資源報酬 的英文怎麼說

中文拼音 [zīyuánbàochóu]
資源報酬 英文
resource rent
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 源 : 名詞1. （水流起頭的地方） source （of a river）; fountainhead 2. （來源） source; cause 3. （姓氏） a surname
  • 報 : Ⅰ動詞1 （告知; 報告） report; declare; announce 2 （回答） reply; respond; reciprocate 3 （答謝）...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 資源 : natural resources; resource
  • 報酬 : reward; remuneration; pay
  1. ( 2 ) the theory foundation of iues development has explained the relevant concepts and their intensions for urban land intensive use potential estimation, made brief explanation for district location theory, land price theory, minimum factor restriction law, land pay law, ecological resource optimization law, landscape ecology theory and other basic theory

    （ 2 ） iues開發的理論基礎解釋了城市土地集約利用潛力評價的有關概念及內涵，對區位理論、地價理論、最低因子限制律、土地報酬規律、生態資源優化律、景觀生態學理論等基礎理論做了簡要分析說明。
  2. In chapter 9 we summarize the whole paper, and explain the shortages of this paper and problems to further study. main conclusions of this paper are as follows : the first, state - owned funds have always been predominant in venture capital sources in china, and this caused the " government - operated model " which leads to excessive government ' s interferes and distorted venture capital contracts ; the second, limited partnership contract is better than incorporated company contract, because the former has obvious advantages in not only encouragement and controls, but also in investors " profits. however, this paper insists, incorporated company contracts will still be very popular in the near future because limited partnership still be illegal in most provinces of china ; the third, venture capitalists " share of profits in compensation clause of fundraising contracts is influenced by investors " attitude towards difficulties and obstacles of future investment

    本文研究的主要結論：第一，在我國風險資本來源中，政府風險資本一直居於主導地位，這造就了我國風險投資的「官辦官營」模式，使其契約機制從一開始就帶有「行政干預」的烙印；第二，有限合夥契約在約束機制、激勵機制、投資者收益三個方面都明顯優于公司制契約，因此是我國風險融資契約的發展方向，但由於有限合夥在我國受到法律限制，公司制契約在一定時期內仍是我國風險融資契約的主要形式；第三，融資契約報酬條款中的激勵系數受主體先驗概率影響，借鑒有限合夥契約，可對我國公司制融資契約進行改造與重構；第四，與債權契約、普通股契約相比，可轉換優先股契約可以有效緩解風險投資過程中的信息不對稱、降低代理成本，因此是我國風險投資契約的最優選擇。
  3. It result in the following conclusions " core stockhoider, commerciai bank and commercial credit are the major finance providers, while the proportion is about 70 % ; the finance proportion from core stocmiolder is dropping yet from commercial bank and non - bank financial institution is rising with the evolution of the non - listed iniernet company ; the major pwt of the listed lnternat company on the nasdaq choose conservative capital structure and property to liability ratio is very low

    從統計結果來看，核心股東、商業銀行和商業信用三者是美國新生（未上市）網路公司主要的融資來源； nasdaq上市網路公司大多採取保守型融資結構，資產負債率很低。通過分析信息產業融資結構的演變過程，可以推斷網路公司將逐步向高風險、高報酬的融資結構方向演化。
  4. By assigning additional resources who have available hours during their normal working days, you can pay them at their standard rates, which is less costly than paying overtime to already assigned resources

    某些資源在正常工作日內還有可用的時間，使用他們時可以按標準費率支付報酬；相比之下，支付加班費給已分配的資源則較為昂貴。
  5. Following according as the actual thing of our enterprise group, the paper selects the most suitable pattern of financial control - - - - relative concentrated pattern. afterwards in the research of capital control pattern the paper put forward a new pattern that use the management of value chain as core thought to control the capital. lastly the paper establishes outstanding achievement evaluating index system and on the base of it, the paper designs the reward ways to inspirit the manager of subsidiary company to spur them to do something that is identical with the target of parent company

    該文從分析內部控制的理論基礎出發，指出財務控制是源於委託代理關系和出資者財務關系的存在；接著在分析了三種財務控制模式的基礎上，根據我國的現實情況選擇了適合我國企業集團的財務控制模式? ?相對集中的財務控制模式；論文的后兩部分是財務控制的具體研究內容，根據控制論的重點控制原理，該文選擇了資金控制和經營者的激勵作為財務控制最為有效的方式，並在資金控制部分提出了以價值鏈管理為核心思想的新型資金控制模式；最後該文針對企業集團的特殊情況建立了子公司經營者的業績評價指標體系，並以此作為依據設計了經營者的報酬結構來激勵子公司的經營者，促使其目標與母公司的利益目標保持一致
  6. Participate in hr restructuring of the group including redefining job responsibilities of major positions, making assessment on performances of key personnel and designing reporting system and remuneration packages

    參與集團人力資源重組，包括對主要職位的職責重新定義、對重要員工工作表現的考核以及設計上下級報告體系以及公司薪酬制度。
  7. This includes structuring the organization, allocating resources, ensuring that the firm has skilled employees in place, and developing reward systems that align employee behavior with the strategic goals

    它包括設計組織結構、分配資源、確保組織獲得高技能的員工、制定能夠使員工行為與組織戰略目標保持一致的報酬系統。
  8. Part four points out that the main way to resolve the problems of human resources of yunnan private enterprises is to establish a modern system of human resouces exploring and managing. this part discusses five relevant respects : establishing and perfecting the base of human resources, working well at human resources distribution so as to promote the distribution efficiency, adopting mbo methods sop as to execute overall management over the performance, restructuring reward system to enhance the effect of incentive, stabling the team members, developing deeply the human resources, tapping the latent power of the staff, and so on

    第四部分簡述了建立現代人力資源開發與管理體系，是解決雲南私營企業人力資源問題的主要途徑，這一部分主要從建立與完善人力資源管理的基礎，做好人力資源的配置工作、提高人力資源的配置效率，採用mbo法、對績效實施全面管理，重新構建報酬體系、增強激勵效果、穩定員工隊伍和加大人力資源開發力度，挖掘員工潛力等五個方面加以討論。
  9. The venture capital has some problems, such as low efficiency, little capital scale, no manager market of venture capital, lacking incentive & constrain mechanism, no smooth withdrawing channel of venture capital. in this article, information economics has been applied to the research of the game between investor and venture capitalist

    如投資效率低；資金規模小，來源渠道狹窄，國有資本佔主導地位；風險投資經理市場沒有建立起來，缺乏優秀的風險投資家；激勵、約束機制相對缺乏，風險投資家報酬機制不合理；風險資本退出途徑不順暢、風險投資的配套法規、政策不健全等。
  10. The feat ' ure of labof, the labor market condition, the strategy and the view of value. based on these, the whter mainly to research and study the hrm present situation about the effect of employee, the flowing of employee, the work system and the extrinsic rewards. the thesis also lodge the related policy

    本論文在對m公司人力資源管理內外環境及影響要素如利益相關者利益、勞動力特徵、勞動力市場條件、經營戰略、管理層理念等進行分析的基礎上，重點從員工影響力、人力資源流動、工作體系及報酬制度四個方面，對m公司人力資源管理現狀進行剖析和探討，並提出了相應的政策取向。
  11. With the design of performance management and salary system as the core, the " position group " concept is first introduced into the project ; by studying and analyzing the existing organization structure, the quantity and quality of existing human resources and the existing management methods, the system of key performance index ( kpi ) which will influence the success of an enterprise is established ; salary levels is decided by the performance of an employee, the salary paid is closely matched with the performance of employees

    該體系以績效管理和薪資體系設計為核心，首次引進了「職位族」的概念，對現有組織結構、人力資源的數量、質量及管理方法進行了認真研究和梳理，重建目標組織結構和結構核心流程，確定了影響企業成功的關鍵績效指標體系（ kpi ） ，按職位族、類的工作績效設定薪資層級，實現了工作績效與報酬匹配的目標。
  12. Finally, the system chooses the best one among all bid schemes. relative to the others, this resource management model is more simple which need n ' t to hold overall resources information. so it is apt to expand and realize, what ' s more, it settles the reward of the resource supplier via bid mechanism

    相對于別的網格資源管理系統，本模型提出的資源管理方案在管理上比較簡單，系統不必掌握全局資源信息，可擴展性較強，易於實現，並且通過引入競標機制解決了資源提供者的報酬問題。
  13. In the information aero, by specific division and collaboration of product essence such as technology, knowledge, and institution, modular organization is a highly coordinating organization that can make returns increasing

    在信息技術時代，模塊化組織通過對技術、知識和制度等資源專業化分工和合作進行協調而實現報酬遞增。
  14. An internet - scale operating system must address two fundamental issues ? how to allocate resources and how to compensate resource suppliers

    網際網路規模的作業系統必須面對兩個基本問題：如何分配資源，以及如何給予資源提供者報酬。
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