有薪酬的職業 的英文怎麼說

中文拼音 [yǒuxīnchóudezhíyè]
有薪酬的職業 英文
salaried employment
  • 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
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 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...
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 薪酬 : emolument
  • 職業 : occupation; profession; vocation; habiliment
  1. The article also analyzing the resistance comes from enterprise and indicate that building effective salary system and payment of house loan interest is feasible, give priority to interior training, assisting with exterior training, while providing promote chunnel for technical personnel should be deferred

    文章還分析了企業現狀對激勵機制實施的阻力，指出建立有效的薪酬制度和住房貸款利息給付計劃是可行的，可以實施以內部培訓為主、外部培訓為輔的培訓手段，員工職業發展的多跑道政策須暫緩實施。
  2. The system of company treasurer standard with new ground ( 2006 ) concerned regulation, to " deal with welfare funds ", point out clearly belong to worker firewood fulfil, the method that after be being extracted first, uses is used on accountant processing, draw proportion by company foundation oneself is actual the circumstance is reasonable and affirmatory

    根據新的企業會計準則體系（ 2006 ）的有關規定，對于「應付福利費」 ，明確指出屬于職工薪酬，在會計處理上採用先提取后使用的方法，提取比例由企業根據自身實際情況合理確定。
  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. Taking the research, project design and implementation of the performance assessment system of the dt company as main thread, aiming at the problem which exists in the employee management and performance evaluation, on base of pay system which is founded on the job analysis and evaluation of the current enterprise ' s, this paper designed the performance assessment system according to the department, manager and employee, investigating the implementation of the performance assessment system and builds the basic stimulating framework of the enterprise

    本論文是以對dt公司績效考核體系的研究、方案設計與實施為主線，針對dt公司在人力資源管理和績效考核中的問題，在對企業現有的職位進行職位分析和職位評估並據此建立薪酬體系的基礎上，分為部門、幹部和員工三個不同的層面分別進行績效考核體系的設計，並對績效考核體系的實施進行研究，構建了企業的基礎激勵框架。
  5. Providing separate pay arrangements only for those groups broadly equivalent to the hong kong disciplined services where special provisions apply ( eg where the right to take industrial action has been removed ). as a consequence, many of these equivalent groups in the selected countries are in practice treated in the same way as any other department or occupation within the civil service or broader public sector

    至於上述國家內與香港紀律部隊大致相若的部門，其中只有少數因受特別規條約束（例如被取消採取工業行動的權利）而獲提供獨立的薪酬安排；事實上，其他隊伍的待遇與一般政府部門或公營部門的職類並無分別。
  6. Providing separate pay arrangements only for those groups broadly equivalent to the hong kong disciplined services where special provisions apply eg where the right to take industrial action has been removed. as a consequence, many of these equivalent groups in the selected countries are in practice treated in the same way as any other department or occupation within the civil service or broader public sector

    至於上述國家內與香港紀律部隊大致相若的部門，其中只有少數因受特別規條約束例如被取消採取工業行動的權利而獲提供獨立的薪酬安排事實上，其他隊伍的待遇與一般政府部門或公營部門的職類並無分別。
  7. Of equal importance, many bright young people and middle level professionals are keen to work for a new venture at substantially reduced remuneration, as it offers more scope for entrepreneurship and job satisfaction than the established companies

    同樣重要的是，許多有為青年和中層專才並不熱衷任職于老字號公司，反而不辭薪酬低下，寧願為新創的企業效力，因為後者有更廣闊的開拓前景，而工作所得的滿足感也更大。
  8. Under general circumstance, the business enterprise employee ' s salary encourages degree or satisfaction always hard observe directly, this needs us to calculate the business enterprise salary to encourage degree accurately more, it can ask for help from the position value for this problem resolve. it can reflect the difference among the staff rationally, and then the effective full play salary encourages the function

    一般情況下，企業員工的薪酬激勵程度或滿意度總是難以直接觀察，這就需要我們較為準確的計量企業薪酬激勵程度，對于這個問題的解決可以藉助于職位價值評估，合理體現員工間的差異性，進而有效地發揮薪酬激勵功能。
  9. The article puts forward the following specific control methods and strategies : human resources planning, occupation planning, efficient recruitment, systematic training strategy, profession career planning, proper salary system, leadership and encouragement, special enterprises culture and after - management of intellectual drain

    文中提出九種具體的控制方法和策略：人力資源規劃、職務設計、有效招聘、構建系統化的培訓策略、職業生涯規劃、建構正規化的薪酬制度、領導與激勵、創建獨特的企業文化、人才流失的善後管理。
  10. Adopting integration inspirational mode, summarizing the content of inspirational mechanism including salary, welfare, work, train and occupation development. investigating the above aspect of current inspirational mechanism, analyzing advantages and disadvantages. find out the main problems as follow : salary is not competitive, salary system lack of rationality, performance checking is not diaphanous, welfare implement not do its best, work lack of challenge, employee lack of training, occupation route narrow

    文章對現代流行的激勵理論（內容型、過程型、綜合型激勵理論）進行分析，採用波特爾和勞勒的綜合激勵模型，總結出激勵機制所包含的內容：薪酬、福利、工作、培訓和職業生涯發展，並對現行激勵機制的以上幾方面進行調研，分析其利弊，找出其存在的問題主要有：薪酬競爭力不足，工資結構缺乏合理性，考核缺乏透明度；福利措施（尤其是住房問題）實施不力；工作缺乏挑戰性；缺乏員工的系統性培訓；職業發展路線單一等。
  11. Dctec welcome you and grow with it. we will provide you with satisfactory salary and welfare. challenging opportunity is waiting for you

    東辰科技誠邀您的加盟，與我們一起發展！公司將竭誠為員工提供富有競爭力的薪酬福利，極具挑戰性的工作機會和良好的職業發展前景！
  12. Join us and you can look forward to a rewarding career development ， local and overseas training opportunities as well as highly competitive remuneration and benefits package

    誠摯地邀請您加盟本公司，我們堅信能為員工提供具有競爭力的薪酬/福利和系統的培訓機會（海外本地） ，以及廣闊的職業發展前景。
  13. We will provide our talented employees with competitive remuneration packages, as well as extensive opportunities for training and career development

    我們將為成功應聘者提供有競爭力的薪酬福利、良好的培訓及與公司一起成長的職業前景。
  14. Chapter 2 : talents ' dow theories and basic model of talents " flow - out : incltude four theories of talents " how and live models of talents " flow - out. chapter 3 : present situation and results of brain drain of ne v hi ? - tech enterprises in china : include analysis of present situation, the main characteristics and the results of brain drain of new iii ? - tcclt enterprises in china. chapter 4 : analysis of the factors that influence brain drain new hi ? - ( cch enterprises in china : include ana ^ m "

    第1章「緒論」 ，主要包括問題的提出、高新技術企業的界定、高新技術企業人才及其流失的界定等；第2章「人才流動的理論與人才流失的基本模型」 ，主要包括四種人才流動的理論與五個人才流失的模型；第3章「我國高新技術企業人才流失的現狀及後果」 ，主要包括我國高新技術企業人才流失的基本現狀、主要特點及其造成的後果等；第4章「影響我國高新技術企業人才流失的因素分析」 ，主要包括引起我國高新技術企業人才流失的主要因素分析以及工作滿意度與人才流失的關系；第5章「我國高新技術企業人才流失的對策」 ，主要包括構建富有吸引力的薪酬體系和設計科學的職業生涯規劃等。
  15. 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。
  16. The paper based on the example of changchun julong information & technique co. ltd. ( followed named changchun julong ltd. ), combined with the history chance of developing the northeast industrial base and enterprises reform background, make a detailed analysis to the current character and problems of the compensation distribution in state - owned enterprises in order to solve the problems of the current reward system of stat - owned enterprises represented by changchun julong ltd. and to improve its human resource situation, to utilize its human resource reasonably, to produce a marked effect on its human resource department, to enhance its work efficiency and to effectively encourage the staff to produce value for the enterprise

    該論文以長春巨龍信息技術有限責任公司（以下簡稱長春巨龍有限公司）的薪酬體系方案設計為例，結合振興東北老工業基地的歷史契機和企業改制背景，對國有企業現有薪酬體系的特點和存在問題進行了詳細的分析，旨在解決長春巨龍有限公司現有薪酬體系的問題，改善該企業的人力資源狀況，合理利用人力資源，發揮人力資源部門的職能，提高企業工作效率，有效激勵員工為企業創造價值。
  17. 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。
  18. Our structure allows you to work in small to medium project teams and structured career progression leads to executive status and the rewards that go with it

    你將從加入一些中小項目的合作團隊來開始你的職業生涯，並有機會獲得高級管理職位，我們將根據你的業績和職位的提升而提高你的薪酬。
  19. The spouse / partner often replaces an interesting career with a boring one that is less well remunerated, then winds up in a smaller flat in an unfamiliar town

    那些配偶或伴侶通常是放棄了有趣的職業，代之以薪酬微薄、枯燥乏味的工作，然後住到一個陌生城鎮的小公寓里。
  20. We offer attractive remuneration package for the right candidates including competitive salary and performance - based bonus, paid annual and medical leaves, full social security benefits and excellent career prospects

    公司為員工提供優厚的薪酬待遇及卓越的職業前景，包括業內有競爭力的薪資、績效獎金、病假及帶薪年休假、全額社會保險、醫療津貼等。
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