salary evaluation 中文意思是什麼
salary evaluation
解釋
薪水評價- 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...
- evaluation : n. 1. 估價，評價。2. 【數學】賦值，值的計算。
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Tour guide administration system is a comprehensive system about employment, training, salary, performance evaluation, and inspiration. qingdao united holiday travel agency, a domestic travel agency, was founded in 1995
青島聯合假日旅行社近10年來發展迅速，多次入選全國百強國內社，在山東旅遊界小有名氣。 -
The key problem is that the evaluation index in the traditional executive annual salary system was not designed reasonably and ca n ' t truly reflect the management accomplishment of the executive
問題關鍵在於傳統的經營者年薪制中的業績評價指標設計不科學，不能真實地反映經營者的經營業績。 -
Contents : human resource management for non - hr managers, train the trainers, recruitment and training, performance evaluation, salary planning etc
內容：非hr人力資源管理，培訓師的培訓，人才招聘與篩選，績效評估，薪酬規劃等。 -
This text includes three contents mostly : the first, theories part, carried on an overview to the related cultural heritage and the foundation theories of the post evaluation and the salary system, put forward the way of thinking of this text research and the research method also
本文大體上包括三個方面的內容:第一，理論部分，對職位評價和薪酬體系的相關文獻和基礎理論進行了綜述，並提出了本文研究的思路、研究方法。 -
This text pointes out the problem existing in current salary system, and puts forward the goal of the salary system reform that is to set up a job evaluation - based new salary system, making the salary system have the function of attraction 、 reservation and encourage, and offering the effective support for realizing the strategic objective of the enterprise
本文通過對長沙物貿公司現行薪酬制度的介紹及分析，指出了現行薪酬制度存在的問題，並提出了建立基於職位評價的全新薪酬體系，使其更具有吸引、保留、激勵功能，為企業實現戰略目標提供有效的支持。 -
A well - established incentive and restraint mechanism has become the above - all task to cec. the analysis on cec ' s current incentive system reveals some problems, like the poor correlation between corporation performance and the managers " personal interests, the unreasonable salary structure and low salary, uncontrollable consumption for the position, lack of competitiveness in the selection of managerial staff, the unreasonable performance - evaluation indicators, the failure of owner ' s supervision on manager, and so on
本論文通過對cec企業經營者激勵與約束的現狀的分析，得出cec目前在企業經營者激勵與約束方面處于包括企業經營者個人利益與企業效益相關性低、報酬結構和數量不合理、職位消費隨意性強、企業經營者退休后的待遇比較差、精神激勵缺乏、企業經營者選拔任用市場化程度低、業績考核評價指標不合理、公司法人治理結構不健全、法制觀念淡漠等問題在內的弱激勵、弱約束狀態。 -
The key point is how to use point method and factor comparison method during job evaluation to make out pay points of every single position along with the salary levels
如何確定不同職位之間的相對價值是這部分的重點，我們結合了要素計點法和要素比較法對達新公司不同崗位的相對價值進行量化評估以確定薪酬水平。 -
7 the personnel administration rules for wealth managers adopted by a securities firm shall at least include personnel qualification requirements, professional training and prerequisites, a code of professional ethics, and a salary, reward, and performance evaluation system
七、證券商訂定財富管理業務人員之人事管理辦法，內容至少應包括人員之資格條件、專業訓練與資格、職業道德規范、薪資獎酬及考核制度等。 -
One of the important content of salary management is design of salary system. and the article emphasizes the basic flow of salary system, and discuss further the important link - work evaluation
薪酬管理的重要內容之一就是薪酬體系的設計，本文重點對薪酬體系的基本流程進行了陳述，並對其重要環節- - - - -工作評價作出進一步討論。 -
( 1 ) staff performance management system is not only a periodic cycle but also a general management tools and is rooted in a deeply idea which includes target management idea, human management idea, motivation idea and performance spirit idea etc. ( 2 ) the staff performance management system includes performance target system, performance improvement system, performance evaluation system and salary development system
（ 1 ）員工績效管理不僅僅是一個周期性的循環過程，也不僅僅是一個通用的管理工具，更主要的是在於其內在的深層理念，這些理念主要有目標管理理念、人本管理理念、激勵理念和績效精神理念等。 （ 2 ）在這些內在理念的基礎上建立的員工績效管理系統包括相互獨立又相互銜接的四個子系統：績效目標體系、績效改進體系、績效評估體系和薪酬發展體系。 -
The third part discusses the application of job analysis, especially the job evaluation for salary design in sales department. the forth part talks about the advantages and disadvantages of this job analysis
第四部分是對cssc公司銷售部的工作分析進行總結，內容涉及本次工作分析的作用、工作分析的不足以及筆者在工作分析實踐中所獲得的啟發。 -
And job analysis is not only the head of fundamental management ut also the basis of human resource management, which is the gist of recruitment and choice, training and development, job evaluation, performance appraisal, salary design and job design, etc. being a big enterprise that produces many kinds of special steel, cssc is ready to carry out the reform of human resource management according to his strategy and development plan
Cssc公司是一家大型鋼鐵企業，根據戰略需要、業務發展對組織機構進行了調整，並著手對其現行人力資源系統進行變革。由於該公司從未有過真正的工作分析，人力資源管理工作缺乏堅實的基礎，其後續工作如績效考評、薪酬設計、教育培訓、工作設計等成了無源之水，因此， cssc公司決定在2003年初開始著手進行工作分析，旨在以工作分析為「龍頭」 ，帶動其他各項基礎管理。 -
Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise
本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。 -
During the term of this contract, party a shall pay party b in the principle of “ distribution according to one ' s performance ” monthly salary in cash and renminbi according to the stipulations and the evaluation method of party a
乙方在甲方工作期間，甲方根據「按勞分配」的原則，每月按甲方規定的形式和考核辦法確定乙方的勞動報酬，以現金人民幣向乙方支付勞動報酬。 -
Including actuarial, salary survey, job evaluation and pay scale assessment, performance management and training
人力資源管理：包括意外評估、薪酬調查、工作評核、評估薪級表、管理員工表現和培訓。
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