報酬公平 的英文怎麼說

中文拼音 [bàochóugōngpíng]
報酬公平 英文
pay equity
  • 報 : Ⅰ動詞1 （告知; 報告） report; declare; announce 2 （回答） reply; respond; reciprocate 3 （答謝）...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 公 : Ⅰ形容詞1 （屬于國家或集體的） state owned; collective; public 2 （共同的;大家承認的） common; gen...
  • 平 : Ⅰ形容詞1 （沒有高低凹凸 不頃斜） flat; level; even; smooth 2 （高度相同; 不相上下） on the same l...
  • 報酬 : reward; remuneration; pay
  1. For example, the different level that enterprise emphasizes r & d department and manufacture department will cause different value adscription feeling of employees. another example, the inequity among employees which are caused different inspirit mechanism cause different reward, consequently, cause conflict among different department and between enterprise inside and outside. this kind of conflict is caused by friction between inside culture and outside environment

    企業對技術開發部門和生產製造部門的重視程度不同導致各職能部門人員在企業內部具有不同的價值歸屬感；企業對不同生產領域員工採取不同的激勵措施，而產生的厚此薄彼的現象，使員工所獲報酬不公平，提升機會不均等，最終也會導致不同部門之間的潛在沖突、企業與外部的沖突。
  2. I want a decent return for investments i have made.

    我想為我的投資獲得公平的報酬。
  3. Not only motivate the talented person as well as reduce the rate of brain drain, but also make the enterprise avoid the overage cost on human being. make the employee of the enterprise could share in their work production reasonable, meantime not to the extent of made the enterprise less surplus to impact its long - term development these subject all need the enterprise to contain a fair remuneration system. the good remuneration system can draw on, retain the elitist, but the unmerited remuneration system would then bring crisis, moreover to impact the normal business of the enterprise

    人才為企業的生產經營活動作出貢獻，企業根據其能力及業績貢獻來付給人才報酬，但是如何界定人才應得的報酬以及人才的勞動力市場價值，並實現企業人力報酬的內部公平與外部公平，既要充分調動人才的工作積極性，降低人才流動率，又要使企業不至於承擔過多的人力成本；使企業的員工能合理分享其工作的成果? ?企業的利潤，同時又不至於使企業因為分享利潤過多自身內容提要粵， ， ，巴粵巴里巴里巴里日口口口盈餘過少而影響企業的長遠發展。
  4. Business entertaining is a contradiction in terms. " asking people to labour without pay is not fair

    她說： 「要求人們不計報酬地工作，這本身就不公平。
  5. The applicant is entitled to an equitable remuneration payable by the person who, during the period specified in paragraph 1, has performed acts which, after the grant of a certificate, require the certificate owner consent in accordance with article 18

    3于第1項規定的期限內，如有人已從事若在授與證書后需依第18條規定經證書所有人同意的行為，申請人有權要求該人給付公平的報酬。
  6. When the interests of the employer impose that the variety be applied for after the three - month time period as per article 14, paragraph 4, the author as the right to an equitable remuneration for the time of suspension of the act of filing the application, as well as to all rights arising from the certificate granted for that variety later

    6僱主如為本身利益而強制在第14條第4項規定的三個月期限之後始對品種提出申請者，原創人對這暫停提出申請的行為具有要求公平報酬的權利，以及日後就該品種授與證書而獲得的所有權利。
  7. Usually, studies on the investment and earnings in the equity theory were based on qualitative descriptions

    對于公平理論中的投入和報酬通常都是進行定性的描述。
  8. According to the equity theory, the employee compares the investment he put into his work and earnings he got, and makes judgment on the result and thus obtain the sense of equity

    公平理論是以員工的投入和他獲得的報酬相比較，員工在心理上對這種比較的結果加以判斷，從而在員工的心理上產生是否公平的感覺。
  9. In order to retain staff, petroleum enterprises must establish rational and fair pay system be constructed, offer the platform of the self - development, and construct communication environment

    要想留住人才，必須建立合理公平的報酬體系，提供自我發展的平臺，營造零距離溝通的氛圍。
  10. We sixth, namely last the responsibility, is responsible for the shareholder, the company certainly must make a profit the growth, must breed the reserve fund, must conduct the research, the development has the risk spirit the plan, pays the wrong price, must prepare in advance for the adverse circumstance, pays the suitable tax money, purchases the new machine, the building new workshop, promotes the new product development new sale plan, we must test the new conception, we after this all responsibilities, the shareholder should obtain the fair return rate, we were determined under the mercy god assistance, we biggest strength completes these duties

    我們的第六個即最後一個責任，是對股東負責，公司一定要獲利成長必須孳生準備金必須進行研究，開發有冒險精神的方案，支付錯的代價，必須為逆境預作準備，支付適當的稅款，購買新機器，建築新廠房，推出新產品開發新的銷售計劃，我們必須實驗新的構想，我們盡到這一切責任后，股東應該得到公平的報酬率，我們決心在慈悲的上帝協助下，盡我們最大的力量完成這些義務。
  11. Final report of hay management consultants on the pay level survey

    曦士管理顧問公司薪酬水平調查最後報告書
  12. The prison law also stipulates specifically that prisoners have the right of immunity from corporal punishment and abuses, the right of appeal, the right of communication, the right of meeting visiting family members and relatives, the right to education, the right to rest, the right to receive remuneration for work, the right to labor protection and labor insurance, and the right to receive medical treatment ; they enjoy equal rights with other citizens upon their release after completing their sentence term

    《監獄法》還具體規定了罪犯有不受體罰虐待權、申訴權、通信權、會見親屬權、接受教育權、休息權、獲得勞動報酬權、獲得勞動保護和勞動保險權、醫療權以及刑滿釋放后享受與其他公民平等待遇的權利，等等。
  13. These suggestions include the reform of the present assessment system of the titles of technical posts and the gradual " adoption of the post employment system ; the deepening of the distribution system within university, the building of a more flexible rewarding system ; thorough understanding of the teachers " needs, the combination of material motivation and spiritual motivation ; the bui

    這些建議包括：改革現行的職稱評聘制度，逐步推行教師崗位聘任制；繼續深化校內分配製度改革，建立柔性的報酬制度；深入了解教師需要結構，物質激勵與精神激勵相結合；建立科學合理的績效考評體系；優化內部環境，為教師創造公平的競爭機會。
  14. How to set up the incentive and restraint mechanism is one of the hot topics. this thesis, based on cec ' s actual situation, aims to solve the problem of long - term motivation and fully stimulate the executives to enhance the operation and profitability by coming up with the annual - pay plan, reforming zr ( subsidiary company ) ownership and carry employee stock ownership plan ( esop ) and cec ' s shareholding incentive plan into execution

    建立企業經營者激勵與約束機制是國內外學者和企業界人士研究的熱點課題之一，通過回顧前人取得的關于公司治理的理論成果，結合國內外常見的股權激勵方式，本論文結合cec的實際情況，提出了企業經營者年薪制方案、所屬zr公司改制及員工持股方案、 cec股權激勵方案，希望以此來解決企業經營者長期報酬激勵問題，充分調動企業經營者的積極性，提高企業的經營管理水平，促進企業經濟效益的提高。
  15. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  16. By means of normal and empirical methods, this thesis analyzes the present situation systematically and thoroughly. with the sample of 146 chinese public companies, which had employed independent directors by the end of 2001 and disclosed their pay in the annual report, the possible factors influencing independent directors " pay, including company size, risk, business diversity, other senior management remuneration, industry type and area difference, are studied by multiple regression. it demonstrates that such three factors as other senior management remuneration, company size and area difference have significant influence on it

    以截止2001年年底已聘任獨立董事，並在當年年報中披露了獨立董事報酬情況的146家上市公司為研究對象，運用回歸分析等統計學方法，研究了公司規模、風險大小、經濟業務的復雜程度、其他高層人員的報酬水平、地區和行業差異等因素對獨立董事報酬水平的可能影響，證實上市公司其他高層人員的平均報酬水平、公司規模大小、地區差異等因素對獨立董事報酬有統計意義上的顯著影響。
  17. The average pay and benefits at goldman for all employees, right down to drivers and doormen, in the first three months of this year alone worked out at $ 220, 000 per head, more than twice what a big commercial bank pays its average employee for an entire year

    僅今年頭三個月，高盛公司所有員工（甚至包括低層的司機和門衛）的平均報酬和福利就高達每人二十二萬美元，這一金額是大型商業銀行員工全年平均工資額的兩倍多。
  18. We pledge personal respect, fair compensation and honest and equitable treatment

    我們保證尊重個人，提供合理的報酬，真誠而公平的對待每個人。
  19. We also expect them to offer fair wages and employee benefits and to provide a satisfactory product or service at a reasonable price

    我們也希望企業能夠支付公平的報酬，為員工提供相應的福利，並以合理的價格提供令人滿意的產品和服務。
  20. The relationship between compensation strategy and performance in chinese companies huamiao shi college of management, zhejiang university abstract the study focused on the strategic characteristics of compensation programs and the compensation strategy on the basis of the previous research about compensation management. we discussed the relationship among the compensation program ' s strategic characteristics, employee ' s compensation perception, organizational commitment and performance in chinese companies

    本研究在總結以往薪酬管理研究的基礎上，探討了企業薪酬戰略及薪酬制度的戰略特徵，對企業薪酬制度戰略特徵、員工報酬公平感、組織承諾和企業績效的關系進行了研究，並對企業發展階段、員工層次在企業薪酬戰略特徵和員工激勵行為上的特點進行了研究。
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