薪酬管理 的英文怎麼說

中文拼音 [xīnchóuguǎnlǐ]
薪酬管理 英文
icm
  • 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...
  • 薪酬 : emolument
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  2. An inequity in salaries is an obvious drawback in the industry

    在薪酬管理方面的不足表現得尤為明顯。
  3. Based on the compensation management theories and the practical situation of nantong cosco khi ship engineering co., ltd. ( nacks ), a new compensation management system is designed for nacks to a attract, maintain and motivate talents. the purpose of compensation management system redesign is to solve the problems that hindered the development of nacks and to speed up the establishment of the chinese and japanese joint capital enterprise. this thesis consists of seven parts

    本文以現代薪酬管理理論為指導，結合南通中遠川崎船舶工程有限公司（簡稱nacks ）的實際情況，從人才吸引、維系、激勵的角度出發，對nacks公司薪酬體系進行了現狀分析和薪酬管理體系設計，目的在於通過薪酬體系的重建，解決當前存在的困擾公司發展的一些問題，從而加快中日合資企業現代企業制度建立和完善的步伐，促進公司的發展。
  4. Research on knowledge workers compensation management

    對知識員工的薪酬管理體系研究
  5. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  6. Applicability of swage management based on competence ability

    基於勝任力的薪酬管理的適用性
  7. 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。
  8. The compensation managers need to work out a correct solution to overcome these difficulties

    這些都是人力資源薪酬管理者所要解決的問題。
  9. Part three is hrm environmental analysis, its main purpose is to make all managers establish crisis consciousness in their minds. part four is constructing 3p - o model for hrm, based on integration within science, system, human, rule, including position management, mbo, performance management system, pay design & management. part five, the author provides the principles, the conditions, as well as the operating mechanism of 3p - o model practices

    第四部分「東宇集團人力資源管理3p - o模式構建」 ，提出了適合中小企業特點的人力資源管理3p - o模式，即以科學化、規范化、本土化、人性化融合為指導原則，把現代人力資源管理實踐活動中最能影響員工績效的四大核心技術? ?職位管理、目標管理、績效管理與薪酬管理動態整合起來，形成了一套較為完善的能使各級主管照著做的標準式樣。
  10. 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。
  11. Top executives play a decisive role in the running of a modern enterprise. with chinese enterprise reform progressively deepening, seeking a reasonable model for the management of government - owned corporations compensation has become an important link incourse of the enterprise reform

    企業經理人在現代企業生產經營過程中起著舉足輕重的作用，隨著我國企業改革的逐步深入，探求合理的國企經理人薪酬管理模式成為企業改革進程中的一個重要環節。
  12. 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。
  13. Several incentive theories applied in compensation management

    幾種激勵理論在薪酬管理中的應用
  14. On " aggregating human capital through knowledge management in social service sector " and " ngo compensation management of salary administration under era of financial uncertainties " were organized to enable ngos to share experiences of implementing knowledge management and the need to create knowledge ecology in agencies

    本會先後舉行在社會服務界別推行知識管理以積存人力資本、財政轉變下之薪酬管理方針知識分享會，讓會員分享應用知識管理的經驗。
  15. 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。
  16. Since our country joining the wto, more and more domestic enterprises have begun to realize the importance of payment management, especially those enterprises of hi - tech, whose development payment will have a great impact on

    隨著我國加入wto ，國內越來越多的企業開始注意到薪酬管理的重要性，尤其對于高新技術企業來說，薪酬對企業未來發展的影響更是巨大的。
  17. 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。
  18. A wide range of terms is used in the context of pay administration

    薪酬管理涉及不少通用術語，但各國在這些術語的運用上並不一致。
  19. A wide range of terms is used in the context of pay administration. however these terms are not always used in a consistent way across countries

    薪酬管理涉及不少通用術語，但各國在這些術語的運用上並不一致。
  20. Provides support in functional areas of a human resources department, which may include c & b & payroll manage, personnel records, job evaluation, compensation management, benefits administration

    為人事部提供工作支持，包括：薪酬管理，人員檔案建立，績效評估，薪資福利管理。
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