計酬原則 的英文怎麼說

中文拼音 [jìchóuyuánzé]
計酬原則 英文
charging principle
  • 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...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 原 : Ⅰ形容詞1 （最初的; 原來的） primary; original; former 2 （沒有加工的） unprocessed; raw Ⅱ動詞（原...
  • 則 : Ⅰ名詞1 （規范） standard; norm; criterion 2 （規則） regulation; rule; law 3 （姓氏） a surname Ⅱ...
  1. In the process of designing an effective prompting system for nppe, the dissertation discussed the physical aspect of prompting system in terms of stock prompting and salary prompting, designed a salary prompting scheme for managerial staff, technical staff and operational staff. based on the theory of marginal utility degression in terms of salary and prompting theory, the principle of psychic prompting has been ensured. consulting industrial and other company ' s prompting system, and based on the principle of psychic prompting, psychic prompting system, which shapes an individual and effective psychic prompting scheme in allusion to different staff for nppe, has been established respectively for managerial post, technical post and operational post in allusion to behavior characteristic in different type of worker

    在對東北管道工程有限公司激勵機制設計的過程中，分別從股權激勵和薪酬激勵兩方面研究了該公司的物質激勵機制，並設計了管理人員、技術人員及操作崗位員工的薪酬方案；在論述了薪酬的邊際效價遞減問題的基礎上，根據各種激勵理論，確定了精神激勵機制的原則，參考行業和其他企業的方法，研究了該公司總體精神激勵，針對不同類型員工的行為特點分別對管理崗、技術崗、操作崗確定了相應的精神激勵機制，形成東北管道公司對不同員工獨特的而有效的精神激勵機制方案。
  2. 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。
  3. Secondly it reviews and evaluates the western classical compensation theories. then sdudies major theories for designing compansation system, and espesiouly researches the matchment bettewn compensation system and enterprise stratagy, indicates that the company in different life period shoud take different human resources and compensation stratagies. this part constituted the basic theories of the design of the qiaoli corporation compensation system

    然後對薪酬及薪酬體系設計實務理論進行了全面論述，指出西方經典薪酬理論對現代薪酬制度的建立具有重要的指導意義，同時闡述了影響企業薪酬水平的因素、薪酬結構的確定方法、薪酬設計的基本原則以及企業處在不同生命周期，應設計出不同的薪酬制度與其發展階段相適應。
  4. Obtaining from the human resource constitution and the present situation analysis of the salary asignmcnt in jinma company. thorough the thorough research. in view of existing situation. this article asks the main question. which exists in the salany assignment system. in this foundation. from the angle of consummating salary incentive mechanism. it stresses the design of salary system of jinma company. the main content inclwdcs : firstly, research and analysis the salary assignment status quo and the puestions that exists in jinma company ; secondly, establish the decision model of the salary total quantity ; thirdly, design the new pattern of staff salary assignment ; fonrthly, prodme the means of the transition from the old pattern to the new one and the basic principle of the dynamic movement

    本文從金馬公司人力資源構成和薪酬分配現狀分析入手，通過深入研究，針對性地提出薪酬分配體系存在的主要問題。在此基礎上，以現代人力資源管理理論為基礎，從完善薪酬激勵機制這個角度，重點闡述金馬公司薪酬體系設計內容。主體內容包括：一是深刻地研究和分析金馬公司薪酬分配現狀及存在問題；二是建立起薪酬總量決定模型；三是設計出員工薪酬分配新模式；四是給出了新舊模式接替辦法和動態運行的基本原則。
  5. The calculation of total wages is based on the total remuneration payment to the staff and workers

    工資總額的計算原則應以直接支付給職工的全部勞動報酬為根據。
  6. 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。
  7. The study analyze the reason for brain drain in high - tech enterprise, and draw the conclusion that lacking the long - term incentive in wage system is the main cause for loss of human resource, so i raise the viewpoint of bringing in the stock options from foreign high - tech corp. after making a comparative analysis between china and america, and drawing on the experience of foreign counties in this regard. i make a suggestion in stock source, the option striking price in china, which are not contradictory with the existing laws and regulations in our country

    本文在對高新技術企業人力資源的流失原因進行分析的基礎上，得出目前國內薪酬設計中長期激勵不足是產生高科技企業人員流動的主要原因，從而確定了引入股票期權激勵機制的前提條件，其後，在對我國股權運作模式及股票期權激勵機制制約因素的分析基礎上，借鑒國外幾十年來實施股票期權的相對較為成熟的經驗，提出了對我國相關法律法規的一些政策性建議，同時，針對我國法律及公司治理等方面對股票運作的障礙，提出了與現行法律不相違背的股票來源、股票行權價等方面的設計，並建設性地針對高科技企業提出了團隊股票期權激勵計劃及針對高科技企業的股票期權運作方法，從而為相關部門制訂有關政策及法律法規提供了借鑒，也為高科技企業實施股票期權提供了一套基本的原則和方法。
  8. Basing on the above cognition, the dissertation describes the accounting recognition, measurement and disclosure of the derivative financial instruments by the numbers, along with several points in accounting managements in the facts in chapter 3 and chapter 4, including ( 1 ) under the betterment of the financial reports essentials definition, the dissertation puts forward the accounting recognition standard of the derivative financial instruments, that is under the business of the derivative financial instruments, when the contract is concluded, it should make an early recognition according to relativity principle and the factual diversion of the risk and the reward

    基於上述認識，本文在第三章、第四章中，系統地描述了衍生金融工具會計確認、會計計量和會計報告的相關理論，以及在實際進行會計處理時應注意的幾個要點，包括： （ 1 ）在對財務報表要素定義改進的前提下，提出了衍生金融工具的會計確認標準，即在衍生金融工具交易條件下，應按相關性原則，以風險與報酬的實質轉移為標準，在合約訂立時，就對其進行初始確認。
  9. The third chapter explains principle, mode and the procedure of the - s compensation design

    第三章說明薪酬設計的原則、模式與程序。
  10. These systems tended to rely heavily on formula - based approaches to pay determination, and were often based on formal pay comparability with the private sector

    這類制度一向非常倚賴以計算公式為本的薪酬釐定方法，而且一般重公務員薪酬與私人機構薪酬水平大致相若的原則。
  11. Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive

    最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。
  12. But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,

    薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。
  13. This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of ningbo vocational & technological college. at the base of the above, from the angle of the college ' s development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual payment system by adopting the mixed methods of quality and quantity

    本文從介紹國內外相關工資理論和激勵理論的研究成果入手，通過對薪酬管理的實質、薪酬體系設計的作用、影響薪酬設計的因素分析，在對寧波職業技術學院舊有薪酬體系的發展、形成過程及現狀剖析的基礎上，站在學院發展的戰略高度，遵循薪酬設計的公平性、競爭性、激勵性及經濟性原則，運用目前國內外最新理論成果，採用定性與定量相結合的方法，重點對結構工資進行再設計，同時對年薪制加以探討。
  14. The paper pays especial attention to the research in the importance, design principles and methods of establishing the annual payment system and knowledge payment aiming to design a new payment system of modern higher vocational colleges in accordance with the knowledge economy, which can not only inspire the enthusiasm and enterprise of all staff members, especially those young and middle - aged, but also stimulate the key talents so that they could bring their creativity into full play

    尤其對建立年薪制和知識薪酬的重要性和設計原則、方法等進行研究，旨在設計出符合知識經濟的、既能激發廣大教職工，尤其是中青年教職工積極性、進取性，又能激勵關鍵人才，充分發揮他們創造性的現代高職院校薪酬體系。
  15. Secondly, three design principles are proposed, that is, team principle, recessive - salary principle and win - win principle. different design strategies and salary - curve design methods in pay management are developed

    其次，提出了薪酬管理制度設計的三個原則，即：團隊原則，隱性報酬原則以及雙贏原則。
  16. They are as follows : job analyse and post manual ; location, organization, implement procedures ; assess criteria, result exertion of performance appraisal ; principles, mode and structure of the compensation system ; relative standard of wages and salaries ; concrete scheme of the wages and salaries for all position series ; and the long - term incentive payment plan for senior executives and key backbones

    設計方案涉及了工作分析與崗位說明書的編制；績效考核的定位、管理組織、實施程序、考核標準及考核結果的處置；薪酬體系的指導思想與原則、模式與結構；薪資的相對標準；各系列崗位薪酬的具體方案；高管人員與核心骨幹的長期激勵計劃。
  17. In the third part, according to the purpose and principles of compensation redesign, new compensation plans for administration department, operation department, sales department and top management positions are proposed respectively

    第三部分闡述了對cy股份有限公司薪酬體系進行優化設計的目的、原則，並分別對職能部門、生產部門、銷售部門、高層管理者設計了不同的薪酬方案。
  18. In theoretical analysis, this dissertation studies relative classical theory and new compensation theory which is studied by academy and enterprise presently. this dissertation focuses on defining position compensation and position compensation design. it gives a detailed explanation and analysis on the structure of position compensation, design principle, design major idea and design process

    在理論方面探討了與崗位薪酬設計相關的傳統理論以及當前學術界和企業界對崗位薪酬設計的研究成果，重點對崗位薪酬和崗位薪酬設計的概念進行界定，對崗位薪酬的構成以及設計原則、影響因素及設計思路和基本流程分別作了詳細說明和分析。
  19. Chapter 4, first, explains the principles in salary designing briefly, including economic principle, fair principle, competition principle, encourage principle, strategy principle and legal principle

    第4章首先簡單說明了薪酬設計的原則，包括公平原則、競爭原則、經濟原則、激勵原則、戰略原則與合法原則。
  20. 3. characteristics to point out the essence of opportunity cost is return rate of factors, so use the opportunity cost of factors to do the benefit - cost account of agriculture products is in line with the principle of market - economy. to suggest improving the ways of the benefit - cost account of agriculture products, and put forward a new system of he benefit - cost account of agriculture products ; to calculate the shadow prices of agriculture production factors by using stochastic frontier production function and marginal productivity theory, especially acquire the shadow prices of the agriculture land ; to do the principle analysis on the supply - demand mechanism, and suggest the supply and demand curves of china agriculture production factors ; to prove the applicability of using stochastic frontier production function to research the product ion cost of agriculture products

    本文研究的創新和特色之處為：指出要素機會成本的實質是要素的投資報酬率，從而認為以要素機會成本作為農產品成本收益核算的基礎概念符合市場經濟原則；提出以生產要素的機會成本概念為計價原則，以改進中國農產品的成本收益核算方式，據此提出符合市場經濟原則、體現完全生產成本的中國農產品成本收益核算項目體系；以隨機前沿生產函數方法和要素邊際生產力理論為邏輯框架直接測算中國主要農業生產要素的價格，特別時土地要素的價格；對中國農業生產要素的供給和需求機制進行理論分析，給出中國農業生產要素的供給、需求曲線；在理論上論證用隨機前沿生產函數技術研究農產品生產成本問題的適用性。
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