部酬率 的英文怎麼說

中文拼音 [bùchóulǜ]
部酬率 英文
internal rate of return
  • 部 : Ⅰ名詞1 （部分; 部位） part; section; division; region 2 （部門; 機關或組織單位的名稱） unit; mini...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 率 : 率名詞（比值） rate; ratio; proportion
  1. Not only motivate the talented person as well as reduce the rate of brain drain, but also make the enterprise avoid the overage cost on human being. make the employee of the enterprise could share in their work production reasonable, meantime not to the extent of made the enterprise less surplus to impact its long - term development these subject all need the enterprise to contain a fair remuneration system. the good remuneration system can draw on, retain the elitist, but the unmerited remuneration system would then bring crisis, moreover to impact the normal business of the enterprise

    人才為企業的生產經營活動作出貢獻，企業根據其能力及業績貢獻來付給人才報酬，但是如何界定人才應得的報酬以及人才的勞動力市場價值，並實現企業人力報酬的內部公平與外部公平，既要充分調動人才的工作積極性，降低人才流動率，又要使企業不至於承擔過多的人力成本；使企業的員工能合理分享其工作的成果? ?企業的利潤，同時又不至於使企業因為分享利潤過多自身內容提要粵， ， ，巴粵巴里巴里巴里日口口口盈餘過少而影響企業的長遠發展。
  2. Enterprises with foreign investment in the middle and western parts of china have the right to calculate and pay enterprise income tax with 15 percent tax rate

    57設在中西部地區的外商投資企業有減按勞取酬5 %稅率計繳企業所得稅的權利。
  3. The general price - level depends partly on the rate of remuneration of the factors of production which enter into marginal cost and partly on the scale of output as a whole, i. e. ( taking equipment and technique as given ) on the volume of employment

    一般價格水平部分地取決于進入邊際成本的生產要素的報酬率，部分地取決于總體產量的規模，即（在設備和技術為既定的條件下）取決于就業量。
  4. The second section introduces some common methods and evaluation indexes, such as net present value, internal rate of return, payback period, profitability index, etc. the present methods and evaluation indexes are incomplete, which mainly apply to the analysis on the determinate decision. in fact, they are mono - objective and most - favored methods

    第二部分，介紹了投資決策中常使用的幾種指標和方法，如凈現值法、內部報酬率法、投資回收期法、現值指數法等，認為這些現行的投資決策評價指標很不完善，主要適用於確定型投資決策，並且實質上是單目標最優決策方法，對多目標風險型投資決策分析很不適用，甚至會導致錯誤的決策。
  5. Furthermore, the scale return rate for local airlines companies operate homeland and its near islands route is decrease progressively ; nevertheless, the mainland airline is increase gradually

    另國籍航空公司經營國內及離島航線之公司，其規模報酬處于遞減；而大陸部份航空公司則是處于規模報酬率遞增之情形。
  6. Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance

    參考譯文：應為價值相同的工作提供相同的報酬，應適當考慮到私營部門僱主支付的全國和地方的工資率，並對工作優異者給予適當的鼓勵和獎賞。
  7. In the last chapter, we managed to put forward some useful idea to help develop the efficiency of china ' s stock market from the point of view of law, market and political system. in 50 ' s of 20 century, the famous professor eugene fama introduced the idea of efficient market hypothesis ( emh ), which means that the information available on the asset market can be found in the price of assets without delay and fault

    在效率市場中，投資者都利用可獲得的信息力圖獲得更高的報酬，證券價格對新的市場信息的反應是迅速而準確的，證券價格能完全反映全部信息，市場競爭涉及的證券價格從個均衡水平過渡到另一個均衡水平，而與新信息相應的價格變動是相互獨立的，或稱隨機的。
  8. 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。
  9. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
  10. The proce of determining which potential long - term projects are worth undertaking, by comparing their expected discounted cash flows with their internal rates of return

    為投資計劃的長期經濟效益而進行的預算規劃。通過此較貼現后的現金流量和內部報酬率來決定長期投資項目的過程。
  11. The process of determining which potential long - term projects are worth undertaking, by comparing their expected discounted cash flows with their internal rates of return

    為投資計劃的長期經濟效益而進行的預算規劃。通過此較貼現后的現金流量和內部報酬率來決定長期投資項目的過程。
  12. Among these, the first part makes use of the second - hand information to carry out the research for the market demanding and the history prices of the end project products. the experience is relied on determine the price needed in the analysis of long - term investment decisions ; the second part analysizes the project investment decision by the way of using some long - term investment decision theories such as recovery period method, npu, net present index method and remuneration included methods, etc. meantime, it makes the risk analysis for the project and determines the risk elements and proposes some measures and guidance in risk management

    其中，第一部分對企業及項目情況進行了介紹，並使用二手資料的方式對項目產成品的市場需求及歷史價格進行了調研，根據經驗法確定了長期投資決策分析中所需的產品價格；第二部分對進行長期投資決策分析的理論進行了闡述，利用回收期法、凈現值法、凈現指數法和內含報酬率法等長期投資決策理論對項目的投資決策進行分析，並對項目進行了風險分析，確定了風險因素，提出了風險管理中為避免風險應當採取的一些措施和方法。
  13. The existentiality of internal rate of return

    內部報酬率的存在性
  14. Internal rate of return

    內部報酬率
  15. Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital

    為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。
  16. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  17. The results of an etiological analysis on predisposing factors of primary hepatocellular carcinoma in 72 in - patients with regard to age, service, educational stratification, personality, distribution of work and leisure, life style, diseased condition and treatment before onset showed that prevalence of primary hepatocellular carcinoma was negatively correlated with increasing age, and that incidences were higher in males than in females ; in office workers with higher educational background than in farmers ; in persons who preferred hot, salty or pungent foods ; in those who abused cigarettes and alcohol ; had more social appointments and lacked sufficient sleep ; in persons who failed to seek timely medical help, and in introverts and bigots after they had contracted hepatitis

    通過對72例住院原發性肝癌病例與病因相關因素的調查分析，從年齡、職業、文化層次、性格、勞逸、生活習慣以及發病前病程、治療等綜合資料表明：肝癌流行程度與發病年齡呈反比，發病趨于年輕；男性發病率高於女性；具有一定學歷幹部的發病率大於農民；喜食咸熱或帶刺激性食品對本病恢復不利；患肝炎后，吸煙喝酒多、應酬多、得不到充分休息睡眠、未及時治療和性格內向偏執的病人其肝癌的發病率也偏高。
  18. The paper based on the example of changchun julong information & technique co. ltd. ( followed named changchun julong ltd. ), combined with the history chance of developing the northeast industrial base and enterprises reform background, make a detailed analysis to the current character and problems of the compensation distribution in state - owned enterprises in order to solve the problems of the current reward system of stat - owned enterprises represented by changchun julong ltd. and to improve its human resource situation, to utilize its human resource reasonably, to produce a marked effect on its human resource department, to enhance its work efficiency and to effectively encourage the staff to produce value for the enterprise

    該論文以長春巨龍信息技術有限責任公司（以下簡稱長春巨龍有限公司）的薪酬體系方案設計為例，結合振興東北老工業基地的歷史契機和企業改制背景，對國有企業現有薪酬體系的特點和存在問題進行了詳細的分析，旨在解決長春巨龍有限公司現有薪酬體系的問題，改善該企業的人力資源狀況，合理利用人力資源，發揮人力資源部門的職能，提高企業工作效率，有效激勵員工為企業創造價值。
  19. As the above 2004 - 05 estimates has included assumptions on price changes for various expenditure components e. g. operating expenses, plant and equipment, etc. and the two - phased reduction in salaries for the civil service and the salary - related portion of recurrent subventions on 1 january 2004 and 1 january 2005, the percentage increase decrease in real terms is calculated after adjustment to bring the expenditure figures for 2003 - 04 and 2004 - 05 to the same price level

    例如運作開支機器及設備等的假設價格變動，以及分兩期於二四年一月一日和二五年一月一日實施的公務員薪酬和經常資助金與薪酬有關部分減幅，因此上表所列的實質增減百分率是把二三至四年度和二四至五年度的開支數字調整至同一價格水平后計出的。
  20. 4 if payment is not made on the due date the company shall be entitled to charge interest on the amount outstanding at the rate of 7 % above the base lending rate from time to time of barclays bank plc from the due date until the outstanding amount is paid in full

    如果報酬未能按時支付，公司應有權按照超過巴克萊銀行變動基本貸款利率7 %的利率對拖付款額收取利息，從應付款之日算起，至拖付款全部付清為止。
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