最高薪的工業 的英文怎麼說

中文拼音 [zuìgāoxīndegōngyè]
最高薪的工業 英文
highest-paying industry
  • 最 : 副詞（表示某種屬性超過所有同類的人或事物） most; best; worst; first; very; least; above all; -est
  • 高 : Ⅰ形容詞1 （從下向上距離大; 離地面遠） tall; high 2 （在一般標準或平均程度之上; 等級在上的） above...
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 的 : 4次方是 The fourth power of 2 is direction
  • 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 ...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 高薪 : fat salary
  1. Dr brewis points out that, while nicola horlick, investment manager and mother of five, has taken an unusually high profile in adopting both roles, other women at the top are standing down in favour of their families, including brenda barnes former president and ceo of pepsi - cola north america, who left her 1 million a year job because she was tired of trading off her children against her career

    而其他一些處于高層的女性，則因為無法割捨她們的家庭，選擇了暫時放棄自己的事業。這其中就包括前百事可樂北美公司總裁兼首席執行官布倫達巴恩斯。讓她最終放棄這個年薪一百萬英鎊職位的原因，就是工作帶來的疲倦，以及孩子與事業之間的沖突。
  2. It includes plan on human resources, employment, development and training, achievement and assessment, reward and encouragement, building - up enterprise culture, and so on. this passage is divided into four sections : first, it analyses human resources management theory in order to maintain close ties with reality. second, through perspective of present human resources management status in huaxia bank, shenyang branch and comparison with that of foreign capital banks, in the end we get human resources management methods to huaxia bank, shenyang branch, we resist impulsion of foreign capital banks and catch hold of some points like organization design, position management, application and lection, training and development, performance management, compesation management

    全文共分四個部分：首先分析人力資源管理理論，目的是為了更好地聯系實際，其次通過透視華夏銀行沈陽分行人力資源管理現狀，以及與外資銀行的人力資源管理進行比較，最後得出華夏銀行沈陽分行人力資源管理對策，對策的提出是為了對抗外資銀行帶來的沖擊，本著與國際慣例接軌的原則，抓住組織設計、職位管理、招聘選拔、培訓發展、績效管理、薪酬管理幾個環節，提出全新人力資源管理理念，完成人力資源管理實踐活動，形成人力資源管理戰略，達到員工期望和需要，最終構建出以實現企業戰略和企業文化及價值觀為根本目的的人力資源問題解決方案，以應對入世后國內外銀行的激烈競爭，使華夏銀行能在未來的幾年內，建立起以「用真誠凝聚人才，用培訓提高人才，用利益驅動人才」的人力資源管理機制，構築人才高地，積極引進潛力，滿足華夏銀行入世后轉型再造和創新發展對人才的需要。
  3. The brc said : “ if the minimum wage continues to grow at its recent average rate, employment will fall and employers will find themselves unable to reward skills, preserve wage differentials and provide valued non - wage benefits

    英國零售商協會表示： 「如果最低工資繼續以近來的平均速度增長，那麼就業率將下降，僱主也會發現自己無力獎勵技能高超的員工、保持薪資差距並提供寶貴的非薪資福利。
  4. According to the contemporary encouragement theory and the constitution of salary system, the text has analyzed the human resource encouragement of medium and small enterprises, which make a contribution to the improvement of the managing level of medium and small enterprises. firstly, it introduces the factor of salary influence, the form of salary system both within the country and abroad. the fruit of the encouragement theory, and some of basic methods which enterprises " supervisors used to encourage the employees

    文章後面部分以南溪縣鵬程化工實業有限公司的薪金制度為例，對薪金制度的設計、原則、內容等作了仔細研究，明確提出薪金收入差別不宜過大，高層管理人員年收入為企業員工的三倍，中層人員的年收入為基層員工的一點五倍，還對涉及薪金制度的工作分析、勞保福利進行了闡述，說明在現階段，薪金仍是廣大勞動者的最重要的激勵因素。
  5. Compared with better emolument mode of some other newspaper offices, the old emolument mode within the enterprise of chengdu daily was analysed by using the theory of emolument management and by taking the emolument mode of the modern enterprise as example. two different modes ? emolument superposition mode and emolument separation mode, were put forward. according to the different excitation salary of the different position, these two different modes, by syncretizing the emolument of insurance, benefit, excitation, and risk, can raise the personnel ' s active positivity to the maximum extent

    本文充分考慮到行業的特殊性，分析了具有代表性國有企業的薪酬模式，運用薪酬管理的理論，以現代企業的薪酬模式為佐證，參照較好的報社的薪酬模式，分析了《成都日報》企業內部舊的薪資制度，提出了薪酬重疊和薪酬分離模式，將保障、效益、激勵和風險等薪酬融合在一起，針對不同崗位激勵工資的不同，最大限度地提高員工的主觀能動性。
  6. Tax, government fees and charges and rental relief measures amount to hk $ 5. 4 billion ( us $ 700 million ) and include hk $ 2. 9 billion in property rates waivers ; reduction of water and sewage charges and trade effluent surcharge ; a one - year waiver of licence fees for several sectors most affected by the disease, including travel agencies, hotels, restaurants, bars, karaoke lounges, cinemas, taxis, school buses and mini - buses ; and hk $ 2. 3 billion ( us $ 300 million ) in a salaries tax refund of up to hk $ 3, 000 ( us $ 385 ) per taxpayer

    政府為此減免一系列稅項、收費和租金，總額達54億港元（ 7億美元） 。其中包括減免差餉29億港元；減免排污費及工商業污水附加費；減免疫癥打擊最嚴重的行業如旅遊、飲食、娛樂以及的士、小巴、校巴和旅遊車的牌費，為期一年；和給納稅人退回部份薪俸稅，總數達23億港元，每人最高退稅額為3000港元。
  7. But, if the enterprises do not have a good pay system, it is impossible to obtain the competitive advantages in the human resources management. as a unique way, pay administration plays an irreplaceable role in the human resources management of the enterprise. pay is the original impetus to the career of staff. is the source material of survival and development, is the is the expression of social status, way to achieve self - worth. pay is the main link between staff and entrepreneurs too, it has tangible and intangible forms, and linked the interests of enterprises and staff enterprise exchange employees labour with salaries, including manual and intellectual activities ) it is the staff ’ s price in the labour market 。 as the law of supply and demand relationship decided by commodity price commodity supply and demand decisions in commodity marke. supply and demand in turn affect commodity prices, this law of supply and demand, " a

    薪酬管理是企業人力資源管理工作的重要環節和核心內容，薪酬管理模式有很多種，分別適合不同特點的企業和不同類型的員工，針對企業自身特點選擇或開發有效的薪酬管理模式對于吸引人才、留住人才、培養人才、利用人才和激勵員工、提高企業經濟效益和競爭優勢至關重要。本文通過借鑒現代薪酬管理理論對德正堂公司的薪酬體系進行分析，根據公司的實際情況，設計出一套公平的、適合企業發展的、富有競爭力的薪酬體系，不但使公司有限的激勵資源發揮出最大的激勵作用，最大限度地調動了員工的積極性，而且對同類型企業具有重要的借鑒作用。
  8. With cnc technique ' s dependent we have engaged more than ten skilled graduaters in forming machines, advanced test equipments and so on, and make my factory be a most speciality for hydraulic hoses hose clipsfittings hydraulic adapters welding fittings. and used in heavy engine vehicles 、 railway 、 metaiiurgy 、 chemical industry etc way in china

    隨著數控技術的發展，我廠高薪聘請十余名專業化從事液壓件開發、設計、製造的高技術人才，是國內最具有規模的液壓膠管、管夾、接頭、過濾接頭、焊接式接頭的生產企業，產品廣泛用於國內重型機械車輛、鐵路、冶金、化工等行業。
  9. With comc technique ' s dependent we have engaged more than ten skilled graduaters in forming machines, advanced test equipments and so on, and make my factory be a most speciality for hydraulic hoses hose clipsfittings hydraulic adapters welding fittings. and used in heavy engine vehicles 、 railway 、 metaiiurgy 、 chemical industry etc way in china

    隨著數控技術的發展，我廠高薪聘請十余名專業化從事液壓件開發、設計、製造的高技術人才，是國內最具有規模的液壓膠管、管夾、接頭、過濾接頭、焊接式接頭的生產企業，產品廣泛用於國內重型機械車輛、鐵路、冶金、化工等行業。
  10. The knowledge staff has the high quality, realizes the self - value intense desire, takes characteristics and so on achievement drive and spiritual drive. the management knowledge staff should adopt fully gives realizes the individual value development space, implements comprehensive measures and so on salary strategy, correct effective drive ways and means. the stimulation knowledge staff ' s biggest potential, develops for the enterprise and the organization makes a bigger contribution

    知識型員工具有高素質、實現自我價值的強烈願望、重視成就激勵和精神激勵等特點，管理知識型員工應採取充分給予實現個人價值的發展空間、實施全面薪酬戰略、正確有效的激勵方式方法等措施，激發知識型員工的最大潛能，為企業和組織發展做出更大的貢獻。
  11. A lot of employees are not satisfied with the compensation system. though they feel more satisfied with the compensation level than that with compensation system, the overall rate of satisfaction are still low, and company does not play a positive role to inspire their employees in compensation aspect. besides, knowledge employees feel most unsatisfied with the long - term incentive compensation, accessional pay as well as the short - term incentive compensation

    4 、知識型員工對薪酬水平、薪酬制度滿意度與被激勵程度呈顯著正相關；對分類薪酬要素的感受程度（除長期激勵薪酬外）與其被激勵程度呈正相關關系； 5 、多數員工對薪酬制度是較不滿意的，雖然薪酬水平的滿意度高於薪酬制度的滿意度，但總體的滿意度很低，企業在薪酬方面對員工的激勵是較差的；另外，知識型員工最不滿意的前三個分類薪酬要素依次為長期激勵薪酬、附加薪酬、短期激勵薪酬。
  12. Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive

    最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。
  13. Then, the author analyzes the leading features of middle and small high - tech enterprises and the affecting factors of r & d workers " achievement, summarizes middle and small high - tech enterprises " inspiring measures, which are the scientific reasonable system of salary ( salary on working skill, r & d workers " ownership of stock, prospective ownership of futures stockholding stock by means of technology ), perfect working life managing, efficient training plan, justified examination on workers " achievement and efficacy, company culture, emotion inspiring, and inspiring on joining work and giving right, etc., and puts forward general process and methods on the carrying out of middle and small high - tech enterprises " inspiring measures

    其次，作者分析了中小高科技企業的特點和影響研發人員績效的因素，總結出了中小高科技企業研發人員的激勵措施：科學合理的薪酬體系（崗位技能工資、研發人員持股、股票期權、技術入股） ，完美的職業生涯管理，有效的培訓計劃，公正的績效測評，企業文化，情感激勵，參與和授權激勵等，給出了激勵措施實施的一般程序和方法。最後，以杭州創業軟體集團公司為例，進行了激勵機制的實證分析。
  14. College - educated american women working full time earn dramatically less thanmale colleagues in the same fieldeven just one year out of university, according toa new report

    一份最新報告顯示，即使在大學畢業后的第一年，美國受過高等教育的全職工作的女性，薪金也遠遠低於同領域的男性同事。
  15. This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of ningbo vocational & technological college. at the base of the above, from the angle of the college ' s development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual payment system by adopting the mixed methods of quality and quantity

    本文從介紹國內外相關工資理論和激勵理論的研究成果入手，通過對薪酬管理的實質、薪酬體系設計的作用、影響薪酬設計的因素分析，在對寧波職業技術學院舊有薪酬體系的發展、形成過程及現狀剖析的基礎上，站在學院發展的戰略高度，遵循薪酬設計的公平性、競爭性、激勵性及經濟性原則，運用目前國內外最新理論成果，採用定性與定量相結合的方法，重點對結構工資進行再設計，同時對年薪制加以探討。
  16. As for average monthly income, graduates of business administration - information systems 11, 135, social sciences - contemporary economics and public policy 11, 080, and social sciences - china and asian pacific affairs 10, 606 programmes achieved the highest earnings

    畢業生平均月薪最高的三個課程依次為工商管理資訊系統11 ， 135社會科學當代經濟與公共政策11 ， 080及社會科學中國與亞太關系10 ， 606 。
  17. To assure high standards for un staff, member states have stipulated that un professional salaries should be comparable to those of the highest - paid national civil service

    為確保聯合國有高質量的工作人員，會員國規定，聯合國專業人員的薪金應與薪酬最高的國家的公務員制度所支付的薪金不相上下。
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