薪資結構 的英文怎麼說

中文拼音 [xīnzījiēgòu]
薪資結構 英文
salary structure
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 結 : 結動詞（長出果實或種子） bear （fruit）; form （seed）
  • 構 : Ⅰ動詞1 （構造; 組合） construct; form; compose 2 （結成） fabricate; make up 3 （建造; 架屋） bui...
  • 薪資 : salary; pay; wages
  • 結構 : 1 （各組成部分的搭配形式） structure; composition; construction; formation; constitution; fabric;...
  1. At the same time, in order to get adapted to the market change, improve the competitiveness, reinforce the cohesiveness and maintain the upswing trend, cec should take effective measures, such as to accept new idea and develop the managers " awareness of competitiveness ; reform the selecting and appointing mechanism ; establish a sound compensation system ; improve consumption for the position ; break the dominance of state - owned shareholders on the stock market and improve corporate governance structure ; reinforce the financial supervision on the corporation ; make a full use of restraint effect of competitiveness and reputation mechanism ; build various " golden parachutes "

    與此同時， cec在企業經營者激勵與約束方面應採取針對性的措施，通過轉變觀念，樹立市場經濟的競爭意識和產權意識；改革企業經營者的選拔任用方式，積極推進企業經營者管理的市場化進程、建立科學合理的薪酬體系、規范職位消費，實行職位消費貨幣化、調整股權結構，實現投資主體多元化，健全公司法人治理結構、加強企業財務監控和內部制度建設、充分發揮市場競爭機制和聲譽機制對企業經營者的激勵約束作用、設計各種形式的「金色降落傘」等措施的實施，適應市場變化，提高企業核心競爭力，增強企業的凝聚力，保持事業的長盛不衰。
  2. That the system twist hempen thread draw up the quantification in the design follows the example of checing the target is followd the example of checing that by the twist hempen thread being living ; the faggot payment setup design stressly is puting into practice faggot some system pay, and has been underway the regulation to original pay composition. it is main through the base that the faggot spot manufactures the pay setup, quality, four bibliographic categories branch faggot some component such as post and twist hempen thread effect and so on

    在績效考核制度設計中制定了量化的績效考核指標；薪酬體系的設計重點是實行薪點制工資，對原有工資結構進行了調整，薪點制工資體系主要由基礎、素質、崗位和績效等四部分薪點組成，其中「績效薪點」是本設計方案的核心內容。
  3. It takes agency theory as its premise, human resource property right as its core, and modern distribution theory and risk theory as its foundation. its basic idea is to give high - level managers headed by chief executive officer the right to purchase common stocks of the company at a certain price and time in the future. through this equity system, it ' s expected to inspirit organizations " management in the long run, avoid operators " short - term behavior, and thus reduce agency cost, improve organizations " management structure, and promote the stability of management, so that both constituents ( stake holders ) and vicegerents " ( operators ) targets of gaining profit will be realized finally

    其本質是對經營者的一種薪酬安排；它以代理理論為前提，以人力資本產權理論為核心，以現代分配理論和風險理論為基礎；其基本內容是給予公司內以首席執行官為首的高級管理人員在未來某特定的時間按某一固定價格購買本公司普通股的權力；通過這種機制希望對公司管理層起到長期激勵的作用，避免經營者的短期行為，從而減少代理成本，改善企業的治理結構，促進穩健經營，最終實現委託者（股東）和受託者（經營者）雙贏的目的；它是把期權理論應用於現代激勵機制的一種制度創新，比較符合市場經濟條件下企業經營者的價值取向和企業發展的戰略要求。
  4. In the paper i investigate the postion & performance & payement of zhejiang thermal power construction company " s human resource, the recombined organization pattern and the demanded human resource quantity & designability during the year 2004 to 2008. all these mentioned above are on the basis of the original and adjusted layout of national electricity corporation, analyzing the intending competition strategy and trend of development of electric power construction industry

    結合國電公司原十五規劃及調整后規劃、分析電力建設行業未來的競爭戰略和發展趨勢的前提下對浙江省火電建設公司的人力資源戰略的崗位管理、績效管理、薪酬管理三個重要組成部分和強調以流程為導向的組織模式重組以及2004年- 2008年期間的人力資源需求總量和結構性需求進行了探討和實現。
  5. 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。
  6. By the analysis, research and compare of the old wages system in company dc, this paper finds out the problems with salary management. then it brief introduces wages theory and motivation theory. it researches the essence, characteristic, functions, influence factors, basic forms, basic principles and so on

    本文通過對dc公司原有的工資體系的剖析，研究分析了公司車間員工的效益提成工資制、科室人員結構工資制以及其他人員的固定工資制，再和電瓷同行業薪酬水平比較分析，找到了公司薪酬管理中的問題所在。
  7. Based on this theory research, we through analyzing the company " compensation actual condition, make sure the developing phase of the company, fond the existent problem, combined with management practice, take professional skill, finally put forward an all new compensation system including : design of the executive annually compensation system, the design of the employee structure compensation system, the design of the sale personnel ' s deducting compensation system. it is expected that this study will be helpful to guide both theory and practice and develop the level of human resources management

    本論文在對薪酬理論全面深入研究的基礎上，通過分析僑立公司發展狀況及薪酬體系現狀，確定公司所處發展階段，找出其問題所在，結合企業現實管理需要，運用薪酬設計的專業技術，提出了僑立公司全新的薪酬體系設計方案，主要包括經營者年薪制的設計、員工結構工資制的設計、銷售人員提成工資制的設計。
  8. Workforce capital and salary structure of professional manager

    經理人勞動力資本價值與薪酬結構
  9. According to management function, the system is divided into six coral functional modules that are isolated but related in some way. those are personal management, salary management, welfare management, technical title management, merit & benefit management and training management. according to operating function of the system, there are three assisting functional modules that are system maintenance, database & table management and assisting office

    本系統本著適用性、開放性、兼容性、集成性和安全性的設計原則，為使系統層次清楚、結構簡明，採用了結構化系統設計的方法，按照管理職能將系統分為人事管理、薪資管理、福利管理、職稱管理、績效管理、培訓管理等六個相對獨立又互為因果的核心功能模塊；按照系統操作功能又分為系統維護、數據和表格管理、輔助辦公等三個輔助功能模塊。
  10. It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation

    個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。
  11. 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。
  12. Enterprise ' s competition first is talented person ' s competition. talented person ' s competition is the talent system competition in the final analysis, but the salary system also is a talent system important aspect

    近幾年隨著企業內部人員結構的變化，郵政企業在薪酬制度方面的矛盾日益突出，工資水平與市場價位脫節、職位工資不能反映職位價值、績效考核制度缺乏可操作性、分配方式仍然比較單一。
  13. Adopting integration inspirational mode, summarizing the content of inspirational mechanism including salary, welfare, work, train and occupation development. investigating the above aspect of current inspirational mechanism, analyzing advantages and disadvantages. find out the main problems as follow : salary is not competitive, salary system lack of rationality, performance checking is not diaphanous, welfare implement not do its best, work lack of challenge, employee lack of training, occupation route narrow

    文章對現代流行的激勵理論（內容型、過程型、綜合型激勵理論）進行分析，採用波特爾和勞勒的綜合激勵模型，總結出激勵機制所包含的內容：薪酬、福利、工作、培訓和職業生涯發展，並對現行激勵機制的以上幾方面進行調研，分析其利弊，找出其存在的問題主要有：薪酬競爭力不足，工資結構缺乏合理性，考核缺乏透明度；福利措施（尤其是住房問題）實施不力；工作缺乏挑戰性；缺乏員工的系統性培訓；職業發展路線單一等。
  14. Broadbanding pay structure

    扁平薪資結構
  15. Bridge ' s ? 26, 000 - a - week wages easily fit in with the hammers ' pay structure

    布里奇2 . 6萬英鎊的周薪可以較容易進入鐵錘幫的薪資結構中。
  16. It warns : “ many employers, particularly those who operate in fiercely competitive and generally deflationary markets such as retailing, have seen their pay structures compressed

    英國零售商協會警告稱： 「許多僱主，特別是那些在零售業等競爭激烈、普遍處于通縮市場上經營的僱主，發現他們的薪資結構受到了擠壓。
  17. Perez is steadfastly refusing to break madrid ' s pay structure and will not put vieira in the same superstar wage bracket as likes of raul, zinedine zidane, luis figo and david beckham

    佩雷茲固執的拒絕打破馬德里現在的薪金結構，不會將維埃拉的工資水平向勞爾，齊達內，費戈以及貝克漢姆這樣的超級巨星看齊。
  18. Given the number of staff grades involved and the complexity of the present structure, the university has appointed an independent external consultancy, viz. the hay group, to undertake a comprehensive and objective review of the university s remuneration structure for non - academic staff. the purpose of the review is to improve the current situation, with a view to rationalizing and simplifying the existing grading system, so as to develop a competitive, flexible, equitable and optimal remuneration structure which can enhance the hrm of the university while at the same time enable the university to recruit and retain good staff

    考慮到現行架構之復雜性及牽涉職級之數目，大學委託了外間獨立顧問公司thehaygroup ，為非教學人員之薪酬結構進行全面並客觀之檢討，檢討之目標為改善現時的情況，希望簡化及合理化現行之職級制度，以制訂一套能提升大學人力資源管理、並有助大學招聘及保留優秀員工，而具競爭力、彈性、持平並恰當的薪酬架構。
  19. But because subordinates to state postal bureau ' s vertical management, the salary system carries out the national bureau ' s unified policy plan, but state postal bureau although several years ago has been clear about the human resources strategic key point, namely advancement position, salary, achievements three systems reform, but because the organizational reform and so on all sorts of factors influence puts to the implementation by no means

    本文通過對吉林省郵政局現行的薪酬體系的調查和分析，通過組織診斷，找出了現行薪酬體系存在的問題，結合吉林郵政未來發展過程中對人力資源管理與開發的要求，制定了吉林郵政目前的薪酬策略，即主要對原有薪酬結構進行優化與調整，強化考核機制，構建符合市場競爭要求的18等級薪酬方案體系。
  20. “ like anyone else ' s salary, that is confidential and i am certainly not going to disclose it, but i am confident michael is signing for us on a salary that is commensurate with what he is as a player and is within the wages structure we have adopted in the last two years at chelsea

    「像其他人的薪水一樣，他的年薪也是保密的，我當然不可能告訴大家，但我可以向大家確保，我們給他付的薪水跟他的實力相稱，而且在我們過去兩年建立的工資結構內。 」
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