薪酬對比關系 的英文怎麼說

中文拼音 [xīnchóuduìbǐguānxì]
薪酬對比關系 英文
pay relativity
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 對 : Ⅰ動詞1 （回答） answer; reply 2 （對待; 對付） treat; cope with; counter 3 （朝; 向; 面對） be tr...
  • 比 : Ⅰ動詞1 （比較; 較量高下、 長短、距離、好壞等） compare; compete; contrast; match; emulate 2 （比...
  • 關 : Ⅰ動詞1 （使開著的物體合攏） close; shut 2 （圈起來） shut in; lock up 3 （倒閉; 歇業） close down...
  • 系 : 系動詞（打結; 扣） tie; fasten; do up; button up
  • 薪酬 : emolument
  1. The system of company treasurer standard with new ground ( 2006 ) concerned regulation, to " deal with welfare funds ", point out clearly belong to worker firewood fulfil, the method that after be being extracted first, uses is used on accountant processing, draw proportion by company foundation oneself is actual the circumstance is reasonable and affirmatory

    根據新的企業會計準則體系（ 2006 ）的有關規定，對于「應付福利費」 ，明確指出屬于職工薪酬，在會計處理上採用先提取后使用的方法，提取比例由企業根據自身實際情況合理確定。
  2. 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。
  3. Reviewing external pay relativities

    檢討外部薪酬對比關系
  4. Are educational academic qualifications an important factor for internal relativity

    學歷是否內部薪酬對比關系的重要因素？
  5. Note : adjustments due to external relativities refer to those given to a specific group of employees in a company as a result of salaries paid by other companies for a similar job

    供參考，不會用作計算薪酬趨勢指標。注：因外部對比關系而作出的薪金調整，是指因應其他公司
  6. However, a common trend is that the relative importance of internal relativities in civil service pay determination appears to be diminishing, for two main reasons

    但這方面的一個普遍趨勢，就是內部對比關系在公務員薪酬釐定工作上的重要性似乎有所削弱。
  7. Merit payments and play adjustments due to external and internalrelativity

    勞績獎賞及基於外部與內部比對關系的薪酬調整
  8. Internal relativities have been and will no doubt remain an important aspect of pay policy development in the civil service

    內部對比關系一直是公務員薪酬政策制定方面的一個重要課題，無疑這一情況以後仍會繼續。
  9. At the first stage, an interview was conducted to primarily test the model ; in second stage, the author picked out one company in hangzhou, and analysis him particularly to test the model as one cases. at the third stage, more than 200 people from different enterprises were surveyed through questionnaires to test the model through data. the conclusions indicated that : ( 1 ) there are three dimensions of employee justice, procedural justice and interactional justice are two different but relevant dimensions ; ( 2 ) a certain type of compensation influenced justice remarkably, others have no influence to justice, and the organizational culture moderated the relationship of compensations and interactional justice ; ( 3 ) the justice of employees influenced their organizational commitment, and these findings show that multiple aspects of commitment are related to multiple justice types, indicating the role justice plays in organizational commitment is stronger than the role usually assumed

    本文的研究分三個階段進行，第一階段是訪談研究階段，了解公平感，現實中企業的薪酬策略以及組織承諾的構成，並初步驗證薪酬策略以及組織承諾和公平感之間的關系，對本文的研究構思和假設做一個初步的證明和完善；第二階段是案例研究，主要對浙江省內的兩家民營企業做了比較細致的分析，從事例的角度來說明薪酬策略，公平感和組織承諾之間的關系；研究的第三個階段是問卷研究，針對杭州，上海，武漢，寧波等城市的大中小企業的員工進行了問卷調查，從量上對本文的構思作更深一步的研究。
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