salary system 中文意思是什麼
salary system
解釋
薪金制度-
Designing an incentive and operative salary system which basic salary as it " s center is most important to attract core stuffs and bestir a great of employees
設計一個以基本薪為中心的、具有激勵性和可操作性的薪酬體系對企業吸引保留核心員工以及激勵廣大員工極為重要。 -
Broad band salary : a new sight of salary system
寬帶薪酬的基本理論及初步設計 -
The article also analyzing the resistance comes from enterprise and indicate that building effective salary system and payment of house loan interest is feasible, give priority to interior training, assisting with exterior training, while providing promote chunnel for technical personnel should be deferred
文章還分析了企業現狀對激勵機制實施的阻力，指出建立有效的薪酬制度和住房貸款利息給付計劃是可行的，可以實施以內部培訓為主、外部培訓為輔的培訓手段，員工職業發展的多跑道政策須暫緩實施。 -
Through position analyzing and estimating, salary investigating, salary orientation and salary structure designing, working out a scientific, rational and open salary system. the emphases of welfare is to provide payment of house loan interest, purchasing life insurance for technical cadremen, etc. increasing challenge to working contents, organizing train plan to employee, encouraging study the skill of speciality and management. providing promote chunnel for technical personnel
通過職位分析，職位評價，薪酬調查，薪酬定位和薪酬結構設計，制定出一套科學、合理、公開的薪酬制度框架；福利制度重點是提供住房貸款利息給付計劃，為技術骨幹購買商業人壽保險等；工作內容上增加挑戰性；組織實施員工的培訓計劃，鼓勵員工進行專業技術和管理技能的學習；提供與行政級別平行的技術職務升遷通道。 -
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。 -
Chapter 5 : combined with management of dfm, compared to basic model, essential characteristics, fundamental content of modern enterprise salary system, works out salary distribution approaches composed of organizing system, quota system, assessing system, constructive system, payment system, arbitrary system. and puts forward step - by - step proposal
第5章：結合東風汽車公司實際，根據現代企業薪酬制度的基本模式、基本特徵和基本內容，設計東風汽車公司由組織系統、指標系統、考核系統、結構系統、支付系統和仲裁系統構成的薪酬方案，並提出分步實施建議。 -
Through special study for these problems, we found settlement should be made by bringing securities business functions into play to accelerate reconstruction of state - owned assets and by trying out manager stock holding limit right salary system to promote the circulation of state shares and corporation shares
研究表明國有企業股份制改造中存在的問題，可以通過發揮政券市場的功能促進國有企業資產重組，試行經理股票期權薪酬制，促進國家股、法人股的流通來加以解決。 -
On independent director salary system of china
我國獨立董事薪酬制度的法律思考 -
On china ' s independent director salary system
我國獨立董事薪酬機制研究 -
The implementation of the mechanism must depend on the certain drive way. at present drives way includes : yearly salary system, dynamic prestige drive and stock incentive. to solve operators " drive
要解決對經營者的激勵問題，就必須深入了解目前在我國實施的具體激勵方式，包括它們的理論解釋、形成過程、適用的條件等。 -
In recent years, incentive system to enterprise operators also becomes the focus of management research. and the tentative methods such as annual salary system, stock equity incentive system and stock options incentive system emerge in endlessly in chinese enterprises
公司1999年上市以來經營業績持續下滑，而經營者的收入水平卻呈上升態勢，經營者的收入與企業的經營業績呈現出了負相關的關系。 -
Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not
同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。 -
Finally, it gives several advices about the establishment and healthiness of our independent director ' s salary system
最終，提出了建立健全我國獨立董事薪酬制度的若干建議。 -
Obtaining from the human resource constitution and the present situation analysis of the salary asignmcnt in jinma company. thorough the thorough research. in view of existing situation. this article asks the main question. which exists in the salany assignment system. in this foundation. from the angle of consummating salary incentive mechanism. it stresses the design of salary system of jinma company. the main content inclwdcs : firstly, research and analysis the salary assignment status quo and the puestions that exists in jinma company ; secondly, establish the decision model of the salary total quantity ; thirdly, design the new pattern of staff salary assignment ; fonrthly, prodme the means of the transition from the old pattern to the new one and the basic principle of the dynamic movement
本文從金馬公司人力資源構成和薪酬分配現狀分析入手，通過深入研究，針對性地提出薪酬分配體系存在的主要問題。在此基礎上，以現代人力資源管理理論為基礎，從完善薪酬激勵機制這個角度，重點闡述金馬公司薪酬體系設計內容。主體內容包括：一是深刻地研究和分析金馬公司薪酬分配現狀及存在問題；二是建立起薪酬總量決定模型；三是設計出員工薪酬分配新模式；四是給出了新舊模式接替辦法和動態運行的基本原則。 -
The author has made research into performance theory especially on the ocb theory. ocb is discretionary behavior that has n ' t been confirmed definitely and directly in the organizational salary system, however it benefits the organization operations as a whole. meanwhile the author has investigated the salesmen " job content, working conditions on the spot, found the existing problems and reasons, analyzed the improved directions. by the way of expert estimation, the author draw the conclusion that ocb is more important than the sales quantity when house sales " performance are evaluated
同時對房地產業售樓員的工作內容、工作環境等進行實地分析研究，查找出售樓員績效評估現存的問題及原因所在，認真分析其改進的方向；採用專家預測法，得出組織公民行為在售樓員績效評估中的重要性遠遠大於銷售量的評估，併科學地提取了組織公民行為與銷售量的評估指標並確定其權重；採用360度績效評估方法，將組織公民行為有效地應用於售樓員的績效評估當中。 -
Last, to ensure the good operation of the salary system and exert its function, this paper designs the ensurance measures such as dirui ' s performance check, salary total budget, and salary level adjustment, just to better ensure the internal justice and external justice in the process of the system operation, and to stimulate the employees
最後，為保證薪酬體系能夠良性的運轉，發揮其應有的作用，本文對迪瑞公司的績效考核、薪酬總額預算、薪酬水平調整等保障措施進行了設計，從而可以更好地保障該體系在運行中做到內部公平、外部公平，起到激勵員工的作用。 -
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 author holds that the key to a thorough understanding of tves is to study the transition of the ownership structure of the enterprises and the route of the transition, in order to achieve this goal, the present paper pays great attention to the distribution system of tves in different stages : work point system, salary system, profit sharing system, contracting system and leasing system
作者認為要研究中國鄉鎮企業，最重要的是研究鄉鎮企業所有制結構的變遷及變遷的路徑。本文以鄉鎮企業不同階段的分配製度為線索來研究鄉鎮企業的所有制結構。鄉鎮企業的分配製度大致可分為工分制、工資制、利潤分成、承包制和租賃制幾個階段，以秀山鄉鎮企業為研究對象，通過平凱機械修配廠和錳礦行業的鄉鎮企業為例來說明每一分配製度產生的背景、原因、及其影響。 -
Putting the framework salary system ( fss ) into effect as a reform of the school ' s interior management system is very important on stimulating teachers, as a result it can make them more active and creative
在我國中小學的分配製度改革過程中，實行校內結構工資制，是學校內部管理體制改革的重要內容，是激勵教師教育教學積極性、創造性的重要手段。 -
Considering thoroughly from the angles of management, psychology and education, we can find the problem in the prevailing salary system by studying the cases of functioning mode of salary system in the middle and primary school, fujian province
本文運用現代學校管理學的理論觀點，採用定性研究為主、定量研究為輔的方法，對福建省中小學校內結構工資制運行模式進行個案研究。
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