post a reward 中文意思是什麼
post a reward
解釋
公告懸賞-
The post power is because of lift in the organization any settle of job but acquire a power, mainly have three : legal power, the reward power and punishment power, rather than the post power is with organization of post the irrelevant power mainly has compulsive power, expert ' s power, personal influence power, relation power, the magic power power, the morals personal integrity power, these powers are in the organization very the good luck use, will produce very good result
職位權力是因為在組織中提任一定的職務而獲得權力，主要有三種：法定權、獎勵權和懲罰權，而非職位權力是與組織的職位無關的權力主要有強制權、專家權、個人影響權、關系權、魅力權，道德操守權，這些權力在組織里很好運用，會產生很好效果。 -
From june to september 2005, hongkong post and the e - cert partner banks will jointly launch a series of usage promotion campaigns, offering gifts such as free smart card readers and cash coupons as a reward to selected e - banking customers using the e - cert as two - factor authentication
今年六月至九月期間，香港郵政與電子證書夥伴銀行將聯手推出一連串推廣計劃，向網上銀行特選客戶贈送禮品，包括智能卡閱讀器、現金券等，以鼓勵他們使用電子證書作雙重認證工具。 -
But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,
薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。 -
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。
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