報酬要素 的英文怎麼說

中文拼音 [bàochóuyāosù]
報酬要素 英文
compensable factors
  • 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...
  • 要 : 要動詞1. （求） demand; ask2. （強迫; 威脅） force; coerceⅡ名詞（姓氏） a surname
  • 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
  • 要素 : essential factor; key element; part; element; factor
  1. The survey into degrees of approval of compensable factors in job evaluation

    崗位評價報酬要素認可度的調查與分析
  2. Increasing return of factors and their effects on system evolving in economic growth

    經濟增長中的要素報酬遞增及其對系統演化的作用
  3. Eng. ) 1. know the fertilizers ( the appearance, properties, physical and chemical nature which includes the organic and inorganic fertilizers ) ; 2. determining the quality ( three major elements of the fertilizers ) and quantity ( the content of the moisture, nitrogen, phosphorus, and potassium ) of chemical fertilizer ; 3. the fertilizer composition expresses and calculation of the amount of application ; 4. it is cultivated in a pot or nutrient solution to test fertilizer effects ; 5. observe plant body : besides observing one ' s own test cultivated in a pot, and another diagnose the picture is for comparing ; 6. making of the compost

    中） 1 .認識肥料（包括有機、無機肥料的外觀、性狀、理化性質） ； 2 .化學肥料的定性（肥料的三要素）及定量（水分、氮、磷、鉀的含量）檢定； 3 .肥料成分表示方法及肥料施用量的計算； 4 .盆栽試驗或水耕試驗（印證報酬漸減率、麥氏理論或肥料元素缺乏徵狀，並進行農藝性狀調查） ； 5 .植體觀察：除了觀察自己的盆栽試驗以外，另備有診斷圖片以供比較； 6 .有機堆肥的製作。
  4. 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。
  5. The general price - level depends partly on the rate of remuneration of the factors of production which enter into marginal cost and partly on the scale of output as a whole, i. e. ( taking equipment and technique as given ) on the volume of employment

    一般價格水平部分地取決于進入邊際成本的生產要素的報酬率，部分地取決于總體產量的規模，即（在設備和技術為既定的條件下）取決于就業量。
  6. We must carry out the distribution principles proposed by the party in the " 16th national congress " that essential factors of production take part in income distribution according to their contribution. we should actively explore the income form that is compatible with distribution principles according to administrative talents " contribution, perfect the markets of goods, capital, administrators, so that we can rationalize administrator income distribution institution

    經營人才應該獲得較高的報酬，必須貫徹黨的「十六大」提出的生產要素按貢獻參與分配原則，通過積極探索與該原則相符合的收入形式以及完善商品市場、資本市場和經營者市場，使經營者收入分配製度合理化，調動經營人才的積極性，促進經營人才的充分涌現。
  7. 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。
  8. 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。
  9. 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。
  10. Basing on the above cognition, the dissertation describes the accounting recognition, measurement and disclosure of the derivative financial instruments by the numbers, along with several points in accounting managements in the facts in chapter 3 and chapter 4, including ( 1 ) under the betterment of the financial reports essentials definition, the dissertation puts forward the accounting recognition standard of the derivative financial instruments, that is under the business of the derivative financial instruments, when the contract is concluded, it should make an early recognition according to relativity principle and the factual diversion of the risk and the reward

    基於上述認識，本文在第三章、第四章中，系統地描述了衍生金融工具會計確認、會計計量和會計報告的相關理論，以及在實際進行會計處理時應注意的幾個要點，包括： （ 1 ）在對財務報表要素定義改進的前提下，提出了衍生金融工具的會計確認標準，即在衍生金融工具交易條件下，應按相關性原則，以風險與報酬的實質轉移為標準，在合約訂立時，就對其進行初始確認。
  11. With adsorption and ion exchangeability, it is mainly used as additive in feed, it can absorb ammonia, fix nitrogen, delay the time nutriments stay in alimentary canal, absorb detrimental substance, improve the function of digest, supply many microelements and macroelemnts for livestocks

    主要用作飼料的添加劑，具有吸附性和離子交換性，能吸氨固氮延緩營養物質通過消化道的時間吸附腸道有害物質，改善消化機能同時可以供給畜禽多種微量和常量元素，促進增產增重，提高飼料報酬。
  12. Main features of the position - pay system are : " pay by position, when position changes, pay changes correspondingly ", with position as basis, fully embodies the conformity of position responsibility, technique, labor intensity, position environment and rewards, set up the multi - combination pay system which takes position labor as main body, 4 labor factors such as position responsibility as scale, labor efficiency and performance as distribution basis. this system proved to be very useful

    崗薪制的主要特徵是： 「以崗定薪、崗變薪變」 ，以崗位為基礎，充分體現崗位責任、技能、勞動強度、崗位環境與報酬的一致性，建立了以崗位勞動為主體，以崗位責任等四大勞動要素為尺度，以勞動效率額工作實效為分配依據的多元化組合工資制度，具有比較好的應用價值。
  13. 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。
  14. 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。
  15. 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。
  16. 3. knowledge employees " cafeteria compensation factors can be divided in eight catalogues ; they are base pay, short - term incentive compensation, long - term incentive compensation, benefits, accessional pay, career development pay, life quality pay and special holiday pay. 4

    3 、知識型員工的自助式薪酬要素分為八大類：基本工資、短期激勵薪酬、長期激勵薪酬、福利、附加薪酬、工作發展報酬、生活質量報酬和特殊假期報酬。
  17. 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。
  18. 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。
  19. The feat ' ure of labof, the labor market condition, the strategy and the view of value. based on these, the whter mainly to research and study the hrm present situation about the effect of employee, the flowing of employee, the work system and the extrinsic rewards. the thesis also lodge the related policy

    本論文在對m公司人力資源管理內外環境及影響要素如利益相關者利益、勞動力特徵、勞動力市場條件、經營戰略、管理層理念等進行分析的基礎上，重點從員工影響力、人力資源流動、工作體系及報酬制度四個方面，對m公司人力資源管理現狀進行剖析和探討，並提出了相應的政策取向。
  20. Rent - payments to a factor of production in excess of the minimum payments necessary to call it into existence

    租金- - -指當一項生產要素所得報酬超過該生產要素維持現有用途所需的最低報酬時，此部份所衍生出來的收益。
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