評薪 的英文怎麼說

中文拼音 [píngxīn]
評薪 英文
discuss and determine wage-grade
  • 評 : Ⅰ動詞1. （評論; 批評） comment; criticize; review 2. （評判） judge; appraise Ⅱ名詞（姓氏） a surname
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  1. 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。
  2. Comments on the individual civil service pay bands

    有關公務員個別薪酬級別的評議
  3. Model scale 1 staff consultative council staff side

    第一標準薪級公務員評議會職方
  4. You can use incentive wages to enter, prepare, and valuate payroll - relevant data for employees who are paid incentive wages or a premium wage

    你可以通過輸入獎金，準備，評估付給與員工的獎金或補工資的相關薪資數據。
  5. In their study, " beauty in the classroom : professors ' pulchritude and putative pedagogical productivity, " daniel hamermesh and amy parker note student course ratings are often a factor in setting salaries, suggesting looks might affect pay

    在他們這項名為"教室中的美：教授的美麗和假定教育生產力"的研究中，丹尼爾?漢默麥希和埃米?帕克提到學生對課程的評分往往是決定教授薪水的一個因素，這就意味著長相可能會影響收入。
  6. In their study, " beauty in the classroom : professors " pulchritude and putative pedagogical productivity, " daniel hamermesh and amy parker note student course ratings are often a factor in setting salaries, suggesting looks might affect pay

    在他們這項名為"教室中的美：教授的美麗和假定教育生產力"的研究中，丹尼爾漢默麥希和埃米帕克提到學生對課程的評分往往是決定教授薪水的一個因素，這就意味著長相可能會影響收入。
  7. Because firewood period stays in shutdown, be on the other hand inside, the medical treatment of inductrial injury worker have not terminative, have not assess disables grade, cannot disable specificly certainly pay

    另一方面是由於在停工留薪期內，工傷職工的醫療尚未終結，尚未評定傷殘等級，無法確定具體的傷殘待遇。
  8. As a result, the appellant understated his total assessable income and the salaries tax was undercharged by $ 60, 560

    5倍，從而短報其應評稅總額，少交薪俸稅稅款達60 ， 560元。
  9. Cases : prepare your role in barrister, counselor, solicitor and avocat, and your role in the yearly review. please prepare together with anyone who is playing the same role as you

    個案：請準備在下周僱用?薪水個案及績效評估（年度檢討）個案中所欲扮演的角色。可以的話請與扮演相同角色的同學一同練習。
  10. It is an amount excised from the total remuneration package of ceha, cces and hces, and the granting of the pia in each year is subject to an annual performance assessment

    事實上，獎勵金是醫管局行政總監、聯網行政總監及醫院行政總監的整體薪酬福利的一部份，先扣起然後經每年工作表現評核才發放。
  11. A notice of salaries tax assessment will be issued to mr a showing his net chargeable income and the home loan interest deduction allowed for the year in question

    甲先生將獲發給薪俸稅評稅通知書載明他在有關年度的應課稅入息實額和獲扣除的居所貸款利息款額。
  12. Under personal assessment, all of the income of the taxpayer and his or her spouse is aggregated and, after the deduction of all allowances, is assessed at the graduated tax rates

    按這項評稅方式，納稅人和配偶的一切收入會合併，扣除免稅額，然後以與薪俸稅相同的累進稅率評稅。
  13. Charitable donations and tax - exempt charities individual and business donors who are chargeable to salaries tax, personal assessment or profits tax can claim deduction for the aggregate of

    應課薪俸稅、個人入息課稅或利得稅的個人或業務捐款人，可將在課稅年度的評稅基期所作出
  14. Pay level survey advisory committee s comments on hay s report

    薪酬水平調查諮詢委員會對曦士報告書的評議
  15. Company should establish a job evaluation system, and increase the portion of variable merit pay. performance management system should also be set up

    將薪酬與人才市場價格接軌；建立崗位評估體系；加大與業績掛鉤的浮動工資比例，同時建立有效的業績管理體系。
  16. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  17. 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。
  18. Developed a detailed, structured research template to ensure consistency and value in the descriptive and evaluative information drawn from each country

    制定了一個詳細而結構嚴謹的研究框架，以確保關于上述各國公務員薪酬制度的介紹和評述都能按一致的方式和理念進行。
  19. Employer s return records of employers for the purpose of assessing the tax liabilities of individual taxpayers

    僱主的由僱主填報的薪酬及長俸報稅表記錄，以評定個別納稅人的賦稅義務。
  20. And job analysis is not only the head of fundamental management ut also the basis of human resource management, which is the gist of recruitment and choice, training and development, job evaluation, performance appraisal, salary design and job design, etc. being a big enterprise that produces many kinds of special steel, cssc is ready to carry out the reform of human resource management according to his strategy and development plan

    Cssc公司是一家大型鋼鐵企業，根據戰略需要、業務發展對組織機構進行了調整，並著手對其現行人力資源系統進行變革。由於該公司從未有過真正的工作分析，人力資源管理工作缺乏堅實的基礎，其後續工作如績效考評、薪酬設計、教育培訓、工作設計等成了無源之水，因此， cssc公司決定在2003年初開始著手進行工作分析，旨在以工作分析為「龍頭」 ，帶動其他各項基礎管理。
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