過高薪酬 的英文怎麼說

中文拼音 [guògāoxīnchóu]
過高薪酬 英文
excessive compensation
  • 過 : 過Ⅰ動詞[口語] （超越） go beyond the limit; undue; excessiveⅡ名詞（姓氏） a surname
  • 高 : Ⅰ形容詞1 （從下向上距離大; 離地面遠） tall; high 2 （在一般標準或平均程度之上; 等級在上的） above...
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 薪酬 : emolument
  1. 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。
  2. We ' re willing to be generous but we can ' t agree to pay rises that will cause irretrievable damage to the competitiveness of the airline and hong kong

    我們樂意為機師提供更佳薪酬，但加薪幅度過高，將會對香港和航空公司的競爭力構成無法彌補的傷害，對此我們不能妥協。
  3. 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。
  4. We discuss " yangzi petrochemical ' s existing problems of company management ; right structure, company manage case study ; incentive mechanism proportion analysis ; board of directors independent character analysis, supervision mechanism analysis ; staff pentacle company manage mechanism analysis and analyze from the property right and ultra property right theory

    通過對「揚子石化」公司股本構成、公司組織構成、董事會與獨立董事、監事會、員工在治理結構中的地位以及高層人員薪酬與激勵機制六個方面的考察，我們認為該公司在公司治理與管理存在諸多問題。
  5. Executive compensation problem derives on the separation of ownership and control in modern enterprises ; there are many problems such as different objective, incompatible benefit, information asymmetry which exist in modern enterprises between owners and executives. the complexity and uncertainty of operating enterprise urged the ponderance of this problem ; we can solve it through designing and carrying out a benign compensation scheme. in knowledge economy era, the competition among enterprises in essence is the competition of person with ability ; executive especially excellent executives become the core

    高管薪酬問題的產生源於現代企業所有權和控制權的相互分離，所有者與公司高管之間存在著目標不一致、利益不兼容、信息不對稱等問題，現代企業經營的復雜性和不確定性更是加劇了這一問題的嚴重性，而通過設計和執行一份良好的薪酬方案，可以有效地解決上述問題。
  6. It takes agency theory as its premise, human resource property right as its core, and modern distribution theory and risk theory as its foundation. its basic idea is to give high - level managers headed by chief executive officer the right to purchase common stocks of the company at a certain price and time in the future. through this equity system, it ' s expected to inspirit organizations " management in the long run, avoid operators " short - term behavior, and thus reduce agency cost, improve organizations " management structure, and promote the stability of management, so that both constituents ( stake holders ) and vicegerents " ( operators ) targets of gaining profit will be realized finally

    其本質是對經營者的一種薪酬安排；它以代理理論為前提，以人力資本產權理論為核心，以現代分配理論和風險理論為基礎；其基本內容是給予公司內以首席執行官為首的高級管理人員在未來某特定的時間按某一固定價格購買本公司普通股的權力；通過這種機制希望對公司管理層起到長期激勵的作用，避免經營者的短期行為，從而減少代理成本，改善企業的治理結構，促進穩健經營，最終實現委託者（股東）和受託者（經營者）雙贏的目的；它是把期權理論應用於現代激勵機制的一種制度創新，比較符合市場經濟條件下企業經營者的價值取向和企業發展的戰略要求。
  7. The labor backbencher says students who finish high school early are less equipped for the workplace and are destined for a life of low pay and unskilled work

    這位工黨的後座議員稱，離開高中過早的學生在工作崗位上不如高中畢業的同齡人勝任，註定一輩子只能做低薪酬無技能的粗活。
  8. This article probes into how the courts in the u. s. ensure faulty salary equity based on the equal pay act and title of the civil rights act of 1964

    本文主要探討在這一背景下，美國的各級法院系統如何通過《平等薪酬條例》 、 《公民權利法案》第項權利等幾部涉及薪酬公平的法規來保障高校教師的薪酬公平。
  9. Top executive pay is out of control and the professors identify one of the ways it got that way : greater disclosure

    高層主管薪酬為何失控，教授們認為其中?個原因是` ：信息披露過多。
  10. At first, through in - depth exploration of above three incentive ways and scientific definition of tmt incentive domino offect, we design tmt measurement index systems of incentive portfolio and tmt incentive portfolio domino offect with applying tournament theory to investigate the difference in the intensity of salary incentive, stock - option incentive and control incentive among directors, supervisors and tmt

    通過分析上市公司高級管理層薪酬激勵、股權激勵、控制權激勵等三種基本方式，運用錦標賽理論，深入探討各個董事、監事、高級管理人員之間薪酬激勵強度、股權激勵強度以及控制權激勵強度的差異性。
  11. Directorate jobs appeared to be less well paid, particularly at more senior levels

    不過，首長級職位，尤其是較高層的職位，薪酬待遇則似乎比同等職位差。
  12. But, if the enterprises do not have a good pay system, it is impossible to obtain the competitive advantages in the human resources management. as a unique way, pay administration plays an irreplaceable role in the human resources management of the enterprise. pay is the original impetus to the career of staff. is the source material of survival and development, is the is the expression of social status, way to achieve self - worth. pay is the main link between staff and entrepreneurs too, it has tangible and intangible forms, and linked the interests of enterprises and staff enterprise exchange employees labour with salaries, including manual and intellectual activities ) it is the staff ’ s price in the labour market 。 as the law of supply and demand relationship decided by commodity price commodity supply and demand decisions in commodity marke. supply and demand in turn affect commodity prices, this law of supply and demand, " a

    薪酬管理是企業人力資源管理工作的重要環節和核心內容，薪酬管理模式有很多種，分別適合不同特點的企業和不同類型的員工，針對企業自身特點選擇或開發有效的薪酬管理模式對于吸引人才、留住人才、培養人才、利用人才和激勵員工、提高企業經濟效益和競爭優勢至關重要。本文通過借鑒現代薪酬管理理論對德正堂公司的薪酬體系進行分析，根據公司的實際情況，設計出一套公平的、適合企業發展的、富有競爭力的薪酬體系，不但使公司有限的激勵資源發揮出最大的激勵作用，最大限度地調動了員工的積極性，而且對同類型企業具有重要的借鑒作用。
  13. Mr nardelli reacted to criticism of his pay with defiance

    對那些批評他薪酬過高的言論，納爾代利不屑一顧。
  14. Through staff interviews, data analysis, the satisfaction measurement questionnaire was designed, covering seven dimensions of the problem, that is, " pay and benefits, performance appraisal, training and development, enterprise culture, standardized management, career planning and work environment ". using spss social science statistical analysis software to analyze each dimension, the thesis identified the main reasons of high brain drain and raised the solutions to retain the talent in human resources management

    然後通過員工訪談、資料分析，設計了員工滿意度調查問卷，問卷涵蓋「薪酬與福利、績效考核、培訓與發展、企業文化建設、規范化管理、職業生涯規劃及工作環境」等七個維度方面的問題，利用spss社會科學統計分析軟體，對每個維度逐一作了分析，揭示了明陽房產流失率高的原因，然後，從人力資源管理各個模塊提出了留住人才的對策。
  15. 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。
  16. At the same time the author establishes the measures that is necessary to bring the project into effect. at last, the author proves the theoretical significance of this paper by analyzing the cases of " rockwell international corporation super - operator payment " and " xi ' an vehicle corporation operator ' s salary incentive mechanism "

    最後，筆者通過對「羅克威爾國際公司高級管理人員報酬方案」和「西安車輛廠經營者薪酬激勵方案」兩個案例的分析，進一步論證了本文研究的理論價值與現實意義。
  17. The council passed a motion moved by hon albert ho as amended by hon cheung man - kwong and hon lau kong - wah urging the government to expeditiously review the existing mechanisms for adjusting the pay and fringe benefits of senior executives of the hong kong monetary authority ( hkma ) and statutory bodies, including the kowloon - canton railway corporation ( kcrc ), the mandatory provident fund schemes authority ( mpfa ), the hong kong housing society, the urban renewal authority ( ura ) and the airport authority ( aa )

    立法會通過由何俊仁議員動議，經張文光議員及劉江華議員修正的議案，促請政府盡快檢討香港金融管理局（下稱"金管局" ）及包括九廣鐵路公司（下稱"九鐵" ） 、強制性公積金計劃管理局（下稱"積金局" ） 、香港房屋協會、市區重建局（下稱"市建局" ）及機場管理局（下稱"機管局" ）的法定機構現時調整高級行政人員薪酬及附帶福利的機制。
  18. Ch corporation is a large - sized stated - owned enterprise and lies in an ordinary competitive trade, to improve the operation efficiency, this corporation must make a logical and realistic choice

    Ch公司是一家國有上市企業，屬於一般競爭性行業，公司計劃通過薪酬改革來實現對員工的有效激勵，提高企業經營效率。
  19. With the purpose to improve its competence, suit the requirement of the environment, quicken the reform of the compensation system, these problems on basis of the relevant theories of economics and management are analyzed and bj material research academy is taken as an example, try to solve the existing problems in its management system : segmentation, decentralization and repeat, the supers, lower efficiency, faulty mechanism. the studying on this compensation model can provide a reference to other similar enterprises

    論文旨在運用經濟學與管理學的有關原理分析這些問題，並對bj材料研究所的薪酬制度進行分析，試圖解決其管理體制上存在的條塊分割、分散重復、人員過多、效率不高、機制不完善等問題，提高其參與市場競爭的能力，使科技型企業能更快地適應科技進步和社會發展的要求，加快推進科研機構的薪酬制度改革，進而帶動人力資源管理各方面的改革。
  20. Afterwards, this thesis did a detailed study on the mutual effect between ceo pay and firm performance. atfirst, we put forward a hypothesis : the firm performance chang of chinese listed companies would put a effect on the chang of ceo pay and the chang of ceo pay would also put a effect on the firm performance chang of chinese listed companies. changing variable, set up a regression model, take regression analyse using sample data

    然後，本文對中國上市公司業績與高層管理人員薪酬之間的互動效應進行了詳細的實證研究。先提出假設：上市公司的業績變動將影響高層管理人員的薪酬變動以及高層管理人員的薪酬變動反過來也將影響到上市公司的業績。選擇變量，建立回歸模型，代入樣本數據進行回歸分析。
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