reward system 中文意思是什麼
reward system
解釋
獎勵系統-
Many aspects of a company's reward system are quite unclear.
公司獎勵制度的許多方面是很不明確的。 -
They are the “ seeking ” or “ reward ” system ( which motivates the pursuit of pleasure ) ; the “ anger - rage ” system ( which governs angry aggression but not predatory aggression ) ; the “ fear - anxiety ” system ; and the “ panic ” system ( which includes complex instincts such as those that govern social bonding )
這四種是追求或報償系統（會趨使追求快樂） ；憤怒?暴怒系統（控制憤怒性的攻擊而非掠食性的攻擊） ；恐懼?焦慮系統；以及恐慌系統（包括控制社會關系的復雜本能） 。 -
It was completed in september 2003. consultants were hired to help develop common tools for specific core areas, including management audit, output costing methodology, hrm - core competencies, hrm performance management system and hrm - reward system. the 2nd joint bip started in january 2004, with 26 participating ngos to develop management tools through consultancy service in four areas, namely : management audit, output costing methodology, competency - based performance management system, and performance measurement and management system
本會負責項目管理，並聘用專業顧問服務，協助機構發展有關的管理系統及措施，以及發展通用工具。第二期於2004年1月開始，共有26間機構參與，透過顧問服務開發四項管理工具，包括管理審計、輸出成本計演算法、人力資源管理、機構表現量度及管理。 -
It is inclined to put the performance evaluation system aside since the system don ' t go down to section or individual and actually it is less related to reward system. 2. during the process of building the balanced scorecard, the important key success factors are obtaining the support from supervisor, explaining the details of the content and spirit of the balanced scorecard to the organizationstaffs, forming a cross - departments unit, gaining confidence and support of managers, tying in organization framework and human resource system, and being taken part by the whole members in the whole process
二、在平衡計分卡規劃及推衍的過程中發現，攸關平衡計分卡能否成功的重要關鍵因素有以下幾項：高階主管的支持、對組織全體成員詳細說明平衡計分卡具體的內容及精神、成立跨單位之推行小組、尋求主管級以上人員之信任與支持、組織架構與人力資源體系的配合及全員參與。 -
On establishing the internal reward system within colleges and universities
關于高等學校建立內在報酬機制的探討 -
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 -
Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。 -
At present, it is in groping period for studying salary and reward system at home
當前國內對薪酬制度的研究，尚處于探索階段。 -
The same neurotic reward system also applies to health
這種從心理上找個籍口的辦法也適用於人的健康狀況。 -
Both studies recorded increased activity in parts of the brain ' s " reward system "
這兩項研究都記錄了大腦「回報機制」部分活躍性增強。 -
It ' s discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization
這種行為是自發的，不被組織正式獎勵系統直接或明確識別，但在總體上有利於提高組織功能和效率。 -
By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs
最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。 -
The reward system is expected to be introduced by march 2008 as part of " urgent security measures " to combat crimes like murder and robbery as well as offences committed by syndicates and foreigners, a police spokesman said tuesday. the proposal, part of a planned seven - point crackdown, comes as the national police agency and other government bodies are making their budget requests for the fiscal year that starts next april
日本警方的一位發言人周二表示，為有效打擊諸如謀殺和搶劫等犯罪行為以及來自大財團和外國人的違法活動，警方準備開展一項名為「緊急安全舉措」的行動，而上述現金獎勵制度將作為該行動的一部分於2008年3月前實施。 -
Writer consider that one significant factor of a succeed company is to establish a reasonable salary & reward system, which would keep the advantage of the human resource radically, and translate it into the market advantage
筆者認為持續發展的成功企業的重要的秘訣之一應是建立合理有效的薪酬管理體系，從根本上保證人力資源的競爭優勢，並將之轉化為市場競爭的優勢。 -
The paper based on the example of changchun julong information & technique co. ltd. ( followed named changchun julong ltd. ), combined with the history chance of developing the northeast industrial base and enterprises reform background, make a detailed analysis to the current character and problems of the compensation distribution in state - owned enterprises in order to solve the problems of the current reward system of stat - owned enterprises represented by changchun julong ltd. and to improve its human resource situation, to utilize its human resource reasonably, to produce a marked effect on its human resource department, to enhance its work efficiency and to effectively encourage the staff to produce value for the enterprise
該論文以長春巨龍信息技術有限責任公司（以下簡稱長春巨龍有限公司）的薪酬體系方案設計為例，結合振興東北老工業基地的歷史契機和企業改制背景，對國有企業現有薪酬體系的特點和存在問題進行了詳細的分析，旨在解決長春巨龍有限公司現有薪酬體系的問題，改善該企業的人力資源狀況，合理利用人力資源，發揮人力資源部門的職能，提高企業工作效率，有效激勵員工為企業創造價值。 -
Working group on performance management and performance - based reward system civil service reform
表現管理及工作表現獎勵制度工作小組 -
Part four points out that the main way to resolve the problems of human resources of yunnan private enterprises is to establish a modern system of human resouces exploring and managing. this part discusses five relevant respects : establishing and perfecting the base of human resources, working well at human resources distribution so as to promote the distribution efficiency, adopting mbo methods sop as to execute overall management over the performance, restructuring reward system to enhance the effect of incentive, stabling the team members, developing deeply the human resources, tapping the latent power of the staff, and so on
第四部分簡述了建立現代人力資源開發與管理體系，是解決雲南私營企業人力資源問題的主要途徑，這一部分主要從建立與完善人力資源管理的基礎，做好人力資源的配置工作、提高人力資源的配置效率，採用mbo法、對績效實施全面管理，重新構建報酬體系、增強激勵效果、穩定員工隊伍和加大人力資源開發力度，挖掘員工潛力等五個方面加以討論。 -
Performance - based reward system
工作表現獎勵制度 -
24. the remaining measures to be introduced include a performance - based reward system and a provident fund scheme designed for new recruits
24 .目前餘下有待落實的措施，是引入以表現為基礎的獎勵制度，以及為新聘人員設立公積金。 -
The proposal to progressively introduce elements of a performance - based reward system into the civil service first appeared in the civil service reform consultation document published in march 1999
把工作表現獎賞制度的元素逐步引入公務員體制內的建議，首次見於一九九九年三月發表的《公務員體制改革》諮詢文件。
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