本薪以外的 的英文怎麼說
中文拼音 [běnxīnyǐwàide]
本薪以外的
英文
in-grade-
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。All the steps of compensation reform in g software company is run after, the compensation system is redesigned according to g software company ' s actual conditions. at first, the problems of original compensation system in g software company is analyzed, especially the problems of the compensation for r & d employees is emphasized ; and then, a new compensation system with several compensation models mixed together is designed out which considering the inspiriting, inner justice and competition outside
首先，本文通過對g軟體公司原有薪酬體系的分析，剖析g軟體公司薪酬體系存在的普遍問題，並重點研究了研發人員薪酬體系存在的問題;其次，根據g軟體公司的戰略發展目標，運用定量分析與定性分析相結合的方法，逐步設計出一套以多種薪酬模式相結合的薪酬方案，該方案綜合考慮薪酬的激勵性、內部公平性與外部競爭性。Last, to ensure the good operation of the salary system and exert its function, this paper designs the ensurance measures such as dirui ' s performance check, salary total budget, and salary level adjustment, just to better ensure the internal justice and external justice in the process of the system operation, and to stimulate the employees
最後，為保證薪酬體系能夠良性的運轉，發揮其應有的作用，本文對迪瑞公司的績效考核、薪酬總額預算、薪酬水平調整等保障措施進行了設計，從而可以更好地保障該體系在運行中做到內部公平、外部公平，起到激勵員工的作用。Instead of targeting the hong kong citizens, it may be more sensible to consider levying a tax on work permit holders employed in hong kong. such a tax system is not uncommon in countries like singapore, malaysia, and the united kingdom. currently we have approximately 0. 21 million filipino domestic workers working in hong kong, each earning a monthly salary of $ 3, 800
：政府發掘稅收，處處向市民開刀，也不是辦法，可考慮徵收外地來港工作稅，由來港工作人士負擔部份稅項未嘗不合情理，新加坡、馬來西亞，以至英國實施類似收費，本港二十一萬菲傭，月薪三千八百，收取五百元稅款，作為補償在港使用公共服務的設施的代價，道理說得通，這筆收入即十二億元。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。The appointment and promotion of public servants shall be on the basis of their qualifications, experience and ability. hong kong s previous system of recruitment, employment, assessment, discipline, training and management for the public service, including special bodies for their appointment, pay and conditions of service, shall be maintained, except for any provisions for privileged treatment of foreign nationals
公務人員應根據其本人的資格、經驗和才能予以任用和提升，香港原有關于公務人員的招聘、僱用、考核、紀律、培訓和管理的制度，包括負責公務人員的任用、薪金、服務條件的專門機構，除有關給予外籍人員特權待遇的規定外，予以保留。How to set up the incentive and restraint mechanism is one of the hot topics. this thesis, based on cec ' s actual situation, aims to solve the problem of long - term motivation and fully stimulate the executives to enhance the operation and profitability by coming up with the annual - pay plan, reforming zr ( subsidiary company ) ownership and carry employee stock ownership plan ( esop ) and cec ' s shareholding incentive plan into execution
建立企業經營者激勵與約束機制是國內外學者和企業界人士研究的熱點課題之一，通過回顧前人取得的關于公司治理的理論成果，結合國內外常見的股權激勵方式，本論文結合cec的實際情況，提出了企業經營者年薪制方案、所屬zr公司改制及員工持股方案、 cec股權激勵方案，希望以此來解決企業經營者長期報酬激勵問題，充分調動企業經營者的積極性，提高企業的經營管理水平，促進企業經濟效益的提高。Any remuneration or interest on capital or loans payable to or, subject to section 16aa, contribution made to a mandatory provident fund scheme in respect of the proprietor or the proprietor s spouse or, in case of a partnership, to its partners or their spouses
支付予東主或東主的配偶、合人或合人配偶（如屬合經營）的薪酬、資本利息、貸款利息或在《稅務條例》第16aa條以外，向強制性公積金計劃作出的供款。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。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。In support of the task force on the review of civil service pay policy and system, pwc consulting were appointed in february 2002 to conduct research into the latest developments in civil service pay administration in selected governments and to identify practices that might be of relevance to hong kong, having regard to the history and development of the civil service pay system here
月委聘普華永道諮詢有限公司協助研究若干海外國家在公務員薪酬管理方面的最新發展，在顧及香港公務員薪酬制度的歷史和發展下，尋找一些可供香港借鑒的做法。本研究以澳洲加拿大紐西蘭新加坡和英國作為主要探討對象。For example, the singapore government has adopted a clean wage policy in which many allowances and perks eg cars for senior civil servants have been abolished or consolidated into basic pay, while new zealand has allowed senior staff to decide how best to structure their own remuneration packages providing that there is no extra cost to the department or agency concerned
舉例說，新加坡政府推行單一薪制政策，多類津貼和額外賞賜例如高級公務員的用車津貼已被取消或併入基本薪金內紐西蘭容許高級公務員在無需有關部門或機構承擔額外開支的前提下，自行決定以何種方式安排其薪酬方案。Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise
本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。Part 1 is the historic survey and related theoretical review of compensation management, in which collective knowledge and command of the condition and evolving tendency of compensation management can be achieved with the summing - up of the development and transformation of typical compensation theories, home and abroad. part 2 deals with compensation management and rules, which mainly introduces the background and operation procedures of compensation management and ordinary forms of compensation rules. part 3 is the redesign of the compensation system of hj company
本文共分四個部分，依序為：第一部分薪酬管理的歷史考察及相關理論述評，通過國內外有代表性的薪酬理論的發展與變革的總結，使之對薪酬管理現狀和發展趨勢有一個總體的認識與把握；第二部分薪酬管理及薪酬制度，重點介紹薪酬管理的基礎知識、操作流程以及常用的薪酬制度形式；第三部分hj公司薪酬體系再設計；第四部分hj公司薪酬體系再設計的評價與總結，對新的薪酬體系的優點、不足做了分析，並對可資借鑒、推廣的操作方案提出了自己的看法。On the chapter 4, regarding the function and characteristic of the independent supervisor ' s system as the starting point, and basing on the power control and balance, the paper supposes and discusses the structure of independent supervisor ' s system in microcosmic aspect. it proposes that china securities regulatory commission should build the corresponding organization to carry on the matters of selecting and appointing independent supervisors for the listed company, and introduces the approval procedure of the qualification. it also proposes that it should be established the independence supervisor ' s association for assistance to drive the course to form a market of independent supervisors
本文在第四章提出在監事會中設立獨立監事的大膽舉措，並對獨立監事制度的主要內容進行了微觀層面上的設想和探討，以獨立監事制度的作用和特徵為出發點，以權力的制衡和獨立為理論基礎，以獨立監事的獨立性和客觀性為重點，對獨立監事制度的構建進行分析和探討，提出了內部監督與外部監督相輔相成的作法，由中國證監會新設機構?監事管理局進行獨立監事相關事項的具體操作，如向上市公司推薦合格人選、負責人員培訓、進行績效評估和薪酬管理、獨立監事業績公示等。People working in remote, underdeveloped areas will also receive a special allowance and performance - related pay. the aim of the planned pay rise is to improve the welfare of government employees in china ' s poor and rural regions, according to the
除了完善事業單位工作人員收入分配製度外，本次薪資改革將適當提高企業離退休人員基本養老金標準各類優撫對象撫恤補助標準以及城市低保對象的補助水平。Mao has a favorable opinion of the governments strategy for encouraging the recruitment of foreign talent, particularly the salary subsidies. although pay was not dr. maos main consideration when he made the decision to come back and work in taiwan, he feels that offering salary subsidies can significantly reduce the personnel costs of companies that want to recruit overseas talent, and can make the transition much smoother for people coming back to work in taiwan
有關政府提供薪資和差旅補助協助企業引進海外人才，健亞陳總經理認為對公司而言，絕對有助益而且可以節省相當的人事成本，以僱用一個研發單位的人，美國年薪約8到10萬美元為例，一年政府的補助最高可達三分之一已足夠，畢竟政府扮演的僅是輔導協助的角色。分享友人