論人計酬 的英文怎麼說
中文拼音 [lúnrénjìchóu]
論人計酬
英文
capitation-
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。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。Does the use of clinical paths improve the efficiency and quality of care under the case payment system for inguinal herniorrhaphy or transurethral prostatectomy
在論病例計酬制度下對于接受腹股溝疝氣修補及經尿道前列腺切除術的病人施行臨床路徑可以改善醫療照護的效率及品質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。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。What are the likely consequences of a switch from wage to piece rates for turnover, recruitment, productivity, and product quality
把薪給制度轉換為論件計酬制，可能為人員流動、招募、生產力和品質帶來什麼影響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。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。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。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。Based on this theory research, we through analyzing the company " compensation actual condition, make sure the developing phase of the company, fond the existent problem, combined with management practice, take professional skill, finally put forward an all new compensation system including : design of the executive annually compensation system, the design of the employee structure compensation system, the design of the sale personnel ' s deducting compensation system. it is expected that this study will be helpful to guide both theory and practice and develop the level of human resources management
本論文在對薪酬理論全面深入研究的基礎上，通過分析僑立公司發展狀況及薪酬體系現狀，確定公司所處發展階段，找出其問題所在，結合企業現實管理需要，運用薪酬設計的專業技術，提出了僑立公司全新的薪酬體系設計方案，主要包括經營者年薪制的設計、員工結構工資制的設計、銷售人員提成工資制的設計。Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise
本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management
本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。Meckling model of analyzing enterprise ownership structure, author study our country environment impacting on the eso efficiency and get the conclusion : though the implement of the eso in bank of our country can change the traditional rigid method of salary distribution, correct nearsightedness of senior executive and excite positive psychology, but because of many environments restrictions, the effect of the eso was give a great discount. so if implying this encouragement scheme, we must take the road of china in the bank of our country. referring to western bank experiences, author has discussed the eso schemes in our bank and designed the feasible schemes, which accords with the realistic objective condition
本文系統闡述了股票期權激勵的基本原理及應用狀況，對現行銀行薪酬管理模式的問題及在銀行業中實施股票期權激勵的效應進行了探討，並借用詹森、梅克林分析企業所有權結構模型來研究我國銀行業的環境變化對股票期權作用效率的影響，得到結論：盡管我國銀行實施股票期權激勵能改變傳統的僵化薪酬分配方式，糾正高管人員的短視心理，激發工作積極主動性，但由於我國的證券市場效率較低，大多數銀行的產權治理結構不完善，稅收、會計、法律制度不健全這些內外部環境的制約，將使股票期權的激勵效率大打折扣，因此，在我國的銀行業中實施這一激勵方案必須走中國化的道路。According to the data analysis conclusion, the dissertation offer the advise in six aspects, which include human resource planning, position analysis, recruitment, training and development, performance and salary, motivation
根據研究結論提出在人力資源規劃、職務設計、招聘、培訓和發展、績效與薪酬以及激勵這六大方面的建議。All of this causes the talent outflow. now the manpower resource management is really faced with an unprecedented and difficult situation. in order to reserve the talents effectively, strengthen the competitiveness of the enterprise core and serve the enterprise for its long - term development, this article, based on the current situations of the company, states hereby the major reasons of the talent outflow by means of the examination paper investigation and the math statistics, comparison and etc. on the basis of hearing the comments from the mass of outflow personnel
為有效地留住人才，增強企業的核心競爭力，為企業的長遠發展服務，本文根據齊魯石化公司現在形勢，依據人才激勵理論，設計調查問卷，首先通過試卷調查的方式，廣泛徵求已經流失人才的意見的基礎上，運用數學統計、對比等方法，找出人才流失的主要原因為薪酬制度不合理、工作適應度不夠、人才受重視程度偏低、個人在公司內發展前途不樂觀以及企業文化、環境等原因。The dissertation is composed of six chapters, and the major content of each chapter is as follows : the first chapter briefly introduces the boundary and characteristic of the high and new technology enterprise and the characteristic of it ' s human resource, analyzes the present situation and the defect of the chines high and new technology enterprise compensation system design, thus elicits the topic intention, basic thought and overall frame of the dissertation
全文共分六章，各章主要內容如下：第一章對高新技術企業的界定、特點及其人力資源的特點進行簡要的介紹，分析我國高新技術企業薪酬設計的現狀與缺陷，從而引出本論文的立題意圖、基本思路與總體構架。The purpose of this study was to determine the association of post surgery physical symptom distress, sense of uncertainty in illness, and patient education need before discharge among breast cancer patients who received modified radical mastectomy ( mrm ) under the " case payment " reimbursement policy of nhi program in taiwan
摘要本研究旨在探討現行論病例計酬健保給付下，乳癌手術病人于出院前之身體癥狀困擾、疾病不確定感和出院護理指導需求，及其影響因素。Based on modern theory and incentive pay based on the theory of the design, according to propose and analyze issues and solve problems in thinking, in the copper company jiangxi copper current salary distribution system analysis, based distribution system against the problems that exist, according to the types of characteristics and the nature of the work, the different improvements
本文以現代激勵理論和薪酬設計理論為基礎，按照提出問題、分析問題和解決問題的思路，在對江西銅業銅材公司目前薪酬分配體系分析的基礎之上，針對分配體系中存在的問題，根據不同類型人員的特點和工作性質，提出不同的改進意見。Finally, as a main basis to form objective system of sgee, a target system of sgee ' s briskness measure has been given out simply and clearly by those two results, the author has completed the four designs of sgee ' s em from principle structure to practical use, that is : the pressure em for worker ' s to be effectively consciousness the payment em based upon the conclusion in the research that the model of management by objective should be mainly adopted in sgee ; according to situation of sgee, this mechanism has feature of simple contribution estimation, and comprehensive measure about present and long term contribution of workers the concept em that could be used to greatly raise condensation force in enterprise the growth em that is favorable to bring up excellent talent finally, the ibm system as a exploratory, the rules of operation and regulation were put forward about ibm of sgee in this paper, include : influence factors of living cycle of iem laying and operating programs based on the need of practical uses a measure model of relation effect of iem, based on the newton second theorem regular ways to iem based on the control theory
為尋找實用性較強的機制參數（變量） ，本文對發電企業內外部環境進行了分析，其中，內部環境分析以研究后重組的活力構成要素為線索展開，通過逐項延伸分析，簡明扼要地提出了發電企業活力衡量指標體系，作為形成發電企業目標樹圖的主要依據。以上兩方面的工作成果，使筆者最終完成了發電企業四項激勵機制從原理、結構到實用性的綜合設計，即： ?有效激發員工市場競爭意識的壓力激勵機制。 ?基於發電企業應當主要採用目標管理模式這一研究結論的報酬激勵機制，它的最大特點是簡化了績效評價，針對發電企業現狀，在機制中注入了人本管理思想，綜合考慮了員工對企業當前和長遠利益的貢獻。分享友人