雇員分資法 的英文怎麼說

中文拼音 [gùyuánfēnzīfǎ]
雇員分資法 英文
capital sharing system
  • 雇 : 動詞1. （出錢讓人為自己做事） employ; hire 2. （租賃交通工具） hire
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 分 : 分Ⅰ名詞1. （成分） component 2. （職責和權利的限度） what is within one's duty or rights Ⅱ同 「份」Ⅲ動詞[書面語] （料想） judge
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 法 : Ⅰ名詞1 （由國家制定或認可的行為規則的總稱） law 2 （方法; 方式） way; method; mode; means 3 （標...
  • 雇員 : employee雇員福利 employee welfare; 雇員考核 employees rating; evalution of employee; 雇員手冊 emp...
  1. " 2. part ii, which contains chapter ii, iii, aims at reviewing legislative practices in shipping industry in main countries / regions. the author represents and analyses the investment laws in shipping industry of the main countries / regions in asia, america, europe and australia, according to introduction of general investment laws and special ones in shipping industry, which contains foreign investment laws on international shipping, auxiliary services, port construction and port service, internal waters and cabotage right, and the regulations on ship registry and seaman employment

    第2章以一般投資法和專門的航運投資法（包括國際海運、海運輔助業、港口服務和港日建設與經營、內水及沿海運輸領域的外國投資立法，以及船舶登記制度與船員雇傭方面的規定）為線索，以香港、東盟、美國、智利、英國、澳大利亞的立法為重點，分別對亞洲、美洲、歐洲、澳洲主要國家（地區）的航運投資法律制度做出了述評。
  2. In hong kong mclarens is the largest adjusting and surveying practice with 50 adjusters and surveyors distributed through three offices in central, west kowloon and the airport. included within our staff are three chartered loss adjusters, a chartered civil engineer, a qualified mechanical engineer, a qualified quantity surveyor, a land surveyor, a law degree holder, three chartered insurance practitioners, over 10 associated of the chartered insurance institute and many degree holders. in term of experience, over 20 of our adjusting and surveying staff members have between 10 and 30 years of experience

    麥理倫香港公司是全港最大的理賠及驗貨機構，雇有50多位理賠師及驗貨公估人分駐于中環西九及啟德機場三間分公司，其中包括三位特許理賠師一位特許土木工程師一位資深機械工程師一位資深核算師一位土地測量員一位法學士三位特許保險師及多位特許保險學會會員及學位獲得人，二十多位理賠師及驗貨公估人有著10至30年的工作經驗。
  3. 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。
  4. Visit the employment section of govhk to find information and services related to job search, labour legislation, employees protection and compensation, the mandatory provident fund scheme, and occupational safety and health in hong kong

    你可瀏覽香港政府一站通內的就業分類，查閱有關本港的求職事宜、勞工法例、雇員的保障及補償、強積金計劃，及職業安全與健康等資訊和服務。
  5. By applying the ethics research method to the two frequently encountered issues in hr management - dismissal of employees in breach of contract and constitution of new employee ' s physical checkup standard, this paper points out the ethics problems existed and their modes. citing the moral standards such as integrative social contracts theory, telelogical and deontological, this paper makes an ethics judgement and therefore draws out the two ethics relationships : one is the ethical relationship between the enterprise and the employees ( via establishing enterprise ethics, the ethical level of enterprise conducts and the employees " capability can be greatly enhanced and eventually translated into employees " enthusiasm for work, consequently the employees may bring their all potentialities into full play to achieve overall development of both the individuals and the enterprise. ) ; the other is the ethical relationship between the enterprise and society ( being one of the principal parts of social entities, the enterprise should serve and reward the society while pursueing the proprietor ' s profits, and sustain a relationship which is suitable for market and civilization societies " spirit and rules. )

    本文通過對人力資源管理中經常遇到的兩個問題? ?辭退違紀員工、制定新員工入職體檢標準，採用倫理學的研究方法，指出其中的倫理問題及其類型；運用綜合社會契約論、目的論、義務論等道德標準進行了倫理判斷，在此基礎上，引申出企業與雇員的倫理關系（即通過企業的倫理建設提高企業行為的倫理水平，以及全面提升員工素質，內化為員工的工作熱情，從而充分發揮員工潛能，實現個人的全面發展和企業的全面進步）和企業與社會的倫理關系（企業是社會存在主體之一，在追求所有者利益的同時，也應服務社會、回報社會，與社會保持適宜於市場社會、文明社會精神和準則的關系） ；同時，運用倫理決策過程模型分析了產生倫理問題的原因；最後，提出了一個分兩步走的倫理解決方案：第一步以守法為導向的企業倫理建設，這是倫理建設的底線；第二步是在此之上採取多種辦法構建倫理建設體系。
  6. The focus of the second episode will be a reflection of the threats to personal privacy posed by internet and technological developments. the third episode turns to the employer - employee relationship and explores the extent to which personal privacy is to be respected with regard to work locations. with a macro - perspective, the fourth episode will examine hong kong s progress in the protection of privacy and explore the existing contradiction and balance to be struck between personal privacy and public interests

    一連四集的私隱事件簿透過戲劇與個案演繹，分別反映私隱被侵犯或非法盜取個人資料的各種情況：第一集重點在於消費與商業活動中的私隱問題；第二集將集中反映網上及科技的發展對私隱造成的威脅；第三集討論僱主與雇員之間，在工作地點方面私隱應受尊重的尺度；第四集則從宏觀角度，探索本港在保護私隱方面的進度，及研究私隱與公眾利益之間的矛盾及平衡。
  7. It ot with the remh on the bostics of human caphal and the specul - - of hurnan captal to insurance enterprises, combining with the worid background of ", gobalhation, and chinas access to w to explore the competion shation of domestic and foreign insurere on the deviopment of locai employees. the paper aiso questions the conunon smgy of " locajization " of intemallonal comtwes and put fond some smstions for the human resouree devlwnt n of foreign insurers in china

    本篇論文從外資保險公司的角度出發，一方面研究它進入中國以後對中國雇員的人力資源開發問題，另一方面由於外資保險公司在參與競爭的時候，必然會將一些超前的理念和先進的管理技術帶進中國，因此本文也想借鑒一些國外先進的方法和經驗，這對促進中國的人力資源開發和保險業本身的健康發展，都具有十分重要的意義。
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