executive pay 中文意思是什麼

executive pay 解釋
主管人員的收入
  • executive : adj. 1. 執行的，實行的，實施的，有執行權力[手腕]的；行政（上）的。2. 行政官的；總經理的。n. 1. 行政部門；行政官；執行委員會。2. 【美商】總經理，董事。
  • pay : vt （payed 〈罕用語〉 paid ） 在（船底等）上塗柏油[其他防水劑等]。vt （paid ）1 付（款），支付；...
  1. Basis " beijing already bought public housing to appear on the market offer executive way " regulation, town dweller appears on the market sell the public housing that changes cost price to buy according to the room, after by the regulation pay duty is expended, income puts in individual of property right person ' s charge entirely all, no longer applicable clinch a deal unit price undertakes in 4000 yuan of above and unit of former property right accrual distributive sets

    根據《北京市已購公有住房上市出售實施辦法》的規定，城鎮居民上市出售按照房改成本價購買的公有住房，在按規定繳納稅費后，收入全部歸產權人個人所有，不再適用成交單價在4000元以上與原產權單位進行收益分配的規定。
  2. As a part of civil procedural law, participate in the distribution mainly solves how to assign the executive obtaining, when many creditors request the same debtor to pay off the debt at the same time or successively

    參與分配程序作為民事執行程序中的一個部分，主要解決有多個債權人同時或先後對同一債務人提出清償請求時，對執行所得如何分配的問題。
  3. But the realizement of compensation plan bases on the operation of performance appraisal system. only appraises performance fairly, top executive can get the right pay

    然而報酬計劃的真正實現依賴于績效評價系統的運行，只有科學公正地評價管理者績效，才有可靠的依據執行各種報酬計劃。
  4. Take for instance the arguments about high executive pay

    就拿頗富爭議的高管們的薪酬來說。
  5. Public - sector pension funds do sometimes see executive pay as a political rather than a managerial issue

    公共養老基金的確有時把經理人報酬看作一個政治問題而不是管理問題。
  6. Top executive pay is out of control and the professors identify one of the ways it got that way : greater disclosure

    高層主管薪酬為何失控，教授們認為其中?個原因是` ：信息披露過多。
  7. Another point to bear in mind is the social relevance of executive pay, in the sense that it is never really just a matter of private agreement

    另一件需要記住的事件是主管薪酬的社會關聯性，在這種意義上它絕對並非真的僅是私人協議問題。
  8. 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。
  9. The two strategists cite numerous factors, including rising executive pay and technological innovation, which have rewarded high - skilled individuals

    2位分析師指出了導致該現象的許多成因，包括高管薪酬的增加以及科技創新，因為科技創新會對那些擁有高技能的個人予以嘉獎。
  10. Many countries don ' t require publicly traded companies to disclose top executive pay, as the u. s. does, so precise comparative compensation figures can be hard to come by

    許多國家並未像美國那樣要求上市公司披露高級管理人員的薪資，因此精確地對比薪資數字可能難以做到。
  11. Therefore, the executive pay schemes are designed, they should be divided into incentive pay schemes and non - incentive pay schemes, of the most important is the designation of incentive pay schemes

    因此，在設計經營者報酬計劃時也應分為激勵性報酬和非激勵性報酬，其中最重要的是激勵性報酬計劃的設計。
  12. In a letter sent to the top 25 us companies by market capitalisation, the investors express concern that hiring the same consultants to advise on compensation as well as working on other management issues could help inflate executive pay at the expense of shareholders

    在這封寄給排名前25位美國公司的信中，投資者表示，如果提供薪酬建議的咨詢顧問也負責就其他管理問題提供建議，可能會助長高管薪酬，而讓股東利益受損。
  13. The main results indicate that the levels of executive pay are largely driven by firm size, not by firm performance, and equity - based compensation does not necessarily motivate managers to maximize shareholders ' wealth and improve firm performance, and moreover, the boards works inefficiently in designing compensation contracts for top managers

    主要結論表明香港上市公司的管理效用的水平主要由公司規模決定，而非公司的市場業績；同時以股份為工具的補償機制也不能有效促進管理層對小股東的利益和公司業績的關注，董事會也未能有效制訂對高級經理層的補償獎勵合約。
  14. Dr. gordon yen, the executive director of fountain set said : " scheduling is not an easy job at fountain set where each scheduler has to manage at least hundred machines and some schedulers - several hundred machines. they need to pay particular attention to due date and simultaneously consider the resources, procurement and machine utilization factors that will affect decisions regarding the sequence of orders they are trying to arrange. inevitable changes to orders impacts the original plans, and a lot of urgent orders can arrive on their desks very quickly

    福田執行董事嚴震銘博士表示：排單是一項心思細密的工作，每個排單員最少要負責數十臺至數百臺不同性能機器的排單工作，除了要配合交貨期物料編排及機器使用率外，還要考慮其他因素，例如客戶突如奇來的大量訂單產品規格或貨期突然更改等，這些都會影響原有生產計劃。
  15. Basis " executive detailed rules and regulations of labour insurance rules revises draft " the 16th, mix 18 times bureau of salary of original labor department on march 31, 1964 " be injured at work about worker disease or blame the disbursement of pay problem " formulary spirit, him worker is active standard pay under the enterprise of average wage, the disease of 6 months less than hurts false salary to still be plan hair base with him level pay ; the ill injury of 6 months above relieves cost under the enterprise average wage of 40, can press an enterprise 40 grants average wage, but if what get ill injury relieves cost amount prep above its are ill when hurting vacation pay, the amount that still should press disease to hurt vacation pay sends

    根據《勞動保險條例實施細則修正草案》第16條、 18條和原勞動部工資局1964年3月31日《關于職工疾病或非因工負傷待遇的支付問題》規定精神，職工本人現行標準工資低於企業平均工資的， 6個月以內的病傷假工資仍以本人標準工資為計發基數； 6個月以上的病傷救濟費低於企業平均工資40的，可按企業平均工資40發給，但假如所領的病傷救濟費數額高於其病傷假期工資時，仍應按病傷假期工資的數額發給。
  16. 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。
  17. The banks wanted us to cut executive pay, skip dividends, and all the rest.

    銀行要我們削減高級職員的薪金，停付紅利，如此等等。
  18. Basis " the complement that sells about carrying out beijing to already bought public housing to appear on the market executive method concerns an issue informs " regulation, it is ok to already bought public housing according to what cost price buys donative other, but should be in donative before turn the property of this building into commodity house, namely complemental room changes cost price the gold of land sell one ' s own things of 1 %, and cost of pay photograph custom duty

    根據《關于執行北京市已購公有住房上市出售實施辦法有關問題的補充通知》的規定，按照成本價購買的已購公有住房可以贈與他人，但要在贈與前將該房屋的性質轉成商品房，即補足房改成本價1 %的土地出讓金，並繳納相關稅費。
  19. Executive - pay restrictions would not put that horse back in its box, but they would harm companies

    主管們的工資漲勢有如離弦之箭無法控制，這必然對公司產生危害。
  20. Executive compensation has attracted much attention from domestic economists yet no same conclusions are drawn. while making theoretical analysis and model studying, we provide empirical evidence on relation of executive pay - performance using data on china listed companies from 1998 to 2004. main conclusions are : that executive monetary compensation increase at much larger rapidity than that of firm performance improvement ; that management tend to improve performance measures closely related to their private income and ignore firm ’ s long - term development ; that keeping authority stable may help improve performance and alter of authority has a negative effect, but chairman of the board and ceo ’ s inner promotion or deployment from outside may impose influence in different direction and extent

    本文在理論探討和模型分析的基礎上，對我國上市公司1998 - 2004年度管理層激勵與經營績效關系進行實證研究，得到的主要結論是:上市公司管理層貨幣報酬的增長幅度遠遠大於經營績效提高的幅度;管理層偏向于提高與自身收入密切相關的績效指標，而忽略公司的長期和全面發展;保持控制權穩定有助於改善經營績效，控制權的變更總體上會導致經營績效的下降，但是董事長和總經理由內部晉升和從外部調入對經營績效會產生不同方向和程度的影響。
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