pay and benefits system 中文意思是什麼
pay and benefits system
解釋
薪資和福利制度-
Insurance companies and government agencies could one day help to pay for the system, much as they do for home helps, once they see its benefits
公司表示，如果研究成功，這種家宴視頻器每臺的售價預計為500英鎊，保險公司或政府部門可以出資為孤寡老人購買。 -
This article put forward some measures as follows : job design, construct excellent corporate culture, provide fair pay and benefits, establish a sound training and development system, improve performance and work environment, purify relations with person and person within organization, rightly deal with employee ' s complaint, understand employee ' s real requirement, rightly deal with turnover put forward by employee
本文提出如下措施：工作設計、建構優秀的企業文化、提供公平的薪酬福利、建立完善的培訓和發展體系、提升效益和改善條件、凈化企業內人與人之間的關系、正確處理員工的抱怨、了解員工的真正需求、正確處理員工提出的離職。當然，企業應根據自身特點、員工離職原因等採取合適的留人措施。 -
The main points of hlsip quality control includes : during the design stage, it is necessary to control the scheme comparison and optimum design, esp. the waterwork, electromechanical device and irrigation region planning, to improve the design quality and pay attention to control the long - term benefits of design results ; during construction period, the supervisor should help proprietor choose construction contractor, sign the construction contract, supervise the manufacture of equipment and strictly execute the quality control procedure to subject the construction to controlled mode ; in addition, the contractors must improve their quality self - control, maintain the notion " quality first " and insist the full process, multiway, and multi system control of construction quality
高揚程梯級提水灌溉工程質量控制的重點包括：設計階段控制好方案對比、設計優化，特別是水工建築、機電安裝、灌區規劃等多專業多目標的確定和協調，提高設計質量和深度，注重控制設計成果的長期效益；施工階段協助業主選擇好施工承包商，制定出嚴謹、完備的施工合同，搞好設備監造，嚴格執行質量控製程序，使工程施工時時處于受控狀態；同時要提高承包商的質量自控能力，堅持施工質量的全過程、多方法、多體系控制。 -
The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits
通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。 -
In traditional pay system, compensation is mostly fixed, i. e. base salary, double pay and benefits, etc. in other words, there is no relation between employees " performance and the pay they receive. increment will be given during the year profit is made
傳統的薪酬制度，薪酬組合元素大多數是固定的，例如底薪、雙糧和福利等，換言之，每個員工所領取的薪酬與其績效表現無關；只要企業有盈利，員工薪金便會逐年提升，極欠激勵力度。 -
Point to in the form of other obtain employment besides standard form obtain employment, advocate if point to, working the respect such as relationship of material benefits of pay of time, income, yard ground, insurance, working is different from build what go up in foundation of industrialization and modern plant system, the floorboard of all sorts of obtain employment forms of pattern of traditional mainstream obtain employment
指在正規形式就業之外的其他就業形式，主要是指在勞動時間、收入報酬、工作場地、保險福利、勞動關系等方面不同於建立在工業化和現代工廠制度基礎上的、傳統的主流就業方式的各種就業形式的總稱。 -
Flexible obtain employment : it is to point to in the form of other obtain employment besides standard form obtain employment, advocate if point to, working the respect such as relationship of material benefits of pay of time, income, yard ground, insurance, working is different from build what go up in foundation of industrialization and modern plant system, the floorboard of all sorts of obtain employment forms of pattern of traditional mainstream obtain employment
靈活就業：是指在正規形式就業之外的其他就業形式，主要是指在勞動時間、收入報酬、工作場地、保險福利、勞動關系等方面不同於建立在工業化和現代工廠制度基礎上的、傳統的主流就業方式的各種就業形式的總稱。 -
Should there be a major overhaul of the civil service pay policy and system, putting more emphasis on performance - pay, clean wage policy i. e. paying all cash wages in lieu of allowances, housing and medical benefits, etc
公務員薪酬政策及制度應否徹底改變，變為更重薪效掛薪酬以凈工資計算即以現金取代房屋醫療等各項津貼 -
Should there be a major overhaul of the civil service pay policy and system, should more emphasis be put on performance - pay, clean wage policy i. e. paying all cash wages in lieu of allowances, housing and medical benefits, etc
公務員薪酬政策及制度應否徹底改變，變為更重薪效掛薪酬以凈工資計算即以現金取代房屋醫療等各項津貼 -
The company is employee grew to offer tremendous opportunity with development, the culture with good at the same time creation and study atmosphere and the system of pay material benefits that carry sacrificial vessel to have market competition ability
公司為員工的成長和發展提供了巨大的機會，同時創造良好的文化及學習氛圍和提供具有市場競爭力的薪資福利體系。 -
Meanwhile, we have to pay attention to the fact that the smes " trust concepts should be strengthened more, the function of the guarantee institutions should be standardized further, the scientific and unite credit evaluating standard for the smes should be set up, the risks and benefits between guarantee institutions and cooperative banks should be more appropriate and fair, in some places local governments still interfere with specific guarantee affairs, and the state trust & re - guarantee institutions for the smes have n ' t been founded to scare and control risk. . . according to all above problems, the article, focuses on the nucleus in the t & g system for smes ? he t & g institutions for smes, describes its basic system " s set - up model, ways to control risk and so on in detail. it discusses what roles other participants should play in the system construction including governments, financial institutions, the society and the smes themselves, in order to offer some valuable references on developing the social service system for smes, resolving the smes " difficulties in finance
但是，我們又不得不看到，中小企業信用觀念仍需進一步加強；各地擔保機構的運作尚待進一步規范化；科學統一的企業資信評級制度亟待建立；擔保機構和協作銀行之間的風險和利益劃分應更加公平合理；個別地方仍存在著政府行政干預具體擔保業務的問題；用以分散和控制風險的國家中小企業信用再擔保機構尚未成立… …本文針對以上問題，以中小企業信用擔保體系的核心? ?中小企業信用擔保機構為重點，著重論述了其基本制度的建立模式以及風險控制的途徑等，同時就其它參與方，包括政府部門、金融機構、社會中介以及中小企業自身在體系建設中的角色扮演問題進行了探討，以期能夠在完善中小企業社會服務體系，解決我國中小企業融資難等問題上提供一些有益的參考。 -
We also pay competitive salaries, full social benefits, other interesting benefits and we have an attractive performance - based bonus system
我們提供優厚的薪資待遇，社會福利，及其它獎勵，並有一套工作業績獎勵機制。 -
Now the compensation systems of our country have many problems : lack of uniform guideline and design basis ; lack of developmental perspective and systemic vision ; lack of flexibility of adapt to the rapid development and changes of enterprises. the reason causing these problems is that the enterprises realize the importance of compensation, but they always pay attention to basic systems design and related techniques directly in actual operation. without the direction of business strategy, they will fail in build a successful compensation system which satisfies the staff and benefits the enterprise
其次，將薪酬體系的構建分為戰略、執行和技術三個層次，從薪酬戰略的制定、薪酬策略的選擇、薪酬計劃的安排、薪酬設計和薪酬動態管理五個部分詳細闡述了戰略性薪酬體系的構建框架;在分析薪酬戰略影響因素的基礎上，將薪酬戰略細分為薪酬激勵重點、薪酬支付基礎、薪酬水平、薪酬組合、薪酬制度五項基本策略，在企業薪酬的人員和財務計劃下，進行薪酬設計，並通過動態薪酬管理使企業彈性地適應內外環境的變化。
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