計酬法 的英文怎麼說
中文拼音 [jìchóufǎ]
計酬法
英文
compensation plans-
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」 。It brings satisfaction and exciting for the employee, low - cost for the employer and development for the organization. otherwise, the situation will be on the contrary. this paper applies managerial psychology * labor - economics and operations research to analyze the compensation design, the motivation effect of cadi ( chengdu aircraft design and research institute ) synthetically on the basis of introducing the theories about human resource management, compensation and motivation
本文綜合運用管理心理學、勞動經濟學、運籌學等分析方法，在對人力資源管理、薪酬、激勵等基本理論概括介紹的基礎上，論述了薪酬的分類、決定機制、設計準則及薪酬激勵的模型，探索分析了611所工程技術人員薪酬設計及其激勵效果，分析了現行體制下激勵強度弱等弊端及原因。A concession contract can be regarded as a payoff contract under the framework of principal - agent theory. it needs to meet the participation constraint and incentive compatibility constraint of concessionaire. the payoff designing can be analyzed by the backward - induction method
特許權合約可以看作一個委託代理框架下的報酬合約，需要滿足特許權人的參與約束和激勵相容約束條件，報酬設計可以使用逆序遞推的方法分析。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。At the same time, in order to get adapted to the market change, improve the competitiveness, reinforce the cohesiveness and maintain the upswing trend, cec should take effective measures, such as to accept new idea and develop the managers " awareness of competitiveness ; reform the selecting and appointing mechanism ; establish a sound compensation system ; improve consumption for the position ; break the dominance of state - owned shareholders on the stock market and improve corporate governance structure ; reinforce the financial supervision on the corporation ; make a full use of restraint effect of competitiveness and reputation mechanism ; build various " golden parachutes "
與此同時， cec在企業經營者激勵與約束方面應採取針對性的措施，通過轉變觀念，樹立市場經濟的競爭意識和產權意識；改革企業經營者的選拔任用方式，積極推進企業經營者管理的市場化進程、建立科學合理的薪酬體系、規范職位消費，實行職位消費貨幣化、調整股權結構，實現投資主體多元化，健全公司法人治理結構、加強企業財務監控和內部制度建設、充分發揮市場競爭機制和聲譽機制對企業經營者的激勵約束作用、設計各種形式的「金色降落傘」等措施的實施，適應市場變化，提高企業核心競爭力，增強企業的凝聚力，保持事業的長盛不衰。By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market
分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。In addition, execute the laborer of piece rate, work in 11 legal holiday, by not under piece rate of legal working hours 300 % pay salary reward ; work in playday, receive not under piece rate of legal working hours 200 % pay salary reward
此外，實行計件工資的勞動者，在十一法定節假日工作的，按不低於法定工作時間計件單價的300 %支付工資報酬；在休息日工作的，接不低於法定工作時間計件單價的200 %支付工資報酬。Execute the laborer of piece rate, after task of norm of the reckon by the piece that finish, by arrangement of unit of choose and employ persons its are in those who lengthen working hours beyond legal standard working hours, by not under piece rate of legal working hours 150 % pay salary reward ; work in playday, by not under piece rate of legal working hours 200 % pay salary reward ; work in legal holiday, by not under piece rate of legal working hours 300 % pay salary reward
實行計件工資的勞動者，在完成計件定額任務后，由用人單位安排其在法定標準工作時間以外延長工作時間的，按不低於法定工作時間計件單價的150 %支付工資報酬；在休息日工作的，按不低於法定工作時間計件單價的200 %支付工資報酬；在法定節假日工作的，按不低於法定工作時間計件單價的300 %支付工資報酬。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。The pensions division of the treasury is responsible for payment of all pensions and retirement gratuities, including civil pensions payable under the old pension scheme ( ops ), the new pension scheme ( nps ), the judicial officers scheme ( jos ), the dependant pensions payable under the widows and orphans pension scheme ( wops ) and the surviving spouses and children s pensions scheme ( sscps ), volunteer and defence force pension schemes
庫務署長俸分部負責發放各類退休金及退休酬金，即包括根據舊退休金計劃、新退休金計劃、司法人員退休金計劃而發放的退休金，根據孤寡撫恤金計劃、尚存配偶及子女撫恤金計劃而發放的撫恤金，根據義勇軍及各輔助隊恩恤金計劃而發放的恩恤金及香港太平洋戰爭紀念撫恤金。The author interviewed self - employed married women in the flower production industry to examine differences in estimates of unpaid labor time between time diaries and direct questions
本文以已婚花農婦女為例，分別比較時間日誌與兩種直接詢問法，在估計無酬勞力時間的差異。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。All the steps of compensation reform in g software company is run after, the compensation system is redesigned according to g software company ' s actual conditions. at first, the problems of original compensation system in g software company is analyzed, especially the problems of the compensation for r & d employees is emphasized ; and then, a new compensation system with several compensation models mixed together is designed out which considering the inspiriting, inner justice and competition outside
首先，本文通過對g軟體公司原有薪酬體系的分析，剖析g軟體公司薪酬體系存在的普遍問題，並重點研究了研發人員薪酬體系存在的問題;其次，根據g軟體公司的戰略發展目標，運用定量分析與定性分析相結合的方法，逐步設計出一套以多種薪酬模式相結合的薪酬方案，該方案綜合考慮薪酬的激勵性、內部公平性與外部競爭性。The system of company treasurer standard with new ground ( 2006 ) concerned regulation, to " deal with welfare funds ", point out clearly belong to worker firewood fulfil, the method that after be being extracted first, uses is used on accountant processing, draw proportion by company foundation oneself is actual the circumstance is reasonable and affirmatory
根據新的企業會計準則體系（ 2006 ）的有關規定，對于「應付福利費」 ，明確指出屬于職工薪酬，在會計處理上採用先提取后使用的方法，提取比例由企業根據自身實際情況合理確定。Constructing a system of salary distribution and a related evaluating system of achievement - benefit, which meets the requirement of it companies is of much importance for efficiently stimulating knowledge workers and managing human resources
因此建構一套適合網路服務行業需要的薪酬設計方法和體系，對于充分調動知識型工作者的工作積極性，充分發揮該類行業人力資源管理的效能有極大影響。The key point is how to use point method and factor comparison method during job evaluation to make out pay points of every single position along with the salary levels
如何確定不同職位之間的相對價值是這部分的重點，我們結合了要素計點法和要素比較法對達新公司不同崗位的相對價值進行量化評估以確定薪酬水平。However, while the deployment of reform and open policy, due to the emerging of contradictory between system property and the constitutive property, many noib enterprises ’ equipment and the technology get older, the competitive power drops, employment ratio decrease, the leading resource related industry declines, and the economical development is slow
文章以東北90家中國上市公司為樣本，以凈資產收益率、資產報酬率、每股收益三項財務指標作為衡量東北上市公司企業經營績效的指標，採用t檢驗和多元回歸分析的統計方法，檢驗政策實施后企業績效的變化以及影響企業績效的因素。Constructing sustained development strategic performance appraisal system and the compensation contract of basic salary plus risk revenue plus stock options as a whole and placing the performance appraisal of board of directors on the agenda are our managerial accounting method innovations based on corporate governance
構建可持續發展的戰略業績評價體系和基薪+風險收入+股票期權三位一體的報酬契約，以及把董事會業績評價提上議事日程，是我們進行的基於公司治理層面的管理會計方法創新。As a matter of fact, this long - standing difficulty was the reason behind the use of a factor - point system in the 1986 pay level survey
事實上，正是由於這個存在已久的問題，一九八六年薪酬水平調查才採用因素計分法Steer clear of multilevel marketing plans that pay commissions for recruiting new distributors. they ' re actually illegal pyramid schemes
避開那些計酬方式來源於發展新的分享者的多層次直銷計劃。它們實際上是非法的金字塔計劃。分享友人