有薪水的職位 的英文怎麼說

中文拼音 [yǒuxīnshuǐdezhíwèi]
有薪水的職位 英文
salaried post
  • 有 : 有副詞[書面語] （表示整數之外再加零數）: 30 有 5 thirty-five; 10 有 5年 fifteen years
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 水 : 名詞1 （由兩個氫原子和一個氧原子結合而成的液體） water 2 （河流） river 3 （指江、河、湖、海、洋...
  • 的 : 4次方是 The fourth power of 2 is direction
  • 職 : Ⅰ名詞1 （職務; 職責） duty; job; 盡職 do [fulfil] one s duty; 失職 neglect one s duty; derelictio...
  • 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...
  • 薪水 : salary; pay; wages
  • 職位 : position; post
  1. Analyze and sift candidates ' information including candidates ' present station, negociation ability, the possibility and motivation of demission, salary standard. then select proper candidates accorded with the requirement and arrange interview

    對所有接觸到的候選人信息進行分析、過濾，包括候選人的崗位現狀、溝通能力、離職可能性與動機、薪酬水準等，篩選出基本符合要求的候選人，並安排面試。
  2. He she has made contribution to hong kong, such as engaging in a graduate, specialist or senior level gainful employment or establishing a business of a reasonable size in hong kong

    對香港有所貢獻，例如擔任相當于學位程度、專家水平或高級的支薪職位，或於香港建立具合理規模的業務。
  3. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  4. " it was very clear that being good - looking helped and also helped more for men than for women, and that seems to be something one finds in looking at the effect of beauty in other outcomes such as earnings and wages, " hamermesh said

    哈默梅斯指出： 「很顯然，良好的外形會讓候選人獲勝的幾率更高，這一點男性比女性更明顯。此外，外貌突出的人在許多方面都佔有優勢，如薪水和職位等。 」
  5. My salary is quite good but it ' s a dead - ned job and i shall have to move if i want to get a higher position

    我的薪水很豐厚，可那是一個沒有前途的工作，因此如果我想取得更高的職位，我就得離開。
  6. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  7. To sum it up, the following three groups of applicants are not subject to the quota cap : people already in h - 1b status and is applying to extend h - 1 either through working with same employer or with new employer, or is applying for a concurrent employment for a new job with a new employer ; h - 1b applicants who are sponsored by institutes of higher education, for example colleges or universities, or a related or affiliated nonprofit entity, government or nonprofit research organizations

    H - 1b的申請上可分為三個步驟，第一個步驟是決定所申請的職位，工作內容及薪水每一個部份都相當重要且有密切的關連，因為職稱及工作內容決定該工作是否屬于能申請h - 1b的專業工作，薪水則必需符合政府的當地薪水要求所謂的當地薪水要求不僅是政府公布的最低工資，而是申請工作地同等職務一般的薪水
  8. I know you may not believe that, for the sociology professor at beida who translated an entire book into chinese and published it with his name on it only lost his administrative positions but kept his professorship and salary

    我知道你們可能不信，因為北大那位把整本書翻成中文就署上自己名字出版的社會學家（這是誰啊… ）僅僅丟了行政職務，卻仍然保有教授之位和薪水。
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