薪酬計劃 的英文怎麼說

中文拼音 [xīnchóujìhuà]
薪酬計劃 英文
pay plan
  • 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...
  • 計 : Ⅰ動詞1 （計算） count; compute; calculate; number 2 （設想; 打算） plan; plot Ⅱ名詞1 （測量或計算...
  • 劃 : 劃動詞1 （撥水前進） paddle; row 2 （合算） be to one s profit; pay 3 （用尖銳的東西在別的東西上...
  • 薪酬 : emolument
  • 計劃 : 1 （工作、行動以前預先擬定的內容和步驟） plan; project; programme; device; devisal; design 2 （做...
  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. 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。
  3. 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。
  4. At last, we analyze how each determinant influence the design of variable pay plan, and obtain some conclusions and suggestions with guidable significance for the pay design of current companies

    最後，分別對這三種影響因素進行剖析，具體分析其如何制約可變薪酬計劃的設計，從而總結出一些對當前企業薪酬設計具有一定指導意義的結論和建議。
  5. However, most research is just introductive theoretic discussion, with insufficient attention given to contextual determinants that may affect variable pay plan design

    但是大多數研究只是對可變薪酬計劃進行初步的理論探討，對可變薪酬計劃設計的影響因素尚未做出詳細的研究。
  6. Simple and convenient. you may also use the free magnetic autopay computer system to prepare tax return report with staff records. what s more, it is scaleable to handle mandatory provident fund contributions

    你可透過東亞銀行提供的免費電腦軟體處理支薪事宜，並可編制自動薪酬及退休金報稅表，兼配合強制性公積金計劃模式，一勞永逸。
  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. As a form of compensations, stock options appeared in america in 1950s, and caught attention of american companies in 1980s, and then extended to european and asian countries quickly

    作為一種薪酬安排，股票期權計劃最先出現於20世紀50年代的美國，並在20世紀80年代引起了美國企業的廣泛重視，進而迅速風行於歐洲、亞洲等地，成為一種世界性的潮流。
  9. Plan china offers a competitive compensation package commensurate with experience & skills

    國際計劃（中國）會根據應聘者的經驗和技能提供有競爭力的薪酬福利待遇。
  10. 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。
  11. This paper analyzes that the ownership structure affect the earnings management in two sides, the one is the ownership concentration characteristics and the other is the ownership concentration degree. the most ownership structure of chinese listed companies is dominant shareholder

    從公司層面上講主要有股票發行和上市的動機、配股和增發的動機、影響股票價格的動機、避免處罰的動機，從個人層面講主要是薪酬計劃和職位的晉升。
  12. Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection

    在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。
  13. Reviewing its human resource policies and staff remuneration packages to explore further opportunities for optimizing the use of its resources. these include the recent launch of a voluntary early retirement scheme for all permanent full - time employees with at least 10 years ? service in ha, and scrapping nine obsolete allowances for ha staff

    檢討人力資源政策和員工薪酬福利條件，研究進一步善用資源的方法，包括最近為所有在醫管局服務滿十年的常額全職員工推行自願提早退休計劃，同時取消發予該局員工的九種不合時宜津貼。
  14. Then on this basis, we point out three main determinants of variable pay plan design - organization ' s environment, organization ' s pay strategies and organization ' s characteristics, meanwhile construct a preliminary framework to illustrate these contextual determinants

    在系統的介紹了可變薪酬計劃的概況的基礎上，進一步提出企業設計可變薪酬計劃的三種主要影響因素? ?組織環境、組織的薪酬戰略以及組織的特徵，同時構建了一個初步的可變薪酬計劃設計的影響環境圖。
  15. In this paper, we first analyze the necessary of studying on variable pay plan and indicate its definition, classification and design process

    本文首先指出了研究可變薪酬計劃的必要性，接著給出可變薪酬的定義，並介紹可變薪酬計劃的分類與設計過程。
  16. Responsible for design and implementation of innovative benefits programs and solutions that support business objectives

    負責設計並實施創新的薪酬計劃和方案來實現公司的目標。
  17. With several years ` effort, zenomed has got to the top position in the relevant market of medical equipment, developed its special culture, made advisable welfare plan and staff development system

    誠諾美迪經過多年的努力確立了其在相關醫療器械領域的領先地位，孕育了特有的企業文化，形成了完善的員工福利保障與薪酬計劃及員工發展體系。
  18. Secondly such as information asymmetry, market failure, incomplete market, compensation plans and corporate governance structure and so on economic theory be used to analyses the incentives and exterior of the single performance - profit

    其次，將信息不對稱、市場失靈、不完善市場、薪酬計劃、公司治理結構等經濟學理論應用到分析利潤操縱的內在動機、外部操縱空間。
  19. Now the compensation systems of our country have many problems : lack of uniform guideline and design basis ; lack of developmental perspective and systemic vision ; lack of flexibility of adapt to the rapid development and changes of enterprises. the reason causing these problems is that the enterprises realize the importance of compensation, but they always pay attention to basic systems design and related techniques directly in actual operation. without the direction of business strategy, they will fail in build a successful compensation system which satisfies the staff and benefits the enterprise

    其次，將薪酬體系的構建分為戰略、執行和技術三個層次，從薪酬戰略的制定、薪酬策略的選擇、薪酬計劃的安排、薪酬設計和薪酬動態管理五個部分詳細闡述了戰略性薪酬體系的構建框架;在分析薪酬戰略影響因素的基礎上，將薪酬戰略細分為薪酬激勵重點、薪酬支付基礎、薪酬水平、薪酬組合、薪酬制度五項基本策略，在企業薪酬的人員和財務計劃下，進行薪酬設計，並通過動態薪酬管理使企業彈性地適應內外環境的變化。
  20. The internal governance mechanisms include shareholders " meeting, board of directors, executive compensation, etc. while the external governance mechanisms include market for corporate control exit, factor markets and institutional investors, etc. in this thesis, the motivation as well as effectiveness of institutional investors " monitoring will be studied

    本文將英美公司治理劃分為外部治理和內部治理。內部治理機制包括股東會、董事會和經理薪酬計劃等；外部治理機制包括公司控制權市場、退出、要素市場和機構投資者等。本文將研究機構投資者監督公司的積極性和有效性。
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