salary on-cost 中文意思是什麼
salary on-cost
解釋
薪金間接費用-
On the other hand, the active method that collect pay sets, social insurance premium is executed collect pay integratedly, by revenue management by cess wu mechanism system executes apanage to collect, by capture cost individual and pay cost unit press formulary scale, tax of the salary with individual income tax, wage declare to orgnaization of social security agency along with all the others, duty reaching the ground collects sectional pay
另一方面，現行征繳辦法規定，社會保險費實行綜合征繳，由地方稅務機關按稅收治理體制實行屬地徵收，由繳費個人和繳費單位按規定比例，與個人所得稅的工資、薪金稅項一併到社保經辦機構申報，到地稅徵收部門繳納。 -
A study of salary cost effectiveness based on fringe analysis
基於邊際分析的薪酬成本有效性研究 -
Basis " executive detailed rules and regulations of labour insurance rules revises draft " the 16th, mix 18 times bureau of salary of original labor department on march 31, 1964 " be injured at work about worker disease or blame the disbursement of pay problem " formulary spirit, him worker is active standard pay under the enterprise of average wage, the disease of 6 months less than hurts false salary to still be plan hair base with him level pay ; the ill injury of 6 months above relieves cost under the enterprise average wage of 40, can press an enterprise 40 grants average wage, but if what get ill injury relieves cost amount prep above its are ill when hurting vacation pay, the amount that still should press disease to hurt vacation pay sends
根據《勞動保險條例實施細則修正草案》第16條、 18條和原勞動部工資局1964年3月31日《關于職工疾病或非因工負傷待遇的支付問題》規定精神，職工本人現行標準工資低於企業平均工資的， 6個月以內的病傷假工資仍以本人標準工資為計發基數； 6個月以上的病傷救濟費低於企業平均工資40的，可按企業平均工資40發給，但假如所領的病傷救濟費數額高於其病傷假期工資時，仍應按病傷假期工資的數額發給。 -
Salary on - cost
薪金間接費用 -
Attack the funds of igneous personnel pays by following regulation : national worker attends attack the salary during fire, brigade needs fee, by its place unit pays ; national worker attends attack the cost of extra allowance for living expanses during fire, blame state worker attends attack the allowance of delay one ' s work during fire and cost of extra allowance for living expanses, and attack the other charge that spends during fire, by unit of fire cause trouble or cause trouble person the individual pays ; because fire is not clear, pay by on fire unit ; be like cause trouble individual or unit of fire cause trouble, on fire unit truly of financial insolvency, pay by government office of local civil administration
撲火人員的經費按下列規定支付：國家職工參加撲火期間的工資、旅差費，由其所在單位支付；國家職工參加撲火期間的生活補助費，非國家職工參加撲火期間的誤工補貼和生活補助費，以及撲火期間所消耗的其它費用，由火災肇事單位或肇事者個人支付；火因不清的，由起火單位支付；如火災肇事單位、肇事個人或起火單位確無力支付的，由當地人民政府支付。 -
Cannot decide on duty cost person one days is average of salary, above a year of this city worker is mean monthly salary expends wage base for capture, pay is basic medical treatment insurance premium
無法確定職工本人上一年月平均工資的，以上一年本市職工月平均工資為繳費工資基數，繳納基本醫療保險費。 -
Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments ( e. g. merit pay, bonus ) other than those relating to fringe benefits for employees in those salary bands
參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用、整體經濟環境和公司業績而出現的變動； ?場薪酬及遞增薪額的一般變動；以及附帶福利以外的現金報酬 -
Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments e. g. merit pay, bonus other than those relating to fringe benefits for employees in those salary bands
參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用整體經濟環境和公司業績而出現的變動?場薪酬及遞增薪額的一般變動以及附帶福利以外的現金報酬 -
After that the presentations and validity of long - term compensation mechanism were analyzed. long - term compensation incentive can reach low - cost incentive, achieve long - term development and strengthen bank human capital. but there also exists restrictive factors, which are as follows : salary system factor, unscientific achievement appraisal, governance structure factor, market non - full effective factor and laws and imperfect regulations system and so on
繼而闡述了我國商業銀行長期薪酬激勵現狀，並對其優勢進行分析，認為長期薪酬激勵可以實現低成本激勵、實現銀行長期發展、強化銀行人力資本;但是存在一些限制性因素，如薪酬制度自身因素、業績評價不科學因素、銀行治理結構因素、市場非充分有效因素、法規制度不完善因素等。 -
Firewood of look forward to of ji lao of hall of personnel matters of labor of province of basis former heibei ' s person answer [ 1990 ] 48 file regulation, because remove, labor contract and unit produce controversy, via labor dispute arbitral committee adjudicates on or people court adjudicates, the unit loses a lawsuit, give the labor contract that call in makes a worker, its are removed to work in the fault the salary during the contract and non - staple food allowance, carnivorous allowance gives reissue ; allowance of bonus, post and the welfare pay such as the cost that wash manage do not grant to reissue ; endowment insurance gold is bilateral all answer exactly the amount fills hand in
根據原河北省勞動人事廳冀勞人企薪復1990 48號文件規定，因解除勞動合同與單位發生爭議，經勞動爭議仲裁委員會裁決或人民法院判決，單位敗訴，予以收回的勞動合同制職工，其在錯被解除勞動合同期間的工資及副食補貼、肉食補貼予以補發；獎金、崗位津貼和洗理費等福利待遇不予補發；養老保險金雙方均應如數補交。 -
On duty cost person one days is average on salary prep above one year of this city worker is mean monthly salary the part of 300 % above, nonfeasance capture expends wage base, not pay is basic medical treatment insurance premium
職工本人上一年月平均工資高於上一年本市職工月平均工資300 %以上的部分，不作為繳費工資基數，不繳納基本醫療保險費。 -
For analyze the relations between all kinds of the factors and the level of compensation, we use linear algebra and the analyzing method of game theory to find the model of the affections. so we can find the key factors of the affections. give a company ' s data ; we can use linear programming and prg method to set up a system to decide the level of the company ' s compensation. so we can find out an math tic model to solve the problem on company ' s total labor cost plan and the employee ' s salary plan
其次，針對目前我國網路服務企業在薪酬設計中遇到的問題，使用一元回歸分析法及博奕論的相關方法對影響薪酬制度構建的多種外部、內部因素進行量化分析，找出其中各類影響因素對于薪酬具體數額的線性關系，評價各種因素的具體影響方式和影響程度，找到影響企業薪酬設計的關鍵性因素並指出評價各種因素的數量化方法。
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