酬金和獎金 的英文怎麼說

中文拼音 [chóujīnhéjiǎngjīn]
酬金和獎金 英文
commissions and bonuses
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 金 : Ⅰ名詞1 （金屬） metals 2 （錢） money 3 （古時金屬制的打擊樂器） ancient metal percussion instrum...
  • 和 : 和動詞（在粉狀物中加液體攪拌或揉弄使有黏性） mix （powder） with water, etc. : 和點兒灰泥 prepare some plaster
  • 獎 : Ⅰ動詞（獎勵;誇獎） encourage; praise; reward; commend Ⅱ名詞1 （為了鼓勵或表揚而給予的榮譽或財物等...
  • 酬金 : monetary reward; remuneration; service fees; [美俚] kickback
  • 獎金 : money award; bonus; premium; reward; bounty; testimonial
  1. In usa, stock option plan has become a core guerdon instead of traditional payment include annual salary and bonus. it has many larruping characters

    在美國，以股票期權為主體的報酬制度已經取代了以年薪和獎金為主要內容的傳統報酬制度，並呈現出許多新特點。
  2. As soon as the robbery was discovered, picked detectives hastened off to liverpool, glasgow, havre, suez, brindisi, new york, and other ports, inspired by the proffered reward of two thousand pounds, and five per cent on the sum that might be recovered

    一批最干練的警員和密探派到了各個主要的港口如：利物浦格拉斯哥哈佛蘇伊士布林迪西紐約等地。誰能破案誰就將獲得兩千英鎊合五萬金法郎的獎金，而且還外加追回贓款的百分之五作為報酬。
  3. The blair government has not managed to create a noticeably fairer society, as the beginnings of a backlash against the bonus and executive pay bonanza in the city attest

    人們開始激烈反對金融城獎金和高管薪酬，證明布萊爾政府沒能大幅改善社會公平。
  4. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  5. The salary includes basic payment and insurance and the bonus embodies short - term benefits while stock of stock option reflects the long - term benefits of enterprises

    工資提供基本報酬和保險，獎金體現短期效益，股票和股票期權則反映企業的長期效益。
  6. 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。
  7. 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。
  8. At final, according to the analyze of experience on motivation mechanism design home and aboard, adopting the reasonable result of eso motivation in west countries as well, the paper designs the alterable motivation mechanism combining the basic

    經過對國內外企業經營者激勵機制設計的經驗實證分析，吸收國外期權激勵的合理成分，設計出了以基薪、 eva獎金和動態組合持股為薪酬結構的動態激勵機制。
  9. Pay related performance and skill has the essential difference with the traditional reward forms such as piece rate wage and bonus, and they all are the innovations of the compensation form and management system in order to suit the current change of the enterprises " external environment and internal mechanism

    業績和技能工資與傳統的計件工資和獎金等報酬形式有本質的不同，它們都是為了適應當前企業外部環境和內部機制的變革，而進行的薪酬形式和管理體制的創新。
  10. Such kind of thought has become the hotbed of cultivating undesirable tendency : satisfying with present situation, not thinking of enterprising, muddling along and so on. the existing system does not completely aim at the staff ’ s true need. the means of incentive pays attention to exterior incentive, neglects to guide staff to enhance the demand level so to carry on the self - encouragement ; the way of driving is unitary, does not differentiate the staff

    作者針對企業現有激勵機制中存在的問題，利用激勵理論和人力資源管理理論進行分析，對該企業的激勵機制進行優化研究，主要體現在以下幾個方面:實行崗位績效工資制度，完善獎金分配方式，補充獎酬中長期激勵方法;建立關鍵業績指標考核體系，使考核結果與獎酬緊密結合;靈活選用培訓方式，使培訓制度化、系統化。
  11. By implement of prompting mechanism such as stock option system, both benefits of the executives and the enterprises can be jointed even more closely, and the activity and creativity of the executive group will be impelled fully, so that both of the enterprise owners and executive group will gain the best benefits and max. wealth

    本文認為，股票期權與目前普遍實行的基本工資、年度獎金、年薪制一樣，都是企業薪酬制度的重要組成部分。隨著市場經濟的確立和發展，股票期權在經營者收入中所佔的比例將越來越高，其適用范圍也將越來越大。
  12. Calibre candidate who is intrested please send your resume to info @ accurate - plus. com. not only we offer a job, but also we offer a career

    我們提供極具競爭力的薪酬制度和提成比例。薪酬福利：底薪+月業績獎金+年底雙薪+分紅計劃.享有國家法定節假日、以及年假，五天工作制。
  13. Students are able to benefit from the financial assistance policies, including reduction of tuition fees, part - time jobs employment, as well as allowances and scholarships provided by the exchange programs with universities inside and outside europe. they could also have free access to laboratories and computers on the campus

    費拉拉大學為學生進行以下的投入：減少學費、對兼職的學生給予相應的報酬、向與歐洲和歐洲以外各大學有的交流計劃的項目提供資助和獎學金、提供環境安靜研究室和計算機室。
  14. Bonus ： refers to remuneration payment to workers for extra work and for increasing earnings and practicing economy

    獎金：指支付給職工的超額勞動報酬和增收節支的勞動報酬。
  15. In jinke all forms of incentives including salary raise or position promotion reflect your ability and work performance

    在金科，無論是薪酬增加還是獲得提升，所有的獎勵與肯定都反映了你的能力和工作表現水平。
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