薪酬制 的英文怎麼說
中文拼音 [xīnchóuzhì]
薪酬制
英文
variable-pay programs-
Prp is now widely used, particularly for senior staff are performance awards consolidated into base pay
績效薪酬制現時已被廣泛採用，尤其以高級職員為然The article also analyzing the resistance comes from enterprise and indicate that building effective salary system and payment of house loan interest is feasible, give priority to interior training, assisting with exterior training, while providing promote chunnel for technical personnel should be deferred
文章還分析了企業現狀對激勵機制實施的阻力，指出建立有效的薪酬制度和住房貸款利息給付計劃是可行的，可以實施以內部培訓為主、外部培訓為輔的培訓手段，員工職業發展的多跑道政策須暫緩實施。Through position analyzing and estimating, salary investigating, salary orientation and salary structure designing, working out a scientific, rational and open salary system. the emphases of welfare is to provide payment of house loan interest, purchasing life insurance for technical cadremen, etc. increasing challenge to working contents, organizing train plan to employee, encouraging study the skill of speciality and management. providing promote chunnel for technical personnel
通過職位分析，職位評價，薪酬調查，薪酬定位和薪酬結構設計，制定出一套科學、合理、公開的薪酬制度框架；福利制度重點是提供住房貸款利息給付計劃，為技術骨幹購買商業人壽保險等；工作內容上增加挑戰性；組織實施員工的培訓計劃，鼓勵員工進行專業技術和管理技能的學習；提供與行政級別平行的技術職務升遷通道。The second part : with reference of studying the relevant materials of the domestic and international independent director ' s system, based on the read up of the sections of empanelling, authority, responsibility and remuneration of independent director systems, the general principle of independent director system are probed into
第二部分：在研讀國內外獨立董事制度的相關資料基礎上，從選任、權利設計、責任和薪酬制度等方面研究了獨立董事的基本制度。In most private enterprises, there is no scientific and reasonable human resources management systems, which is really adapt to the chinese situations. consequently, many problems occurs, making it difficult to maintain and develop. part three : analyzing of the current situations of human resources in private enterprises currently, more than ninety percent the chinese private enterprise are family enterprises, and most of them are managed in a family way
本文首先明確了人力資源在經濟發展及民營企業中的重要性，分析了當前民營企業的用人狀況及人才流失的原因，重點提出了民營企業加強人力資源管理、留住人才的四種對策:建立適合本企業的人才發展戰略;塑造良好的企業文化;建立卓越的績效管理體系和薪酬制度;加大投資力度，強化企業員工的培訓。Particularly, there are some innovations in the application of some certain means, which makes it more operational in the course of designing the compensation and makes the compensation system more rational, for example, the innovations in ihe wage rate transformation of post payment, the definite of the working grade and the unit price of the piece rate wage
特別是在一些具體方法的運用上，如崗位薪酬的工資率轉換、計件薪酬的工作等級和計件單價的確定等問題上，有一些創新的做法，增強了薪酬制度設計過程中的可操作性和薪酬制度的合理性。Analysis on the equity and stimulative effect of supervisor payment system
監事薪酬制度的公平性與激勵效果的分析Secondly it reviews and evaluates the western classical compensation theories. then sdudies major theories for designing compansation system, and espesiouly researches the matchment bettewn compensation system and enterprise stratagy, indicates that the company in different life period shoud take different human resources and compensation stratagies. this part constituted the basic theories of the design of the qiaoli corporation compensation system
然後對薪酬及薪酬體系設計實務理論進行了全面論述，指出西方經典薪酬理論對現代薪酬制度的建立具有重要的指導意義，同時闡述了影響企業薪酬水平的因素、薪酬結構的確定方法、薪酬設計的基本原則以及企業處在不同生命周期，應設計出不同的薪酬制度與其發展階段相適應。Chapter 5 : combined with management of dfm, compared to basic model, essential characteristics, fundamental content of modern enterprise salary system, works out salary distribution approaches composed of organizing system, quota system, assessing system, constructive system, payment system, arbitrary system. and puts forward step - by - step proposal
第5章：結合東風汽車公司實際，根據現代企業薪酬制度的基本模式、基本特徵和基本內容，設計東風汽車公司由組織系統、指標系統、考核系統、結構系統、支付系統和仲裁系統構成的薪酬方案，並提出分步實施建議。Through special study for these problems, we found settlement should be made by bringing securities business functions into play to accelerate reconstruction of state - owned assets and by trying out manager stock holding limit right salary system to promote the circulation of state shares and corporation shares
研究表明國有企業股份制改造中存在的問題，可以通過發揮政券市場的功能促進國有企業資產重組，試行經理股票期權薪酬制，促進國家股、法人股的流通來加以解決。On independent director salary system of china
我國獨立董事薪酬制度的法律思考( 3 ) main attention should be paid to distributive justice and procedural justice in designing compensation programs. we predicted part of the company performance through compensation perception
企業薪酬制度設計過程中要注意兩大公平，程序性公平和分配性公平，並且兩大公平能預測部分企業績效指標。Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not
同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。In this thesis, main problems existing in the management of government - owned corporations compensation within chinese enterprises are analyzed ; the importance of constructing a rational and effective system of government - owned corporations compensation is pointed out ; on the basis of some important modern theories of human resource management, a system for government - owned corporations compensation is advanced combining with the reality ; not only is the theoretic base of every component of the compensation system researched, but also both the design of every component of the compensation system and the design of the overall compensation system are discusseddeeply and systematical
本論文分析了我國國企經理人薪酬管理存在的主要問題，指出構建合理有效的國企經理人薪酬制度的重要意義，依據現代人力資源管理的一些重要理論並結合實際提出了國有企業經理人薪酬的框架體系，不僅研究國有企業經理人薪酬各組成部分的理論基礎，而且對各部分薪酬的設計以及綜合薪酬的設計進行了深入系統的探討。Finally, it gives several advices about the establishment and healthiness of our independent director ' s salary system
最終，提出了建立健全我國獨立董事薪酬制度的若干建議。There is a need for a comprehensive review of human - resources policies including hiring and firing, and more importantly, introducing performance - based compensation
國有銀行有需要全面檢討其人力資源政策，包括招聘及免職政策，而其中更重要的是訂出論功行賞的薪酬制度。The principles and tactics for designing salary systems in knowledge - intensive enterprises
知識密集型企業薪酬制度設計的原理與策略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。The writer conducts research on the fairness problem of the company ' s compensation system and the influences brought to jiajin ' s development by the high staff flow rate
研究了加晉公司的薪酬制度的公平性問題以及員工的高離職率帶給加晉公司的影響。Developed a detailed, structured research template to ensure consistency and value in the descriptive and evaluative information drawn from each country
制定了一個詳細而結構嚴謹的研究框架，以確保關于上述各國公務員薪酬制度的介紹和評述都能按一致的方式和理念進行。分享友人