崗位工資 的英文怎麼說

中文拼音 [gǎngwèigōngzī]
崗位工資 英文
salary-post salary
  • 崗 : 名詞1. （不高的山） hillock; mound 2. （平面凸起的一長道） ridge; welt; wale3. （崗位;崗哨） post; sentry
  • 位 : Ⅰ名詞1 （所在或所佔的地方） place; location 2 （職位; 地位） position; post; status 3 （特指皇帝...
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 崗位 : post; station
  1. Zhang mou to a china and foreign countries joint - stock electron company goes to work, when taking a plant, did not put forward to conclude with the manufacturer labor contract, but as oral as the manufacturer agreement, the probation that use worker worker is 6 months, expire backsight circumstance decides working station again

    張某到一家中外合資電子企業上班，進廠時未提出與廠方訂立勞動合同，但與廠方口頭約定，用工試用期為6個月，期滿后視情況再定工作崗位。
  2. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  3. Concern the provision of audit work station according to accounting method, if an accounting clerk manages debt already, provide check again, apparent and easy cheat, should give so prohibit ; the accountant record of an unit is custodial, it is the accountant such as budget of forms for reporting statistics of book of zhang of all sorts of prooves that point to this pair of units, accountant, accountant, financial plan, unit and important contract data, after be being collected regularly, examine a nucleus to be opposite, arrange stand roll, schedule, bound into book custodial, if allow a person to manage the debt of an unit already, keep again accountant record, made motion easily on debt apparently later the action that the opportunity of record of recycle government accountant covers him, give so prohibit : the registering job of items of an account of debt of the income of an unit, defray, charge, creditor ' s rights, the much that includes station of work of charge to an account but not be all ( for instance cash journal and bank come - and - go journal are not included ), this part charge to an account works, it is the foundation of business accounting of an unit accountant, also be the basis that produces cash come - and - go, also cannot hold part - time by cashier personnel, a person manages debt already, manage charge to an account again the basis that this produces debt come - and - go, very easy defalcate

    根據會計法有關稽核工作崗位的規定，假如一個會計工作人員既管錢款，又管復核，顯然輕易作假，所以要予以禁止；一個單位的會計檔案保管，是指對本單位的各種憑證、會計賬簿、會計報表、財務計劃、單位預算和重要的合同等會計資料，定期收集后，審查核對，整理立卷，編制目錄、裝訂成冊的保管，假如答應一個人既治理一個單位的錢款，又保管會計檔案，顯然輕易在錢款上做了手腳之後再利用治理會計檔案的機會掩蓋自己的行為，所以予以禁止：一個單位的收入、支出、費用、債權債務賬目的登記工作，包括記賬工作崗位的大部分但不是全部（比如現金日記賬和銀行往來日記賬就不包括在內） ，這部分記賬工作，是一個單位會計核算的基礎，也是發生現金往來的根據，也不能由出納人員兼任，一個人既治理錢款，又治理記賬這一發生錢款往來的根據，很輕易監守自盜。
  4. That the system twist hempen thread draw up the quantification in the design follows the example of checing the target is followd the example of checing that by the twist hempen thread being living ; the faggot payment setup design stressly is puting into practice faggot some system pay, and has been underway the regulation to original pay composition. it is main through the base that the faggot spot manufactures the pay setup, quality, four bibliographic categories branch faggot some component such as post and twist hempen thread effect and so on

    在績效考核制度設計中制定了量化的績效考核指標；薪酬體系的設計重點是實行薪點制工資，對原有工資結構進行了調整，薪點制工資體系主要由基礎、素質、崗位和績效等四部分薪點組成，其中「績效薪點」是本設計方案的核心內容。
  5. Particularly, there are some innovations in the application of some certain means, which makes it more operational in the course of designing the compensation and makes the compensation system more rational, for example, the innovations in ihe wage rate transformation of post payment, the definite of the working grade and the unit price of the piece rate wage

    特別是在一些具體方法的運用上，如崗位薪酬的工資率轉換、計件薪酬的工作等級和計件單價的確定等問題上，有一些創新的做法，增強了薪酬制度設計過程中的可操作性和薪酬制度的合理性。
  6. After the reform, the company carries out the laborage system of the post benefit in different grades ; the main contents are made up of base pay, post pay, performance encouragement and special allowance

    改革后公司實行崗位效益等級工資制度，其內容主要由基本工資、崗位工資、績效獎勵和特殊津貼所組成。
  7. Above all, the professional setting that unit of choose and employ persons can consider applicant when choosing resume and job experience what whether need post with company place to hold a post qualificatory photograph matchs

    首先，用人單位在篩選簡歷時會考慮應聘者的專業背景和工作經歷是否與企業所需崗位的任職資格相匹配。
  8. Human resource management pays attention to give the employe - es sound organization, training and collocation with a modern methods on the basi - s of suitable human resource planning for the sake of the best match of position an - d personnel. through a series of management mechanism, it can stimulate the employee ' s job motivation. as a result, a person has a right position and a post correspon - ds to a right person with right ability

    人力資源的開發和管理是指，在合理制定人力資源規劃的基礎上，運用相關現代化的科學方法，對員工進行合理的培訓、組織與調配，實現組織崗位與員工的最佳匹配，並通過制定一系列管理機制，激發員工的工作動機，充分發揮員工的主觀能動性，使人盡其才，事得其人，人事相宜，以保證組織目標的實現。
  9. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  10. The main results were showed as follows : 1 factors of pay structure included pay for knowledge - performance, pay for job, and pay for year - in - company and pay for organizational effectiveness

    研究結果基本上與原構思相符，但也有出入，主要結論如下： 1企業工資結構包括了技能-績效工資結構、崗位工資結構、資歷工資結構及效益工資結構。
  11. 2 pay for knowledge - performance, pay for organizational performance and company effectiveness had significant influence. pay for job, pay for year - in - company and company effectiveness had insignificant influence. however, four factors of pay structure influenced company effectiveness directly

    2企業工資結構中，資歷工資、崗位工資結構與組織績效無顯著相關，而技能-績效工資結構與效益工資結構與組織績效顯著相關，但四種工資結構分別能預測組織績效的幾個指標。
  12. Answer : unit of choose and employ persons pays salary to the worker every time due detailed list of a piece of salary, of pay of detailed account worker should send money, wait like functionary pay, post salary, subsidiary, allowance, still have at the same time should deduct money, wait like insurance premium of housing accumulation fund, society

    答：用人單位每次向職工支付工資都應有一張工資清單，具體記載職工工資的應發款項，如職務工資、崗位工資、津貼、補貼等，同時還有應扣款項，如住房公積金、社會保險費等。
  13. To foreign enterprise to apply for a job, a lot of people have the preparation that deals with queer face examination questions probably, but although many people do face examination questions to be returned very successfully it is unidentified not white ground lost an election

    外資企業非常看重員工自身的職業規劃，假如你的求職目標太多，這個崗位不適合就希望到那個崗位工作的話，這會給面試官留下沒有明確事業目標的印象。
  14. 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。
  15. In the case study, some theories such as the defenition, the functions, the decision of the pay and the principles of the pay design, the critical decided factors are introduced in the first place. then the scientific tool of position - analysis is used to establish the position - based pay system so as to make the human resource alive in gp

    在案例分析中，通過闡述工資的定義、職能、決策及設計原則和工資決定的因素等理論，運用崗位勞動分析的科學工具，在gp公司建立崗位工資制度，實現激活人力資源管理的目的。
  16. The reporting requirements include the following information : employment status ( number of entered employments / placements at 180 days after program has ended ), average hourly wage ( earnings change at 180 days after program has ended ), and job retention ( of those enrolled in training, provide number of those still employed in trained occupation at 180 days after program has ended

    報告要求提供以下信息：就業狀態（在終止計劃之後的180天內參加工作/就業安置的數量） 、平均每小時工資（在終止計劃之後的180天內的收入變化）以及工作保持情況（針對那些登記參加培訓的人員，假設這些人在終止計劃之後的180天內仍然在受訓崗位工作） 。
  17. In soes, we should establish system of base wages which based on post wage and enlarge the wage gap and improve the income of managers and technicians

    在企業內部建立以崗位工資為主的基本工資制度，合理拉開分配差距，提高經營者、管理和技術人員的收入待遇。
  18. Party a is entitled to adjust party b ' s salary in accordance with the change of party b ' s job position

    如乙方工作崗位調整，工資按調整后的崗位工資標準核發。
  19. The basic salary concludes post salary, age salary and knowledge salary. there are all kinds of allowance and insurance and vacation with salary in the welfare salary

    基本工資包括崗位工資、年齡工資、學歷工資；福利工資包括津補貼、各類保險、有薪假期等，作為二級薪酬。
  20. Exhaustively discussed in the article are post salary system ( based on post and achievement ), multi - distribution and long - term stimulation, thus primitive modern enterprise salary system forms

    詳細介紹了建立以崗位和業績為基礎的崗位工資制度和實行多種分配方式及長期激勵措施，形成了現代企業薪酬制度的基本框架。
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