annual salary 中文意思是什麼
annual salary
解釋
年薪-
The total pre - tax annual salary paid by party a to the hired candidate who is recommended by party b should include the base pay, year end bonus, comparatively big amount of commission, company stock revenue and other calculable revenue
甲方支付給乙方所薦候選人稅前年薪收入總額包括基本工資，年終獎金，較大金額的傭金，公司的股票收入及其他可計算的總收入。 -
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。 -
The amount of money mr. howell spent on a new rolls - royce was just a drop in the bucket compared to his annual salary
豪威爾先生賣一輛辛勞斯萊斯汽車的錢和他的年薪相比不過是滄海一粟。 -
Notional annual salary cost at mid - point
按薪級中點估計的年薪開支 -
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。 -
Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not
同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。 -
The standard of annual salary and promissory right of stock are calculated by rating model. it matches with the general stock and working length and it matches with the enterprise ' s value. this complies personal interest in the enterprise ' s department with the long - term goals of the enterprises value
年薪和股票期權的標準是根據期權定價模型計算出來的，與企業總股本和工作年限掛鉤，與企業的價值掛鉤，使企業經營者個人利益最大化的目標和企業價值最大化的目標緊密地結合在了一起。 -
Knudsen would take over immediately as president at an annual salary of $600, 000.
科努森將立即接任總裁之職，年薪六十萬美元。 -
Although they had some difference in human capital, family background, relationship networks, the size of the enterprise and annual salary, they had the same leisure life, life values, work attitudes, political treatment and so on
她們雖然在人力資本、家庭背景、關系網路、管理企業的規模、職務年薪等方面存在區別，但在閑暇生活、生活價值、工作態度、政治待遇等方面具有一致性。 -
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。 -
After party a interviews the candidates recommended by party b, if party a can not employ the candidate for the intended position for some reason, but arrange the candidate to take other position, the service fee should be calculated based on the annual salary of the actual position
甲方面試乙方推薦的候選人後，因某種原因不能聘用該候選人任該職位，而安排該候選人擔任其它職位，服務費依實際擔任職位應有的年薪總額進行計算。 -
Nowadays manhattan securities ranks as one of the top 5 international brokers in the china market, and wang xiao - ye has attained the highest position of any mainland chinese in the company ' s history, with an annual salary of us $ 600, 000
如今曼哈頓證券已經是中國市場上排名前五位的國外券商，而王曉野也成為有史以來在曼哈頓證券做到職位最高?中國大陸人，年薪60萬美元。 -
David beckham earns his private company about twice the average annual salary of the british male - every day
「萬人迷球星」大衛?貝克漢姆的日收入已達到了英國男性平均年收入的兩倍。 -
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 -
With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system
引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析，構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量，解析基於股東監督的高級管理層激勵問題，成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式，克服了傳統的單一的物質性顯性激勵的局限性。 -
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。
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