薪酬管理系統 的英文怎麼說

中文拼音 [xīnchóuguǎnlǐxìtǒng]
薪酬管理系統 英文
pay administration system
  • 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...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 系 : 系動詞（打結; 扣） tie; fasten; do up; button up
  • 統 : Ⅰ名詞1 （事物間連續的關系） interconnected system 2 （衣服等的筒狀部分） any tube shaped part of ...
  • 薪酬 : emolument
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  • 系統 : 1. （按一定關系組成的同類事物） system 2. （有條理的;有系統的） systematic
  1. Information systems are also being used in employee training, succession planning, and compensation management, and to track and report affirmative action activity

    信息系統也被用於員工培訓、接續計劃和薪酬管理，以及追蹤和報告反優先雇傭行動方面的活動。
  2. The correlation theory to the human resource management of thesis has been in progress the survey, and management and working satisfaction degree has carried on the analysis investigation to police staff and workers in lu nan prison has announced in the police staff and workers management existence to be short of the human resource planning and does not have concrete post analysiss and the invitation works not, and standard and excitation measure must not energetically wait the problem, work analysis that has put forward laying down the distinct human resource planning and open - minded detailed and standard police staff and workers employs and promotes to a higher office the police staff and workers of system and formulation system train and the development plan and has revised firewood fulfills distributes the scheme etc the countermeasure

    論文對人力資源管理基礎知識進行了綜述，對魯南監獄幹警職工管理和工作滿意度進行了分析調查，揭示了幹警職工管理中存在的缺乏人力資源規劃、沒有具體的職務分析、招聘缺乏系統性、激勵績效差等問題，提出了制定清晰的人力資源規劃、開展詳盡的工作分析、規范幹警職工招聘與晉升制度、制定系統的幹警職工培訓計劃、制定了薪酬分配方案等對策。
  3. 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。
  4. The second, today and some period of time in the future, although some schools will have different handicaps to carry shrm into execution as the all and the one, they ought to take this ideologies and on the way to " part to whole " according to their practical condition, such as carrying out scientific recruit management, designing for scientific human resources development project and a systemic rewards management at first and so on, witch is the modus operandi that for deal with concrete matters relating to work for school personnel management

    其次，作為一個整體性的實施，目前乃至將來一段時間內部分中小學實施人力資源管理還有諸多的障礙因素。但是，中小學應秉承這種理念，根據實際的條件許可走「部分實施? ?整體實施」之路，如首先實行科學的招聘管理、設計科學的人力資源開發方案和系統的薪酬管理系統等，這對于中小學人事管理來說是比較務實的做法。
  5. This article is a sample case in a manufacture enterprises " human resources management. it comprises of two parts : the sample case and its analysis

    本文是一篇有關製造企業人力資源管理中薪酬激勵系統方面的案例，全文主要由兩部分組成：案例正文和案例分析。
  6. This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management

    本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。
  7. The system by which pay is administered and converted into payroll such that the payroll system is a subset of the overall pay system, or simply put, the way organisations use or work the pay structure

    管理薪酬並將薪轉化為薪俸記錄的制度，薪俸記錄系統是整個薪酬制度的一部分。簡單來說，即機構運用或操作薪酬結構的方法。
  8. According to theories of hrm, the paper applies positivism to study hrm situation in lin shui power plant ( lspp ), and finds out main problems. though detail analysis, author takes into concrete situation of lspp an effective hrm system is designed for the enterprise and can be used for reference by the other enterprises with meddle and small in scale, which start an undertaking. in section 1, lspp and its hrm are introduced, then the paper analyses the necessity of the redesign of hrm system in lspp

    本文試圖藉助現代人力資源管理理論，通過對鄰水縣火電廠（簡稱鄰水電廠）人力資源管理狀況的剖析，重點針對該廠崗位分析、績效考核、薪酬管理三個方面內容，找出其人力資源管理中存在的主要問題，經過認真分析和研究，結合鄰水電廠的實際情況，提出重建人力資源管理系統的思路和科學方法，同時為其他國內中小企業進行現代人力資源管理提供借鑒。
  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. 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。
  11. The article puts forward the following specific control methods and strategies : human resources planning, occupation planning, efficient recruitment, systematic training strategy, profession career planning, proper salary system, leadership and encouragement, special enterprises culture and after - management of intellectual drain

    文中提出九種具體的控制方法和策略：人力資源規劃、職務設計、有效招聘、構建系統化的培訓策略、職業生涯規劃、建構正規化的薪酬制度、領導與激勵、創建獨特的企業文化、人才流失的善後管理。
  12. As indicated in the main text of this paper, the main challenges in china ' s enterprise human resources management include inadequate manpower development, more emphasis has been given on the use of personnel, rather than on the development of the personnel ; there is a phenomenon of brain drain in the state owned enterprises. the wages and remuneration system are yet to be rationalized. the assessment of personnel is not justifiable

    本文認為目前我國企業人力資源管理中存在的主要問題是：開發、培養人才不夠，在人才管理上重使用、輕開發；國有企業人才流失嚴重；企業內部員工薪酬分配不科學；人才績效考核方式不合理、不科學；人與事不匹配，人浮於事；人治現象嚴重、論資排輩；缺乏人力資源管理的系統體系等。
  13. Due to the complex of the top management ' s work and thus the complex of their compensation decision, we need systematic theories in designing the compensation mechanism : according to the theories of human resources, in modern productive forces system, talents, which feature intellectual labor, are not only the production factor in a general labor sense, but also the capital factor that has the androgenic function of appreciation ; the property rights of advanced human capital are complete property rights, which determines that the top management has the right to decide " what to do " and " how much to do "

    由於高管人員工作的復雜性，致使其薪酬也具有復雜性特點，為了更好地設計薪酬，需有系統的理論做指導：人力資本理論指出作為智力勞動者的人才，不僅僅是一種勞動力意義上的生產要素，而且是一種具有內在增值功能的資本要素；高管人員人力資本的產權是權能完整的產權，由此決定高管人員有權決定自己「做什麼」及「做多少」 。
  14. ( 1 ) staff performance management system is not only a periodic cycle but also a general management tools and is rooted in a deeply idea which includes target management idea, human management idea, motivation idea and performance spirit idea etc. ( 2 ) the staff performance management system includes performance target system, performance improvement system, performance evaluation system and salary development system

    （ 1 ）員工績效管理不僅僅是一個周期性的循環過程，也不僅僅是一個通用的管理工具，更主要的是在於其內在的深層理念，這些理念主要有目標管理理念、人本管理理念、激勵理念和績效精神理念等。 （ 2 ）在這些內在理念的基礎上建立的員工績效管理系統包括相互獨立又相互銜接的四個子系統：績效目標體系、績效改進體系、績效評估體系和薪酬發展體系。
  15. Along with this kind of adjustment of managerial policy and administerial concept, enterprise traditional pay system could n ' t satisfy the requirements of new managerial strategy

    隨著企業經營策略和管理理念的這種調整，企業傳統的薪酬體系已無法支持調整后的經營戰略的要求。
  16. Secondly, through discussing system and character of compensation and analyzing the advantage of putting lisrel into compensation management for designing the appraising model of compensation incentive, the thesis studied its conception, establishing process and testing method of lisrel appraising model. thirdly, using the method of lisrel, the thesis built the lisrel model to appraise the effect on compensation incentive of employee, and clarified the method of data collecting and the testing of questionnaire

    其次，分析了薪酬的系統性結構及特徵，提出把lisrel線性結構方程引入薪酬管理來構建一種新型的員工薪酬激勵lisrel評價模型的構想，進一步分析了把lisrel引入薪酬管理的優越性，探討了員工薪酬lisrel評價模型的概念、建立步驟及驗證方法。第三，應用lisrel方法，構建了員工薪酬管理的lisrel評價模型，詳細闡明了模型的數據收集方法和問卷的檢驗過程。
  17. Develop continuously along with the knowledge, under the great environment only the the salary, development of the construction bank, keep up with the development that the whole medical economy

    第三，在人力資源管理體系中，健全的薪酬管理系統是吸引、激勵、發展與留住人才的最有力的工具。
  18. Undoubted, set up overall, scientific salary administrative system, foster the key competitive power and competition advantage to enterprises, especially sino - japanese joint venture in the era of knowledge - driven economy, the sustainable development which gets enterprises is significant

    毫無疑問，建立全面的、科學的薪酬管理系統，對于企業尤其是中日合資企業在知識經濟時代培育核心競爭能力和競爭優勢，獲得企業的可持續發展具有重要意義。
  19. These change includes : founding the measuring system of mental bargain so that we can know the mental bargain of staff in time ; selecting the model of salary so that we can meet staff s thirst of interest ; planning the work career of staff so that we can meet their thirst of realizing the value ; founding the double fair system so that we can meet staff s thirst of fairness ; managing the study of themselves so that staff can promote their capacity ; exploiting staff s characters so that they have correct mental bargain only manager realize the importance and effect of mental bargain and pay more attention to building and safeguarding the mental bargain, we can use the mental bargain correctly in human resources management and organization management

    心理契約的變革要求我們對人力資源管理系統中某些與心理契約關系密切，同時隨著員工心理契約的變化難以有效發揮作用的部分進行變革，具體可以從以下幾個方面入手：建立心理契約動態追蹤測量制度以及時了解員工心理契約的變化特點；建立薪酬模式動態選擇機制以滿足員工對經濟利益的需求；進行職業生涯設計以滿足員工自我實現的需求；建立雙重公平體制以滿足員工對公平的追求；實行自我管理式學習以滿足員工對能力提高的需求；對員工進行心性開發以引導員工形成正確的心理契約。只有組織的管理者真正認識到心理契約的重要性，認識到心理契約對員工的態度和行為的影響，重視心理契約的建立和維護，才能在人力資源管理甚至整個組織管理中應用好心理契約這一劑良方。
  20. In response to “ neusoft ” invitation, hewitt provide in this material our suggested project approach to help neusoft build up the world - wide standard human resource management system, which will be especially focused on the job design / evaluation, compensation design and performance management

    我們接受了東大軟體集團有限公司（東大）的委託，為貴公司提供一份關于翰威特公司將如何幫助制定一個世界標準的人力資源管理系統，尤其是東大特別關注的工作設計/評估，薪酬激勵及績效管理系統的設計方案。
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