incentive payment 中文意思是什麼
incentive payment
解釋
勸工獎-
The ha is of the view that payment of the annual performance incentive award to ceha, cces and hces is a proper use of resources
醫管局認為給予醫管局行政總裁、聯網行政總監和醫院行政總監每年工作表現獎勵金，是適當運用資源的措施。 -
To the individual character, competitive premise is everybody has an opportunity to participate in competition, its are superior bad discard necessarily as a result, this made sure the society is just ; competitive process uses up his each namely can, receive payment according to work, this incentive the play of individual enthusiasm
對個人而言，競爭的前提是人人都有機會參與競爭，其結果必然是優勝劣汰，這就保證了社會公平；競爭的過程就是各盡其能，按勞取酬，這又激勵了個人積極性的發揮。 -
Then the author introduced three famous human capital incentive theories, such as abraham " maslow ' s w, 3 ! tt 2000 hierarchy of needs theory, herzberg ' s motivation - hygiene theory and skinner ' s reinforcement theory etc, incentive methods, such as annual payment system and stock equity system, the primary investment methods, such as, education investment, training investment, work force flow investment, health - care investment, learn and work investment and the social interaction investment etc. the author followed the previous conclusion that human capital was very crucial to the economic growth and connected it with the practices to form the model that human capital investment greatly influenced the economic growth
扼要介紹了一些著名的人力資本激勵理論：馬斯洛的需求層次理論、赫茨伯格的雙因素理論和斯金納的強化理論等、激勵方式：年薪制和股權制等和主要的投資方式：教育投資、培訓投資、勞動力流動投資、衛生保健投資、 「干中學」投資和人際關系投資等。沿襲前文的結論?人力資本在經濟發展中的重要地位，作者結合中國的實際，構建了人力資本投資對經濟增長的績效分析模型，採用教育經費法和年限法論證了全體勞動力平均受教育年限對經濟增長的意義。 -
The step of how to found a reasonable salary incentive system is broke down as blow : strengthening incentive factors in the salary construction ; designing needed welfare items that is suitable for the employees ; favorable treatment to high postioned and backbone employees ; paying attention to salary payment ; choosing incentive payment style ; emphasis on team award ; skillful use of shares as incentive means
如何建立科學合理的薪酬激勵機制分如下步驟：在薪酬構成上增強激勵性因素；設計適合員工需要的福利項目；厚待高層員工和骨幹員工；在薪酬支付上注意技巧；選用具有激勵性的計酬方式；重視對團隊的獎勵；善用股票獎勵形式。 -
Irrelevant proposals on yearly salary, share - holding incentives, and motivation methods to meet owner ' s spiritual needs are introduced. as to the labor force incentive mechanism, the paper discusses the three major aspects such as payment, share holding, and spiritual needs. the corporate culture mainly explores the characteristics, internal meaning, and the expression of the incentives system application
在年薪制、股權激勵、經營者精神激勵三方面，結合國企改革的實踐，分析存在的問題，提出了相應的政策建議；國企員工激勵機制研究了員工薪酬、員工持股、員工的精神激勵三大內容；企業文化激勵著重分析了企業文化的內涵、特徵及激勵作用的表現形式，探討了企業文化激勵的具體實施途徑。 -
At the same time the author establishes the measures that is necessary to bring the project into effect. at last, the author proves the theoretical significance of this paper by analyzing the cases of " rockwell international corporation super - operator payment " and " xi ' an vehicle corporation operator ' s salary incentive mechanism "
最後，筆者通過對「羅克威爾國際公司高級管理人員報酬方案」和「西安車輛廠經營者薪酬激勵方案」兩個案例的分析，進一步論證了本文研究的理論價值與現實意義。 -
Direct the application of incentive payment systems for employees of the area
指導所在區域員工激勵薪酬體系的應用。 -
Next, after comparing the incentive payment structure with the continuous payment structure and analyzing of the eso, this paper gives a new inspirit system contained stock ownership and stock option
在風險企業家的報酬激勵設計上，對比了主流支付結構和即時支付結構在提高風險企業家的努力水平上的效果，分析了經理期權制度的激勵機制和創新功能，提出了一種股權和期權混合的報酬制度。 -
Moreover presents a step - to - optimization contract mode that can effectively estimate the cost of customer ' s participation in order to take a customer - specific incentive payment and maximize the benefit of utility by using the customer behaviors. meanwhile also discusses a model about the dynamic flow model with the consideration with interruptible load. on the other hand, this paper discusses the influence from the demand side generation for the electric power system and presents an advanced design model for distribution networks, especially for demand side generations
本文首先總結了需求側管理的基本概念和主要內容，然後根據以前的研究成果，提出一種基於用戶行為的分步優化合約方案，能有效的估算用戶實施該措施的成本，從而達到電力公司收益最優，同時討論了考慮可中斷負荷的動態潮流模型；另一方面，本文還基於分佈發電技術，探討了用戶發電資源對電力系統的影響，並提出考慮該資源的配電網規劃模型改進方案。 -
They are as follows : job analyse and post manual ; location, organization, implement procedures ; assess criteria, result exertion of performance appraisal ; principles, mode and structure of the compensation system ; relative standard of wages and salaries ; concrete scheme of the wages and salaries for all position series ; and the long - term incentive payment plan for senior executives and key backbones
設計方案涉及了工作分析與崗位說明書的編制；績效考核的定位、管理組織、實施程序、考核標準及考核結果的處置；薪酬體系的指導思想與原則、模式與結構；薪資的相對標準；各系列崗位薪酬的具體方案；高管人員與核心骨幹的長期激勵計劃。 -
First, this plan decides the main duties and key performance indicator of each position through crg position certification. secondly, it establishes a scientific performance examination system to ensure the fair and open examination. thirdly, the plan designs the incentive labor payment system associated with the result of performance
通過crg職位認證確定公司的職位設置，明確每個職位的主要職責和關鍵績效衡量指標；建立了科學的績效考核制度，確保了考核的公平、公正、公開；建立了與績效考核掛鉤的薪酬激勵機制。 -
The soe managers " salary system is made up of five parts, basic income, annual reward, long term incentive, post consumption and insurance income, in which basic income is gotten through plural linear return analysis for the factors of educational training, work experience ; by analyzing the model, manager ' s annual reward is proved relevant to his performance ; according to soes " different developing periods, long term incentive is designed as a trending and progressive mechanism, by separately adopting the modes of executive stock option, delayed payment etc., among which the latter mode has been improved greatly ; besides, some advice is given on the post consumption standard and leave - office insurance income for the soe managers
薪酬體系由基本收入、年度獎勵、長期激勵、職務消費和保障收益五部分組成。基本收入通過對教育培訓、工作經歷等因素進行多元線形回歸確定；年度獎勵通過模型化分析，得出與經理人業績正相關；長期激勵設計出了一種動態的、循序漸進的機制，結合國企發展狀況，分別採取期權、期股、延期支付等模式，其中延期支付模式作了較大改進；此外，對國企經理人職務消費的規范和離職收益的保障也提出了相應的觀點。 -
This paper consists of four chapters. in chapter one, the author briefly introduces the basic concepts of performance management, including its definition, main tasks, purpose and its circular model ; then discusses the vital link of pm, i. e. position analysis, performance examination, and incentive labor payment
本文共分四章第一章簡要介紹了績效管理的基本概念，包括績效管理的定義、主要任務、目的及績效管理循環模型；分析了績效管理的重要環節，即職位分析、績效考核、薪酬激勵機制；以及績效改進的思想和方法。 -
Under the 2004 - 05 approved budget, the unit cost of foster care service is $ 8, 525 per month, covering maintenance grant for foster care, incentive payment for foster care parents, operation cost of the organisation concerned and staff remuneration, etc. the unit costs for small group homes and residential child care institutions are $ 12, 413 and $ 11, 132 per month respectively, including the child s monthly living expenses, operation cost of the organisation concerned and staff remuneration, etc
在二四至五年度核準預算下，寄養服務的單位成本為每月8 ， 525元，當中包括寄養兒童生活津貼、寄養父母獎勵金、以及機構的運作成本和職員薪津等。兒童之家和兒童院舍的單位成本則分別為每月12 ， 413元和11 ， 132元，當中包括兒童每月生活開支、機構的運作成本以及職員薪津等。
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