報酬因素 的英文怎麼說

中文拼音 [bàochóuyīnsù]
報酬因素 英文
compensable factor
  • 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...
  • 因 : Ⅰ動詞[書面語] （沿襲） follow; carry on Ⅱ介詞1 [書面語] （憑借; 根據） on the basis of; in accord...
  • 素 : Ⅰ形容詞1 （本色; 白色） white 2 （顏色單純） plain; simple; quiet 3 （本來的; 原有的） native Ⅱ名...
  • 報酬 : reward; remuneration; pay
  1. New knowledge economic tells us that knowledge is the main elements to make progressing scale revenue be true

    摘要知識經濟向我們昭示了知識是造成規模報酬遞增的主要因素。
  2. The first step, set a suit of index system for evaluation, taken all the risks through the construction and running process of logistics projects into account, and number the indexes by experts investigation. introduce an example and judge the risk levels by a team of experts, then evaluate the whole risk level of the project by fuzzy mathematics comprehensive judgment and get the result. the second step, analysis the economic risk qualitatively, forecast the profit of the certain logistics project, to find out the economic risk of the project by risk compensation way

    本文根據大型物流項目投資大、風險高、專業性強的特點，將風險評估應用於物流項目，將物流項目的風險評估分為兩個層次：第一層次，充分考慮了物流項目投資建設及營運過程中的各種風險因素，建立了一套適用於物流項目的風險綜合評價指標體系，採取專家調查法對各因素權重賦值，並通過專家評審委員會對某一物流項目實例中各因素的風險程度進行判斷，採用模糊綜合評判法對該項目整體的風險程度進行訐估；第二層次，結合項目整體風險程度訐估的結果，對物流項目投資建設的收益狀況進行預測，採用風險報酬率法對具體的物流項目投資方案進行經濟風險分析，對該項目的經濟風險進行定量分析。
  3. This chapter discusses the concept, measurement and the way of enhancing agricultural performance of technological change. chapter 7 inquires into agricultural performance of scale. firstly, the author discusses the concept of economic scale, returns of scale and economic performance of scale ; then studies the measurement of economic performance of scale ; finally analyses the level of economic pe rformance of scale of farm households in binzhou

    第七章農業經營規模與經濟效益規模經濟效益是指由於規模變動所引起的經濟效益的提高，或者說是由生產力諸因素集約度的變動所引起的投入產出率的提高，本章主要界定與農業規模效益相關的概念;根據規模報酬的三種情況，提出規模效益的計量方法;在定量分析濱州市農戶種植業規模效益的基礎上，研究分析農業適度規模經營的組織形式、推進機制及其在提高農業經濟效益中的作用。
  4. Since there exists a correlation between bank asset returns and deposit interest rate, the higher the correlation is, the lower the effectiveness of regulation will be

    其中一項重要的影響因素是銀行資產報酬率與存款利率之相關性，即如果銀行資產報酬率與存款利率之相關系數愈低，則資本比率管制愈可能有效。
  5. 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。
  6. The mentality of this article is first embarks from the modern joint stock company, emits the environmental factor of the system. then analyzes the cash rewards and the stock or stock time power drive effects separately from the pure technical angle. and then unifies the two, find the reasonable way of superintendents ’ salary arrangement

    本文的思路是首先從現代股份制公司出發，抽象掉制度環境因素，從純技術的角度分析影響管理者報酬構成的具體因素，分別探討現金報酬、股票和股票期權激勵的效應，然後把二者結合起來，找到合理的管理者的薪酬安排方式。
  7. After numerous painstaki ng analysis and proof, i " ve got the following conclusion : competition pressure and relative payment are the two key factors whose inter relationship determines the working motivation of differ. errt mass teachers

    通過對大量的實際材料的分析和論證，本研究得出以下結論：競爭壓力和相對報酬之間的相互關系是決定不同教師群體工作積極性大小的兩個關鍵因素。
  8. Among these, the first part makes use of the second - hand information to carry out the research for the market demanding and the history prices of the end project products. the experience is relied on determine the price needed in the analysis of long - term investment decisions ; the second part analysizes the project investment decision by the way of using some long - term investment decision theories such as recovery period method, npu, net present index method and remuneration included methods, etc. meantime, it makes the risk analysis for the project and determines the risk elements and proposes some measures and guidance in risk management

    其中，第一部分對企業及項目情況進行了介紹，並使用二手資料的方式對項目產成品的市場需求及歷史價格進行了調研，根據經驗法確定了長期投資決策分析中所需的產品價格；第二部分對進行長期投資決策分析的理論進行了闡述，利用回收期法、凈現值法、凈現指數法和內含報酬率法等長期投資決策理論對項目的投資決策進行分析，並對項目進行了風險分析，確定了風險因素，提出了風險管理中為避免風險應當採取的一些措施和方法。
  9. The main factors impact the balance of the incentive and constraint mechanism as follows : managerial option mechanism, performance evaluation mechanism, inner constraint mechanism, out environmental constraint mechanism, incentive and constraint mechanism in compensation, ect

    影響經營者激勵、約束均衡的主要因素有：經營者選擇機制；績效評價機制；內部約束機制；外部環境約束機制；報酬激勵與約束成本等。
  10. Thus in the condition of information asymmetries and scarce human capital elements of professional managers, full understanding its effects faction in enterprise rent, the general principle that proprietary human capital is the main negotiating power base of managers ’ shares, and the inter - influence between its characteristics and reward distribution, are theoretically and practically significant for reasonable design of reward mechanism, for the realization of effective invigoration and restriction to the professional managers, for the resolution to the problem of client and agent and even for the advancement of the emprises ’ ability of general competition

    因而在信息不對稱和職業經理人人力資本要素稀缺的情況下，充分認識其人力資本的特性與其生產要素的價值、其人力資本在企業租金創造中的作用、其專有性人力資本是職業經理人分享企業租金的主要談判力基礎的一般原理以及其人力資本特性與報酬分配的互動影響，對于科學合理地設計報酬機制、實現對職業經理人有效的激勵與約束、解決委託-代理問題乃至提升企業的整體競爭力有著不無重要的理論意義與現實意義。
  11. 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。
  12. However, there are still quite a lot of constraints under current institutions to the sound operation of the extension centers, including shortage of extensionists, reduced times of training, too low of payment, unsuitability of their knowledge and skills to the new requirement of agricultural development, vaguer in the responsibilities and duties, lack of operational fund, lack of coordination among staff, poor management of the assets and physical materials, backward in the concepts and ideas about extension, weak in administration, etc. these factors restr icted the full play of the roles and functions of the centers, and the dissemination and adoption of the new agricultural technologies, varieties and products

    主要研究結果和結論：機構改革后，鄉鎮農業服務中心的編制數大幅度縮減，綜合性增加，組成人員呈年輕化，工作效率和責任心有所增強，為農業增產、農民增收、農村繁榮做出了應有的貢獻。但是現行體制也存在不少制約因素，主要有推廣人員不足、培訓學習減少、待遇報酬偏低、推廣人員素質與農業發展要求不相適應、機構職能不明、事業經費缺少、業務工作不協調、機構撤併資產管理混亂、推廣理念落後、組織管理不到位等。這些制約因素影響了機構職能的發揮，阻礙了農業新技術、新品種、新產品的推廣應用。
  13. But in recent years along with enterprise interior personnel structure change, postal service enterprise in salary system aspect contradiction day by day prominent, the wage level and the market price position come apart, the position wages cannot reflect the position value, the achievements system of examining and assessment lacked may operational, the assignment way still quite sole, different had the contradiction as a result of the staff status which the same labor different reward phenomenon initiated to be very prominent, neglects the different post to undertake the difference which the different work responsibility produced, still continued to use the tradition in the achievements inspection, take experiences judges as the main body achievements inspection method, the staff individual income and the contribution size is not close, the varying degree has the egalitarianism,

    薪酬設計中既兼顧影響薪酬的各種因素，又突出重點。優化后的薪酬體系，以工作評價和工作分析為基礎，通過對每一個崗位的職責、任職資格、工作成果進行清晰地界定，並確定與該職位相匹配的價值和報酬體系，為從事不同類屬工作的員工設計相應的職業發展通道，同時根據員工業績評估周期，將員工的薪酬與個人績效和企業的持續發展緊密地聯系在一起，體現了多勞多得的分配原則，實現同工同酬;建立一個能夠激勵員工不斷奮發向上的心理環境;使員工能夠與組織同分享因組織成長所帶來收益。
  14. However, while the deployment of reform and open policy, due to the emerging of contradictory between system property and the constitutive property, many noib enterprises ’ equipment and the technology get older, the competitive power drops, employment ratio decrease, the leading resource related industry declines, and the economical development is slow

    文章以東北90家中國上市公司為樣本，以凈資產收益率、資產報酬率、每股收益三項財務指標作為衡量東北上市公司企業經營績效的指標，採用t檢驗和多元回歸分析的統計方法，檢驗政策實施后企業績效的變化以及影響企業績效的因素。
  15. By the analysis of the factors producing the moral hazard and research on the characters of information asymmetry on the process of the venture capital investment, we can conclude the design approaches of the contact mechanisms, including strengthening the risk resistance of the venture capital, inspiriting the venture entrepreneur by income and the interference of the venture enterprises

    這兩方面構成了投資契約設計的主要內容。論文通過對產生道德風險的相關因素的研究，明確了契約機制的設計途徑，即增強風險資本的抗風險能力、設計風險企業家的報酬激勵制度以及對風險企業採取合理的干預決策。
  16. Hl ltd. in yangzhou, reformed from a state enterprise, is a trade company of small scale. and it encountered logjam these years. besides a fiercer competition and an uncompleted reincarnation, the root cause is the failure to establish an inspiration policy for the entrepreneurs, especially payment policy, which needs improvement in the way of methods, structures, quantity and evaluation

    揚州hl有限責任公司是一家由國有企業改制而來的小型貿易企業，這幾年企業發展出現了停滯狀況，除了市場競爭激烈、企業改制不夠徹底等因素外，一個很重要的原因就是企業經營者作為人力資本的所有者、企業發展的關鍵要素，其激勵問題特別是報酬激勵問題沒有得到很好的解決，企業經營者報酬激勵的方式、結構、數量、如何考評等方面都亟待改進。
  17. To achieve the target is totally possible even if the factor of diminishing land returns rate is considered

    即使考慮到土地報酬率遞減的因素，也是有條件實現的
  18. So, to achieve the target is totally possible even if the factor of diminishing land returns rate is considered

    即使考慮到土地報酬率遞減的因素，也是有條件實現的。
  19. With above analysis, a demonstration has been made in order to find out the main effecting - factors. the results of the research are shown as follows : ( 1 ) among the effecting - factors of knowledge sharing, extrinsic reward is an inducement factor. ( 2 ) intrinsic reward and altruism will make individuals share knowledge in high frequency

    結果發現，在知識共享的影響因素中，外在報酬是知識共享的誘因；內在報酬、利他主義才會對知識共享產生持久的激勵作用；對目標的承諾、授權式領導行為、團隊的效能、信任的文化都會影響到知識共享的實現。
  20. Determinants of executive compensation : empirical research on listed - company in china

    中國上市公司總經理報酬影響因素的實證研究
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