reward structure 中文意思是什麼
reward structure
解釋
利潤構成-
Existing reward system investigation and analysis - reward structure analysis - salary design on each job and executive departments - bonus allocation project design - salary design for special teams job importance analysis - job levels analysis and layout - salary levels partition and confirmation
現有薪酬體系調查與分析-薪酬結構分析-各崗位及職能部門薪酬方案設計-獎金分配方案設計-特殊團隊的薪酬設計 -
The rationale of thoughts of legalists includes following contents : the theory of human nature that “ pursuing benefit and evading harm ”, the society model that “ tripartite opposition of the monarch, the official and the people ”, the two - dimensional structure of law that “ punishment and reward ”, the idea of development that “ different times and different strategies ”, the administrative strategy that “ concentrating strength and one goal ” and the national policy that “ rule by law ”
法家的刑事政策思想是以「好利惡害」的人性論，君、官、民三極對立的社會模型，賞、刑二分的二維法構造，時移事異的歷史發展觀， 「摶力守壹」的施政策略， 「以法治國」的治國綱領為基礎的。 -
It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation
個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。 -
Gender differences of the competitive reward structure and the valence of outcome on children ' s achievement attributions
獎賞結構與結果效價對男女兒童成就歸因的影響 -
It expains the coordination mechanism and ways of the leap economic development patten by studying its economic mechanisms, and also reveals the dynamic mechanism and regional economic growth mechanism, put forward division evolution, market mechanism inducement, technological improvments, institutional change and policy supply are the direct impetus of the leap economic development patten, and economic interests is ultimate impetus. the mechanisms of market, institutional structure change, reward increasing and self - strenthen are the main operation mechanisms of the leap economic development patten
本文分析了跳躍式經濟發展模式的經濟機制，說明了協調機制及其路徑；還揭示了跳躍式經濟發展模式的動力機制和區域經濟增長機制，指出分工演進、市場機制誘導、技術進步、制度變遷和政策供給是跳躍式經濟發展的直接動力，經濟利益是最終動力；市場機制、制度結構變遷機制、報酬遞增機制和自增強機制是跳躍式經濟發展的主要運行機制。 -
The problem which the unit exposes such as the low level of the reward to entrepreneurs and unreasonableness of the reward structure shows that the reward incentive mechanism to the entrepreneurs of the state - owned enterprise is unhealthy
但試點中暴露出的如企業家報酬水平低，報酬結構不合理等問題，說明現有的對國有企業企業家報酬激勵機制還不健全。 -
Secondly, this paper make use of the large sums of survey data, analyzes the present condition of huaguang group ' s compensation mode, lack and successful place of it. as a result of this, the author depends on the advancd view and the core technique of total compensation and strategic compensation, extensively draws lessons from the domestic and international enterprises, and have completed the operationable solution, which include in the compensation system, the compensation level, the compensation structure designing, variable pay forms for different communities, and annual reward plannings for high performance
其次，運用大量的調查數據，詳細分析了華光集團薪酬管理現狀、成功之處與問題。針對這些存在的問題，本文運用了全面薪酬與戰略薪酬的先進理念及薪酬管理的核心技術，並廣泛借鑒國內外企業薪酬管理的經驗，完成了包括薪酬體系、薪酬水平、薪酬結構、不同群體的薪酬設計、基於績效的年度獎勵計劃等內容的可操作的解決方案。 -
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。 -
Part two analyses the two factors of influencing the self - efficacy of the learning handicapped students from the school education, which are the competitive reward structure and the non - equal teacher - student interaction mechanism
第二部分，從學校教育角度分析了影響學習困難學生自我效能感發展的兩大因素，即競爭獎賞結構和不平等的師生互動機制。 -
The three main conclusions are drawn : ( i ) by choosing 19 financial indexes, this paper makes a demonstrative analysis of the annals data of the listed companies in henan province in 2004 via factor analysis method, and finds out five principle factors which have important modifying effect on the evaluation of achievements of the listed companies. they are profit factor which represents the reward structure of the listed companies, the gained profit factor which represents the profitability of the companies, the debt service factor which represents solvency of the company, the management factor which represents the managed capacity of the companies and the development factor which represents the capacity for development. each principle factor multiplying its corresponding variance contribute rate get the synthesis score of each company respectively, consequently this paper makes an comprehensive evaluation of each company
主要得出以下三個結論: （一） 、選取19個財務指標，用因子分析法對2004年河南省上市公司年報數據進行實證分析，找出對上市公司業績評價有重要影響的五個主因子，分別是代表上市公司利潤構成的利潤因子、代表公司獲利能力的獲利因子、代表公司償債能力的償債因子、代表公司經營能力的經營因子和代表公司發展能力的發展因子，綜合各個主因子得分乘以他們相應的方差貢獻率，得到各個公司的綜合得分，從而對各個公司的優劣作出一個綜合評價。 -
Salary commensurate with experience. we structure our employee compensation to motivate and reward superior performance
薪水與工作經驗掛鉤。我們將提供有競爭力的薪資以鼓勵及獎賞優秀人才。 -
Brief introduction to establishing a proper salary and reward structure for operators
淺談合理確定經營者薪酬結構 -
Function is similar to the one from the original example, but the reward structure is different and the loop is actually simplified
函數與最初示例中的相似，但「獎賞」的結構有所不同，而且循環實際上也進行了簡化。 -
This committee also calls upon hong kong baptist university to allow the two staff who were fired for not agreeing to participate in the new pay and reward structure to be reinstated immediately
本委員會亦呼籲香港浸會大學讓兩位因不同意加入新制而被解僱的職員立刻復職。 -
Apart from participating in professional affiliations and community service such as the hong kong institute of human resources management, hong kong employment development services, hong kong people management association, hong kong psychological society and heep hong society, dr. chiu has been actively involved in the review of the university s pay and reward structure for staff, medical review as well as academic and non - teaching staff performance management process
他又熱衷從事專業及社會服務，包括支持香港人力資源管理學會、香港職業發展服務處、香港人才管理協會、香港心理學會和協康會的事務，並積極參與大學薪酬架構檢討、醫療福利檢討和教職員職效表現制度檢討等工作。 -
The countermeasures is taken to perfect the corporate governance system of xi ' an civilian - owned high - tech enterprises. they are, to develop more control part in the foundation of family control, to build board in order to scientific making policy to set rational reward structure, to construct team of principals
針對上述問題，提出了完善民營科技企業治理機制的對策：在家族監控為主的基礎上，發展多方監控主體；進行董事會建設，提高決策的科學性；設置合理的報酬結構；構建代理人團隊。
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