salary group 中文意思是什麼
salary group
解釋
薪金組別-
So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians
為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。 -
The country ' s social securities department will work to establish a group - consultative scheme to supervise salary growth over the next five years
國家社會保障部門將著手成立一個咨詢小組來監督未來五年內職工工資增長情況。 -
For each member of the group ? a letter of the working unit or company ? with address, telephone and fax of the employer, stamp and signature with name and position of the person signing ? stating : working position, salary, approval for leave and confirmation of working relationship after the trip abroad
針對每一位團組成員:需提供工作單位出具的介紹信（包括：單位地址，辦公室電話及傳真，有簽署權負責人的簽字並加蓋寫明姓名及職務的印章） ，介紹信需陳述：聘用證明以及申請職人職務及工資，同意申請人休假出國旅遊的證明以及接受申請人旅遊歸來重返工作崗位的證明。 -
For each member of the group ? a letter of the working unit or company ? with address, telephone and fax of the employer, stamp and signature with name and position of the person who signed ? stating : working position, salary, approval for leave and confirmation of working relationship after the trip abroad
針對每一位團組成員:需提供工作單位出具的介紹信（包括：單位地址，辦公室電話及傳真，有簽署權負責人的簽字並加蓋寫明姓名及職務的印章） ，介紹信需陳述：聘用證明以及申請職人職務及工資，同意申請人休假出國旅遊的證明以及接受申請人旅遊歸來重返工作崗位的證明。 -
Earlier, a group of representatives for front - line doctors openly demanded that the ha raise the starting salary and maximum pay by five and eight points respectively to boost the persistently low morale and retain the talents among its doctors
早前，一批前線醫生的代表已公開要求醫管局將醫生入職薪酬及頂薪分別調高5個及8個支薪點，以激勵持續低沉的醫生士氣及挽留人才。 -
Method, and made recommendations on revised benchmarks for each qualification group and a revised salary structure having regard to the revised structure of individual grades. these recommendations were accepted by the government
根據薪常會有關文職職系起薪的建議，紀常會就紀律人員職系建議了一套新的入職薪酬，把有關入職薪酬調低 -
Have put forward three suggestions according to above problem to suit in fair of group encouragement mechanism : 1. carry out the yearly salary system of diversification, emphasize short period with the combination of long - term encouragement, establish the risk delay of yearly salary to pay plan
本文在分析、認識主要矛盾和存在問題的基礎上，依據目標導向原則，對現有的激勵機制進行了大量研究。通過研究，分析了現有激勵機制存在的主要問題，提出了改進與完善集團職業經理人的激勵政策體系和整體激勵方案。 -
This thesis, based on the elementary theories of motivation and salary, puts forward a set of new design scheme of salary system that based on the present status and depicts them in detail from different aspects through analysis and study on the present sms of triangle group. this thesis consists of four parts
本文從基本的激勵理論和薪酬理論出發，通過對三角集團有限公司的現有薪酬體系進行分析和研究，提出了一套基於目前形勢下的新的薪酬體系設計方案，並從不同方面進行了較為詳細的闡述。 -
With the design of performance management and salary system as the core, the " position group " concept is first introduced into the project ; by studying and analyzing the existing organization structure, the quantity and quality of existing human resources and the existing management methods, the system of key performance index ( kpi ) which will influence the success of an enterprise is established ; salary levels is decided by the performance of an employee, the salary paid is closely matched with the performance of employees
該體系以績效管理和薪資體系設計為核心，首次引進了「職位族」的概念，對現有組織結構、人力資源的數量、質量及管理方法進行了認真研究和梳理，重建目標組織結構和結構核心流程，確定了影響企業成功的關鍵績效指標體系（ kpi ） ，按職位族、類的工作績效設定薪資層級，實現了工作績效與報酬匹配的目標。
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