pay system 中文意思是什麼

pay system 解釋
工資制度
  • 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;...
  • system : n 1 體系,系統;分類法;組織;設備,裝置。2 方式;方法;作業方法。3 制度;主義。4 次序,規律。5 ...
  1. It also studies he the mode of human capital ' s involvement in the distribution of the income of the enterprise - the improvement of the annal - pay system for the managers and the stock share system

    提出要實現人力資本參與企業收入分配,必須完善國有企業人力資本參與企業收入分配的制度安排,進一步完善技術入股制度、經理年薪制和股票期權制度。
  2. It puts forward that the realization of human capital ' s involvement in the distribution of the income of enterprise, a further arrangement of the system of human capital of soes in the distribution of the income of the enterprise should be made and further the system of technology stock, annal - pay system and stock system

    在客觀上全社會沒有建立起人力資本參與企業收入分配的理論分配原則。需要對國有企業的收入分配製度進行改革,建立起與人力資本地位提升相適應的以激勵為主要特徵的分配理論和分配製度。
  3. Performance - based pay system

    薪效掛鉤制度
  4. The characters and requirement factors of knowledge workers are different from common staffs, so incentive strategy to knowledge workers must be based on their requirement factors. we should carry on the following strategies to incent those workers, such as helping them realize success, giving them more freedom, supply good enviornment support and constructing reasonable pay system

    知識型員工不同於普通員工的特徵導致其需求因素的非同一般,而對知識型員工的激勵策略設計必須建立在對其需求要素的把握之上,即從協助知識型員工成長需要和成就動機的實現、給予知識型員工更多的自主性、為知識型員工提供良好的環境支撐和建構獨特合理的薪酬體系等方面對知識型員工進行激勵。
  5. This paper organizes its chapters as follows : 1. the research background skill and competency - based pay system is the outcome of

    本文的主要內容包括以下方面: 1 、研究背景基於技能與能力的薪酬體系是知識經濟時代的產物。
  6. At this circumstances, skill and competency - based pay system was born to make up the weakness of traditional pay system. so it has been more and more popular especially in knowledge organizations

    在這樣的背景下,基於技能與能力的薪酬體系應運而生,它彌補了傳統薪酬體系的不足,正成為許多知識型組織採用的薪酬方案。
  7. This paper summarizes previous study in this field and demonstrates the necessity of skill and competency - based pay system. then, it presents the process and methods to design skill and competency - based pay system

    本文在總結歸納國內外研究現狀的基礎上,從企業薪酬思想演變過程的角度論述了基於技能與能力的薪酬體系產生的必然性。
  8. In order to retain staff, petroleum enterprises must establish rational and fair pay system be constructed, offer the platform of the self - development, and construct communication environment

    要想留住人才,必須建立合理公平的報酬體系,提供自我發展的平臺,營造零距離溝通的氛圍。
  9. 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。
  10. 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。
  11. This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee

    本文重點分析了崗薪制改革取得的成效,如薪酬競爭力有了很大的提高;一系列相關分配製度和配套管理制度的實施,規范了薪酬的管理,提高了分配製度的透明度;形成了以崗位為根本的薪酬體系,加強了各項基礎工作,推動了人力資源的開發;形成了薪酬的可調節機制和內部競爭、流動機制等。但是,八鋼公司的崗薪制體系也存在很多不足,如崗薪工資的基礎工作仍不扎實;績效考核體系不健全;績效工資只減不加,成為新的「大鍋飯」 ,難以調動職工的積極性等。
  12. Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise

    本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線,針對dt公司在人力資源管理和績效考核中的問題,在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上,分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計,並對績效考核體系的實施進行研究,構建了企業的基礎激勵框架。
  13. The system by which pay is administered and converted into payroll such that the payroll system is a subset of the overall pay system, or simply put, the way organisations use or work the pay structure

    管理薪酬並將薪轉化為薪俸記錄的制度,薪俸記錄系統是整個薪酬制度的一部分。簡單來說,即機構運用或操作薪酬結構的方法。
  14. In the case study, some theories such as the defenition, the functions, the decision of the pay and the principles of the pay design, the critical decided factors are introduced in the first place. then the scientific tool of position - analysis is used to establish the position - based pay system so as to make the human resource alive in gp

    在案例分析中,通過闡述工資的定義、職能、決策及設計原則和工資決定的因素等理論,運用崗位勞動分析的科學工具,在gp公司建立崗位工資制度,實現激活人力資源管理的目的。
  15. Finally, through analysis and study of the position - pay system of bayi corporation, the thesis enlightens us in 3 points

    最後,通過對八鋼公司崗薪制的分析和研究,本文得出三點啟示。
  16. But, if the enterprises do not have a good pay system, it is impossible to obtain the competitive advantages in the human resources management. as a unique way, pay administration plays an irreplaceable role in the human resources management of the enterprise. pay is the original impetus to the career of staff. is the source material of survival and development, is the is the expression of social status, way to achieve self - worth. pay is the main link between staff and entrepreneurs too, it has tangible and intangible forms, and linked the interests of enterprises and staff enterprise exchange employees labour with salaries, including manual and intellectual activities ) it is the staff ’ s price in the labour market 。 as the law of supply and demand relationship decided by commodity price commodity supply and demand decisions in commodity marke. supply and demand in turn affect commodity prices, this law of supply and demand, " a

    薪酬管理是企業人力資源管理工作的重要環節和核心內容,薪酬管理模式有很多種,分別適合不同特點的企業和不同類型的員工,針對企業自身特點選擇或開發有效的薪酬管理模式對于吸引人才、留住人才、培養人才、利用人才和激勵員工、提高企業經濟效益和競爭優勢至關重要。本文通過借鑒現代薪酬管理理論對德正堂公司的薪酬體系進行分析,根據公司的實際情況,設計出一套公平的、適合企業發展的、富有競爭力的薪酬體系,不但使公司有限的激勵資源發揮出最大的激勵作用,最大限度地調動了員工的積極性,而且對同類型企業具有重要的借鑒作用。
  17. Main features of the position - pay system are : " pay by position, when position changes, pay changes correspondingly ", with position as basis, fully embodies the conformity of position responsibility, technique, labor intensity, position environment and rewards, set up the multi - combination pay system which takes position labor as main body, 4 labor factors such as position responsibility as scale, labor efficiency and performance as distribution basis. this system proved to be very useful

    崗薪制的主要特徵是: 「以崗定薪、崗變薪變」 ,以崗位為基礎,充分體現崗位責任、技能、勞動強度、崗位環境與報酬的一致性,建立了以崗位勞動為主體,以崗位責任等四大勞動要素為尺度,以勞動效率額工作實效為分配依據的多元化組合工資制度,具有比較好的應用價值。
  18. Poit - pay sytem is based on the job ' s responsibility, skill, condition and difficulty. it is chosen for the design of the company ' s compensation system because of the unique situation of the company and the industry in which the company lies. the competition of food industry is very flerce. employees " income must be associated with the interests levil of the company if the company wants to survive in the industry. according to the situation of the company, the point - pay system consists four partsyob point, skill point, diploma point and seniority. and the pay is divided into two parts : one is fixed, the other is changeable. the changeable part varies with the company ' s interests levil

    選擇崗位薪點工資制來進行薪酬設計是由紅太陽食品有限公司所處行業特點決定的。食品行業的競爭程度十分激烈,要想使企業立於不敗並保持活力,就必須使員工的收入直接與企業的盈利水平掛鉤,員工的利益來自於公司的收益。根據該公司的特點,崗位薪點工資制的工資單元主要由四部分構成:崗位薪點工資、技能薪點工資、工齡薪點工資、學歷薪點工資。
  19. The pay system construction of independent director in public companies

    上市公司獨立董事薪酬制度建設
  20. Pay policies, pay system and pay structure

    薪酬政策薪酬制度和薪酬結構
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