薪酬等級 的英文怎麼說

中文拼音 [xīnchóuděngjí]
薪酬等級 英文
pay grade
  • 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...
  • 等 : Ⅰ量詞1 （等級） class; grade; rank 2 （種; 類） kind; sort; type Ⅱ形容詞（程度或數量上相同） equa...
  • 級 : Ⅰ名詞1 （等級） level; rank; grade 2 （年級） any of the yearly divisions of a school course; gra...
  • 薪酬 : emolument
  • 等級 : 1 （按質量、程度、地位等的差異而作出的區別） grade; rank 2 （在社會地位和法律地位上不平等的社會集...
  1. 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。
  2. Types of pay structures are graded, broad - banded, job family, individual pay grade, pay curve, spot rate and pay spine

    薪酬結構的類型包括分級廣分職級職位群個人薪級薪酬曲線職位等級和薪酬主幹等。
  3. 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。
  4. The panel discussed the proposals on 2003 civil service pay adjustment in the legco brief, i. e. to restore the dollar value of all civil service pay points below directorate pay scale point 3 ( d3 ) or equivalent to the levels as at 30 june 1997 in cash terms by two adjustments of broadly equal amount to be implemented for 1 january 2004 and 1 january 2005 respectively

    事務委員會討論立法會參考資料摘要中有關2003年公務員薪酬調整的建議，即首長級薪級表第3點以下或同等薪級的所有公務員薪點薪酬金額，應回復至1997年6月30日的現金水平。調整分兩次實施，實施日期分別為2004年1月1日和2005年1月1日，每次調整的金額大致相同。
  5. The panel discussed the proposals on 2003 civil service pay adjustment in the legco brief, i. e. to restore the dollar value of all civil service pay points below directorate pay scale point 3 or equivalent to the levels as at 30 june 1997 in cash terms by two adjustments of broadly equal amount to be implemented for 1 january 2004 and 1 january 2005 respectively

    事務委員會討論立法會參考資料摘要中有關2003年公務員薪酬調整的建議，即首長級薪級表第3點以下或同等薪級的所有公務員薪點薪酬金額，應回復至1997年6月30日的現金水平。調整分兩次實施，實施日期分別為2004年1月1日和2005年1月1日，每次調整的金額大致相同。
  6. Disciplined services officer and civil service counterparts - pay level comparison in graphic form

    紀律部隊人員主任級與其他同等職級公務員的薪酬水平比較一覽表
  7. This article probes into how the courts in the u. s. ensure faulty salary equity based on the equal pay act and title of the civil rights act of 1964

    本文主要探討在這一背景下，美國的各級法院系統如何通過《平等薪酬條例》 、 《公民權利法案》第項權利等幾部涉及薪酬公平的法規來保障高校教師的薪酬公平。
  8. Disciplined services rank file and civil service counterparts - pay level comparison in graphic form

    紀律部隊人員員佐級與其他同等職級公務員的薪酬水平比較一覽表
  9. 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。
  10. As for serving civil servants appointed on or after 1st april 2000, their salaries will be brought up to the same level as the new starting salaries if they are below the new starting salaries for the respective ranks ; and their salaries will be increased by one pay point, subject to the maximum pay point of their respective ranks, if they are the same or higher than the new starting salaries for their respective ranks

    至於2000年4月1日或之後受聘的現職公務員，如果他們的薪酬較所屬職級的新入職薪酬為低，便會被調高至與新入職薪酬相同的水平如果他們的薪酬相等或高於所屬職級的新入職薪酬，則會調高至下一個較高的支薪點，但以所屬職級的頂薪點為限。
  11. At first, through in - depth exploration of above three incentive ways and scientific definition of tmt incentive domino offect, we design tmt measurement index systems of incentive portfolio and tmt incentive portfolio domino offect with applying tournament theory to investigate the difference in the intensity of salary incentive, stock - option incentive and control incentive among directors, supervisors and tmt

    通過分析上市公司高級管理層薪酬激勵、股權激勵、控制權激勵等三種基本方式，運用錦標賽理論，深入探討各個董事、監事、高級管理人員之間薪酬激勵強度、股權激勵強度以及控制權激勵強度的差異性。
  12. The senior civil service, doctors and dentists, nurses, the armed services, teachers and the prison service developing the overall framework and policies within which departments and agencies can determine their specific pay arrangements

    的某類職業組別例如高級公務員醫生和牙醫護士軍隊教師及監獄服務署人員等，其薪酬檢討事宜便由
  13. Directorate jobs appeared to be less well paid, particularly at more senior levels

    不過，首長級職位，尤其是較高層的職位，薪酬待遇則似乎比同等職位差。
  14. Pay for the directorate, senior superintendent and superintendent and equivalent ranks in the disciplined services

    紀律部隊的首長級高級警司監督警司監督及同等職級的薪酬
  15. Where a range of percentage adjustments to a particular salary band is reported, the average figure is used

    某一薪金級別的薪酬調整百分比如有多項，則用作計算的是該等百分比的平均數。
  16. The establishment and implementation of stock options involves in a lot of work, and many organizations and departments such as the compensation committee, the human resource department, the finance department, the securities corporation, the professional consulting corporation and so on will participate in this process

    許多內外機構，包括薪酬委員會、人力資源部、股壯沏權汁劃州卜z中義摘莖99級金融研究主虞海俠財務部、法律部等內部機構以及證券公司、專業咨詢公司等外部機構一般都會參與計劃的制定和實施。
  17. 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。
  18. Pay structure takes account of internal relativity, external competitiveness and where appropriate, negotiated rates for the job

    薪酬結構須考慮內部的一致性外界競爭力以及職位的議定等級
  19. It is combined with the system of performance of position object. on the basis of these, the wage of position system can be built up in the modern enterprise, ultimately it can realize the position management by object

    在崗位評價的基礎上建立崗位等級結構，並結合崗位的目標績效考核制度，制定崗位薪酬體系，最終實現以目標為核心的崗位管理。
  20. 3. 16 - lessons learned from the consultants five - country study suggest that while the belief is still there that the civil service has a leadership role to play as a good employer and that to recruit, retain and motivate is a common enough objective for their pay policy, incremental scales, security of tenure, prospects of promotion and pension may no longer be major considerations

    3 . 16從顧問的五國研究可見，雖然這些地方仍然認為政府應該帶頭做一名「好僱主」 ，而「招聘挽留及激勵」員工亦是頗普遍的薪酬政策目標，但提供遞增薪級工作保障晉升機會及退休金等，可能已不再是主要的考慮因素。
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