上上市公司在治理結構方面的成功經驗，提出解決我國上市公司治理結構存在問題的一系列措施：改革與完善股權結構，建立合理的、多元股權相制衡的公司股權結構；改革與完善「三會」制度，真正發揮股東大會作用，優化董事會結構，增強董事會功能，強化監事會的監督；完善對經營者和公司職工的激勵機制，引入股票期權制度，實行員工持股計劃等等。
  3. As an aside, it is also important in this regard for private companies going public to flatten out expense variations between quarters to make the reporting more understandable from the perspective of stock analysts and others who analyze publicly traded companies

    另外，對于想要上市的公司來說有一點也很重要，攤平季度之間財務支出的起伏，使得財務報告從股票分析師和其他分析人員的角度更能夠被理解，因為是他們對上市公司做出分析。
  4. An analysis of eso and manager behavior by game theory

    經理股票期權與經理人員努力的博弈分析
  5. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  6. Our top management went to new york to speak to a group of a hundred key bankers and stock analysts.

    我們公司的高級經理人員曾前往紐約，與一批主要銀行家和股票行情分析家會談。
  7. There are also concerns over regulatory deficiencies, which have cast doubts on the credibility of market practitioners from auditors to stock analysts

    此外，大家亦關注美國監管制度存在問題，審計師以至股票分析員等市場人士的公信力受到質疑。
  8. But this result also suggests yet another thing that stockmarket analysts might care to take into account when preparing their reports : the physog of the chief executive

    但這個結果也意味著，一個股票分析員在準備他們的報告時，應該考慮的事情：公司首席執行官的臉。
  9. A local stock analyst remarked only twentysomethings like huang have such courage. huang and his financial advisers were quite puzzled to learn that there is no plan for zaobao. com to go public when everybody else is getting in

    當地一股票分析員對我笑指黃川說： 「只有這樣20多歲的人才有如此的勇氣。 」
  10. The 15 global stocks selected for option strategy of the fund are well - known multinational giants. these stocks have gained positive consensus recommendations from the world s major equity analysts

    只被選作本基金的期權策略所掛鉤的股票均為大型環球企業的股票，且獲得多間國際投資銀行股票分析員的正面評級
  11. With reference to some theories and findings of internal evaluation home and aboard, this paper inquires into the current conditions of the internal evaluation of high - tech enterprise in china, explains the characters of the financial indexes system for. internal evaluation by comparing the internal evaluation with external evaluation, and elaborates the great significance of setting up a financial indexes system for internal evaluation

    論文分析了兩種集體激勵方式? ?利潤分享計劃和成本分享計劃的特點，指出對不同性質的部門應實行不同的激勵方式；結合中高級管理人才和技術人員的特徵，本文指出對他們的長期有效激勵方式是股票期權和虛擬股票，並對在高新技術企業如何具體實施股票期權和虛擬股票進行了說明。
  12. Meckling model of analyzing enterprise ownership structure, author study our country environment impacting on the eso efficiency and get the conclusion : though the implement of the eso in bank of our country can change the traditional rigid method of salary distribution, correct nearsightedness of senior executive and excite positive psychology, but because of many environments restrictions, the effect of the eso was give a great discount. so if implying this encouragement scheme, we must take the road of china in the bank of our country. referring to western bank experiences, author has discussed the eso schemes in our bank and designed the feasible schemes, which accords with the realistic objective condition

    本文系統闡述了股票期權激勵的基本原理及應用狀況，對現行銀行薪酬管理模式的問題及在銀行業中實施股票期權激勵的效應進行了探討，並借用詹森、梅克林分析企業所有權結構模型來研究我國銀行業的環境變化對股票期權作用效率的影響，得到結論：盡管我國銀行實施股票期權激勵能改變傳統的僵化薪酬分配方式，糾正高管人員的短視心理，激發工作積極主動性，但由於我國的證券市場效率較低，大多數銀行的產權治理結構不完善，稅收、會計、法律制度不健全這些內外部環境的制約，將使股票期權的激勵效率大打折扣，因此，在我國的銀行業中實施這一激勵方案必須走中國化的道路。
  13. The study analyze the reason for brain drain in high - tech enterprise, and draw the conclusion that lacking the long - term incentive in wage system is the main cause for loss of human resource, so i raise the viewpoint of bringing in the stock options from foreign high - tech corp. after making a comparative analysis between china and america, and drawing on the experience of foreign counties in this regard. i make a suggestion in stock source, the option striking price in china, which are not contradictory with the existing laws and regulations in our country

    本文在對高新技術企業人力資源的流失原因進行分析的基礎上，得出目前國內薪酬設計中長期激勵不足是產生高科技企業人員流動的主要原因，從而確定了引入股票期權激勵機制的前提條件，其後，在對我國股權運作模式及股票期權激勵機制制約因素的分析基礎上，借鑒國外幾十年來實施股票期權的相對較為成熟的經驗，提出了對我國相關法律法規的一些政策性建議，同時，針對我國法律及公司治理等方面對股票運作的障礙，提出了與現行法律不相違背的股票來源、股票行權價等方面的設計，並建設性地針對高科技企業提出了團隊股票期權激勵計劃及針對高科技企業的股票期權運作方法，從而為相關部門制訂有關政策及法律法規提供了借鑒，也為高科技企業實施股票期權提供了一套基本的原則和方法。
  14. The conflict between theory condition and reality condition must be solved. the conclusion is that current stock option which is worshiped greatly by us, may not develop its efficiency on current actual condition in our country. before the realization of this system, we should make more seriously consideration

    因此，論文詳細介紹了四川大學博士學位論文年薪制、員工持股制和股票期股期權制在我國的實施現狀，分析了它們在實際操作中的特點及適用條件，並在此基礎上對它們實施的有效性進行了詳細探討和分析。
  15. Consider first the charge that wall street analysts puffed shares that their investment - banking colleagues were trying to flog

    我們先來看看第一項指控：那些華爾街分析員過分鼓吹了其在投行的那些同僚所極力推銷的股票。
  16. - - - - - paper devises different stock option incentive model for manager and employee, and gives the practical resolution for enterprise. - - - - - mathematics model in paper testifies the validity of stock option and establishes bintree model and renewed black - scholes model

    論文將企業角色分為經理人和員工兩種，分別針對彼此不同的特點設計了不同的股票期權激勵模式，並給出了系統性的分析說明。
  17. Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive

    最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。
  18. Then, the author analyzes the leading features of middle and small high - tech enterprises and the affecting factors of r & d workers " achievement, summarizes middle and small high - tech enterprises " inspiring measures, which are the scientific reasonable system of salary ( salary on working skill, r & d workers " ownership of stock, prospective ownership of futures stockholding stock by means of technology ), perfect working life managing, efficient training plan, justified examination on workers " achievement and efficacy, company culture, emotion inspiring, and inspiring on joining work and giving right, etc., and puts forward general process and methods on the carrying out of middle and small high - tech enterprises " inspiring measures

    其次，作者分析了中小高科技企業的特點和影響研發人員績效的因素，總結出了中小高科技企業研發人員的激勵措施：科學合理的薪酬體系（崗位技能工資、研發人員持股、股票期權、技術入股） ，完美的職業生涯管理，有效的培訓計劃，公正的績效測評，企業文化，情感激勵，參與和授權激勵等，給出了激勵措施實施的一般程序和方法。最後，以杭州創業軟體集團公司為例，進行了激勵機制的實證分析。
  19. A centerpiece of any public offering is the prospectus ， which is reviewed by the securities and exchange commission, stock analysts, and potential investors

    公開募股的中心是章程，其必須經過交易安全委員會、股票分析師和潛在投資者的檢查。
  20. 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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