annual salary system 中文意思是什麼
annual salary system
解釋
年薪制-
In recent years, incentive system to enterprise operators also becomes the focus of management research. and the tentative methods such as annual salary system, stock equity incentive system and stock options incentive system emerge in endlessly in chinese enterprises
公司1999年上市以來經營業績持續下滑，而經營者的收入水平卻呈上升態勢，經營者的收入與企業的經營業績呈現出了負相關的關系。 -
So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians
為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。 -
Compared to the american incentive mechanism model, there are many flaws in the soe operator ' s annual salary system of china
二是與國外年薪制相比，我國的經營者年薪制沒有建立相應的考核制度和抵押金制度，缺乏風險責任意識。 -
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。 -
The state - owned enterprise should be positive to promote annual salary system
國有企業應積極推行年薪制 -
In this paper, the employee in a company are subdivided into three kinds - manager, knowledge employee and common employee and then analyze the defect of annual salary system for the manager and the present problems of many kinds of incentive for knowledge employee, such as salary, work, environment and so on
本文按員工的工作性質與其在企業中的地位和作用不同，將高新技術企業的人員劃分為經營者、知識型員工和普通員工三大類，然後著重分析了經營人員實行年薪制的種種缺陷，以及知識型員工在薪酬分配、工作及環境等各種激勵方面目前存在的問題。 -
The key problem is that the evaluation index in the traditional executive annual salary system was not designed reasonably and ca n ' t truly reflect the management accomplishment of the executive
問題關鍵在於傳統的經營者年薪制中的業績評價指標設計不科學，不能真實地反映經營者的經營業績。 -
So, under our actual condition, the operator ' s annual salary system is studied which is based on becoming human capital as property rights by gradually quantitative and quantitative analysis on the basis of qualities of relative documents in this paper. the incentive compensation of soe operators is the main issues of the corporate governance
企業經營者的激勵報酬設計問題是世界各國公司治理結構普遍研究的問題，主要包括三個方面：報酬結構、報酬數量和報酬指標，我國還應該考慮報酬對象。 -
Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive
最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。 -
The annual salary system is liable to short - term behaviors, and the social mentality of injustice will be intensified when the managers receive too high cash income at one time. while under the stock options system, managers are usually unable to collect enough cash to purchase the stock shares, and this practice can only be conducted in public stock companies
由於年薪制容易導致短期行為，且經營者一次現金收入過高引起社會不公平心理加劇；而實施股票期權制，經營者一次又拿不出足夠的現金購買股份，而且，只能在上市公司實施。 -
The theoretic basis of annual salary system
論年薪制的理論依據 -
So the incentive compensation for the operator should be established in our country, supporting in theory for the implementation of the operator ' s annual salary system
經營者年薪制將企業經營者報酬與企業的業績緊密聯系，是一種有效的激勵性報酬制度。 -
The key to implementing annual salary system : establish effective benefit balance mechanism
建立有效的利益制衡機制 -
Make use of foreign experience and set up china ' s annual salary system
借鑒外國經驗推進我國國有企業經營者年薪制建設 -
Problems and countermeasures in paying the managers of the state - owened enterprises by annual salary system
國有企業經營者年薪制存在的問題及對策 -
In recent years, carrying out annual salary system and stock ownership as experiment unit is a beneficial attempt
近年來，在國有企業實施的年薪制和股票期權試點是解決這一問題的有益嘗試。 -
This thesis believes that the establishment of the executive ’ s annual salary system based on the eva mechanism is the valid solution
本文認為建立起基於eva的經營者年薪制激勵機制，是解決這問題的有效途徑。 -
For releasing the encourage and binding force the annual salary system, auditing the annual salary system is practised in many enterprises
摘要為了發揮年薪制的激勵與約束作用，許多單位逐步開展了年薪制審計。 -
Thought on establishing manager ' s annual - salary system in geological prospecting enterprises
關于建立地勘企業經營者年薪制的思考 -
In the reform process of our country business enterprise, we have already practiced a lot of encouragement mechanisms, such as contract for the management responsibility system, the executive ’ s annual salary system etc., especially economic value added mechanisms ( eva ) the overseas enterprise has already broadly adopted, and achieved success
近幾年來，如何建立有效的激勵機制，是我國企業改革的難點和重點之一。在我國企業改革過程中，我們已經實行很多的激勵方式，比如說承包經營責任制，經營者年薪制等等，特別是經營者年薪制在國外企業已廣泛地採用，並取得了成功。
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