wages system 中文意思是什麼
wages system
解釋
工資系統-
In order to attract, reserve the talents and give play to the initiative of theirs, we should design and perfect the hortatory compensation system on the basis of the human capital tactics. after having a historical retrospect of our business administration, we found the structure, idea, concept and spur method have changed a great deal. ‘ human cost ’ change to ‘ the human capital ’, ‘ graded wages ’ to ‘ the compensation system ’, ‘ equalitarianism ’ to ‘ the
有了合理的薪酬體系，使人們感到相對公平，就會激勵員工，提高工作效率，調動員工的主觀能動性，使企業的各項工作管理得井井有條，這對企業的長期發展有著重要的現實意義。 -
Reviewing the protection of wages on insolvency system
檢討破產欠薪保障制度 -
An analysis of the collective negotiation system on wages
試析工資集體協商制度 -
In 2000, the government formulated the guidelines on further deepening the reform of the internal distribution system of enterprises and the trial measures on settling wages through collective negotiations, to strengthen the guidance for the wage - related work of enterprises
2000年，政府制定了《進一步深化企業內部分配製度改革的指導意見》和《工資集體協商試行辦法》 ，加強了對企業工資工作的指導。 -
With characters of planned economy, this position - grade wages system is of strong colour of equalitarianism. in such circumstances, working achievements and contribution, idea of competition, and motivate system are weakened
帶有明顯計劃經濟特徵的職務等級工資制度具有強烈的平均主義色彩，工作業績和貢獻，競爭觀念和激勵機制均在此環境中被弱化。 -
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 recovery of peasant wages and the perfect of law system
論民工工資的清欠與勞動爭議法制的完善 -
Whereas dealerships service management experience is out of date, no transparent service charge, unreasonable allocation of staff wages and salaries and the workshop resources, time control management system is a project that can take every repair item as a unit, to calculate the service time accurately
現代項目管理已成為一種系統的管理理論和技術。我們應用項目管理的理論和技術為奧迪特許經銷商開發「維修工時管理系統」 。一汽大眾為經銷商提供包括技術，軟體，管理模式的支持。 -
By the analysis, research and compare of the old wages system in company dc, this paper finds out the problems with salary management. then it brief introduces wages theory and motivation theory. it researches the essence, characteristic, functions, influence factors, basic forms, basic principles and so on
本文通過對dc公司原有的工資體系的剖析，研究分析了公司車間員工的效益提成工資制、科室人員結構工資制以及其他人員的固定工資制，再和電瓷同行業薪酬水平比較分析，找到了公司薪酬管理中的問題所在。 -
Management - labor negotiation system for determining employee wages
職工工資集體協商制度 -
Negotiation system for determining employee wages
職工工資集體協商制度 -
Divide next with every mean monthly system man - day counts 20. 92 days, reach daily wages 71. 7 yuan
然後除以每月平均制度工作天數20 . 92天，得出日工資71 . 7元。 -
This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee
本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。 -
This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management
本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。 -
Assume you are in an unit to did not make any agreements with respect to salary and you, so, the monthly wages that the computational base of your overwork salary should be normal be out on duty 2300 yuan 70, namely 1610 yuan, divide again with every mean monthly system man - day counts 20. 92 days, be equal to 76. 96 yuan, accordingly, your " 51 " festal overtime should be 230. 88 yuan
假設你所在單位未就工資與你做任何約定，那麼，你的加班工資的計算基數就應該是正常出勤的月工資2300元的70 ，即1610元，再除以每月平均制度工作天數20 . 92天，等於76 . 96元，據此，你的「五一」節日加班費應為230 . 88元。 -
In order to monitor the operation of the simplified referral system and to continue the dialogue between lad and ld on how to further improve the referral system to facilitate recovery of arrears of wages and other statutory benefits by employees, the two departments agreed that the working group would meet twice a year to discuss operation issues and to endorse improvement measures
為監察簡化轉介系統之運作，以及維持法援署與勞工署之間就如何進一步改善轉介系統，以協助追討拖欠之薪金及其他法定雇員福利的磋商，兩部門同意該工作小組將每年會面兩次，以商討運作事宜及簽注改善措施。 -
The group is pleased with the successful introduction of the lean manufacturing system that continues to improve production flow and efficiency and has helped reduce the overall labor cost in china despite increases in individual salaries and wages
集團于國內成功推行精實生產系統，生產流程及效率得以改善，雖然內地員工個人薪資上升，但集團仍能有效地減低整體勞工成本。 -
The existing problems in current wages system and some countermeasures
試論事業單位現行工資制度存在問題及對策 -
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。 -
Chapter 2 : outlining the concepts, theory basics, features and their relationship with some other related factors. mainly analyzing the category of the fairness of wages system
第二章，概述薪酬激勵公平性的概念、理論基礎、特徵和與相關要素的關系，重點分析了薪酬公平性的類別。
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