salary epibolic management中文意思是什麼

salary epibolic management解釋
薪酬外包管理

  • salary: n 薪水,薪金,薪俸。 ★ salary 指公職人員、職員等拿按年、按月計算的「年薪」或「月薪」。 工人等拿的...
  • epibolic: 外包的
  • management: n. 1. 辦理,處理;管理,經營;經營力,經營手腕。2. 安排;妥善對待。3. 〈the management〉〈集合詞〉(工商企業)管理部門;董事會;廠方,資方。

※英文詞彙salary epibolic management在字典百科英英字典中的解釋。

  1. As the incompetent incentive and restrain mechanism, resulting the management board can ’ t unite totally and personnel management is incomplete, especially for senior manger, it is not effective enough to restrict their performance. that cause serious economic imbroglio one after another and lost in investment. the company adopts yearly salary system to spirit up senior mangers, but the system itself is faultiness

    結合公司的實際發展狀況,把股票期權作為一種公司新型激勵機制,建立切實可行的股權激勵方案,通過在公司所有者和高管人員之間建立起一條資本紐帶,實現員工利益與公司長遠利益緊密聯系,形成共同的利益取向和行為導向,將有利於調動高管人員的工作積極性和創造性,充分激發高管的經營潛能,為公司的可持續發展奠定良好的基礎。
  2. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重,獎金分配與效益直接掛鉤;第二,在考核制度上,在加大對各部門總體經濟指標的考核力度的同時,對職工個人的績效考核力度也逐步加大;第三,在激勵手段上,一線職工實行標準工時考核制度,技術人員設立技術攻關課題,加大管理人員風險抵押,經營者試行年薪制,職工崗位工資浮動管理,設立專項培訓獎勵基金,作息時間彈性管理,建立職工帶薪休假制度等具體激勵措施。
  3. 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。
  4. In examining the subject " review of the hong kong sports development board ( sdb ) ", the committee are gravely concerned that from the integration of the sdb and the hong kong sports institute in 1994 up to 1999, the relevant policy branches andor bureaux which were responsible for the government subvention to the sdb, had neglected to follow the " guidelines on the management and control of government subventions " to determine the comparable grades of sdb staff in the civil service, and to ensure that the package of salary and fringe benefits of sdb staff was not superior to that of their comparable grades in the civil service

    在研究有關「香港康體發展局的檢討」的章節時,委員會深切關注到,由香港康體發展局(康體局)於1994年與香港體育學院合併至1999年期間,負責向康體局發放政府資助金的各個有關決策科及或政策局,均由於疏忽而沒有按照《政府資助金管理及管制指引》釐定康體局員工所屬的公務員相類職系,並確保他們的整套薪酬和附帶福利不會優于公務員相類職系。
  5. The system of yearly salary for management is under perfecting

    經營者年薪制基本條件亟待完善
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