業績報酬 的英文怎麼說

中文拼音 [yèjībàochóu]
業績報酬 英文
rewarding by merit/pay according to work
  • 業 : Ⅰ名詞1 （行業） line of business; trade; industry 2 （職業） occupation; profession; employment; ...
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 報 : Ⅰ動詞1 （告知; 報告） report; declare; announce 2 （回答） reply; respond; reciprocate 3 （答謝）...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 業績 : achievement; outstanding achievement
  • 報酬 : reward; remuneration; pay
  1. By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market

    分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。
  2. Not only motivate the talented person as well as reduce the rate of brain drain, but also make the enterprise avoid the overage cost on human being. make the employee of the enterprise could share in their work production reasonable, meantime not to the extent of made the enterprise less surplus to impact its long - term development these subject all need the enterprise to contain a fair remuneration system. the good remuneration system can draw on, retain the elitist, but the unmerited remuneration system would then bring crisis, moreover to impact the normal business of the enterprise

    人才為企業的生產經營活動作出貢獻，企業根據其能力及業績貢獻來付給人才報酬，但是如何界定人才應得的報酬以及人才的勞動力市場價值，並實現企業人力報酬的內部公平與外部公平，既要充分調動人才的工作積極性，降低人才流動率，又要使企業不至於承擔過多的人力成本；使企業的員工能合理分享其工作的成果? ?企業的利潤，同時又不至於使企業因為分享利潤過多自身內容提要粵， ， ，巴粵巴里巴里巴里日口口口盈餘過少而影響企業的長遠發展。
  3. The result shows that the proportion of state - owned shares has positive effect on the operating performance, the scale of enterprises has negative effect on the operating performance, rate of return on common stockholders ' equity and earnings per share are highly positively related to senior managers ' pay, senior managers ' annual pay is not significantly positively related to the operating performance and scale of enterprises, and its relationship to the proportion of state - owned shares is not clearly negative

    結果表明：國有股比例與經營業績呈現正方向影響，企業規模與經營業績呈現負方向影響，凈資產收益率和每股收益均與高管報酬呈現高度正相關，高管年度報酬與企業經營業績、企業規模並不存在顯著的正相關關系，與國有股比例的負相關程度也不顯著。
  4. The principal agency model is established so that trustors ( including government ) can be understand the work of agents ( managers of state enterprise ) timely and validly, establish the agent pay system and the selecting system based on achievements, in cluding salary, bonus, right of stocks, supervise strictly the organization and management of state enterprise, as well as protect the interests of trustors ( government ). now, most state enterprises are characterized by inflexible managing mechanism, weak capacity of technological innovation, heavy debt and social burdens, difficult problems properly is to how to establish a desirable principal ( government ) ? gency ( managers of enterprises ) mechanism so that agents persistently work hard for trustors gain of the greatest benefits

    通過建立委託? ?代理模型，使委託人（政府）能及時、有效地了解代理人（國企經營者）的工作情況，建立以績效為標準，包括薪金、獎金、股票期權、債券等在內的代理人報酬制度和選任制度，並對國有企業的組織和運營進行嚴格監督，保護委託人（政府）的利益，現今，相當一部分國有企業雖有適應市場經濟的要求，但經營機制不靈活，技術創新能力不強，債務和社會負擔沉重，生產經營困難，經濟效益低下，一些職工生活困難，如何妥善地解決這些問題關鍵是如何建立一個有效的委託（政府） ? ?代理（企業經營者）理論及其機制使代理人為委託人獲取最大利益而不懈地努力工作。
  5. Through the finding of this empirical research, the change in corporate social performance was positively related to change in return on sales and growth in sales at the same year, indicating that improvement of corporate social performance may lead to improvement of financial performance in the short - term

    經由本研究的實證結果顯示，短期內企業社會責任表現的變動對于營業收入報酬率以及營業收入成長率兩者的變動即有顯著的正向關系，表示企業的社會責任表現可能會藉由降低成本、增加競爭力、增加生產效能，或者是其他任何的方式，增進企業本身實質的利益，進而提升企業的財務績效表現，使得企業獲得實質的利益。
  6. According to market - oriented indexes measuring manager ' s performance, decide manager ' s reward and realizing reward incentive based on market - oriented standards can decrease agent cost and solving short - term questions on manager ' s behavior

    以市場標準衡量經營者的業績，確定經營者的報酬，實現報酬激勵的市場化，可以有效地降低代理成本，解決經營者行為的短期化問題。
  7. Following according as the actual thing of our enterprise group, the paper selects the most suitable pattern of financial control - - - - relative concentrated pattern. afterwards in the research of capital control pattern the paper put forward a new pattern that use the management of value chain as core thought to control the capital. lastly the paper establishes outstanding achievement evaluating index system and on the base of it, the paper designs the reward ways to inspirit the manager of subsidiary company to spur them to do something that is identical with the target of parent company

    該文從分析內部控制的理論基礎出發，指出財務控制是源於委託代理關系和出資者財務關系的存在；接著在分析了三種財務控制模式的基礎上，根據我國的現實情況選擇了適合我國企業集團的財務控制模式? ?相對集中的財務控制模式；論文的后兩部分是財務控制的具體研究內容，根據控制論的重點控制原理，該文選擇了資金控制和經營者的激勵作為財務控制最為有效的方式，並在資金控制部分提出了以價值鏈管理為核心思想的新型資金控制模式；最後該文針對企業集團的特殊情況建立了子公司經營者的業績評價指標體系，並以此作為依據設計了經營者的報酬結構來激勵子公司的經營者，促使其目標與母公司的利益目標保持一致
  8. This dissertation makes designation and research on the executive incentive pay schemes from a new point. the dissertation, firstly, presents us with the economic implication of eva, the calculation of eva and accounting adjustment ; then deeply analyzes the key techniques and advantages of the application of the executive incentive pay schemes based on eva, such as the eva incentive mechanism, the analysis of value drive factors and performance pyramid model, bsc performance evaluation and integrated performance evaluation systems based on eva ; thirdly, designs the executive incentive pay schemes based on eva which conform to our national reality and are feasible in the light of the main problems of the executive incentive pay schemes such as executive bonus scheme and executive phantom stock option plan ; finally, puts forward the macro and micro environmental requires and suggestions and the prospect of application of the executive incentive pay schemes based on eva

    本文在介紹了eva的經濟涵義、 eva指標的計算及其會計調整基礎上，通過實例進行了演示；深入分析了將eva運用於經營者激勵報酬計劃的關鍵技術及其優點，如eva激勵機制、 eva價值動因分析與業績金字塔模型、 bsc業績評價、基於eva的經營者綜合業績評價體系等；針對目前我國經營者激勵性報酬計劃存在的主要問題，設計了符合我國現實情況、切實可行的基於eva的經營者激勵報酬計劃，該計劃主要由兩個部分組成：作為遞延報酬計劃的經營者紅利計劃和作為長期報酬計劃的經營者虛擬股票期權；在對實際案例分析的基礎上，提出了基於eva經營者激勵報酬計劃在我國運行的宏、微觀環境要求及建議和運用展望。
  9. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  10. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
  11. There is a positive correlativity among industrial concentration and enterprise market performance, which accord with conclusion of foreign industrial organization theory. the positive correlativity does n ' t represent threat of monopoly but represent the deficiency of scale of economy in china manufacture industry

    從我國製造業的實際情況來看，規模報酬遞增是一個客觀規律，大企業經營效率普遍優于中小企業，產業集中度與績效存在顯著的正相關關系，這與國外產業組織實證研究的結論是相同的。
  12. The changeable contract is the contract regulating the manager ' s income is fluctuant with the achievement. in our country, state - owned enterprises are trying to make a contract combine the income with the achievement. these contract

    可變合同是指合同規定經營者的貨幣報酬可以隨經營業績的好壞而變動的合同，我國國有企業正在嘗試的將經營者報酬與他的業績掛鉤的合同就屬于這類合同。
  13. Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments ( e. g. merit pay, bonus ) other than those relating to fringe benefits for employees in those salary bands

    參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用、整體經濟環境和公司業績而出現的變動； ?場薪酬及遞增薪額的一般變動；以及附帶福利以外的現金報酬
  14. Private sector companies participating in the survey are asked to provide information about changes in basic salaries on account of cost of living, general prosperity and company performance, general changes in market rates and in - scale increment as well as changes in cash payments e. g. merit pay, bonus other than those relating to fringe benefits for employees in those salary bands

    參與調查的私人公司須就相應屬于這三個薪金級別的雇員提供下列資料：底薪因生活費用整體經濟環境和公司業績而出現的變動?場薪酬及遞增薪額的一般變動以及附帶福利以外的現金報酬
  15. A theoretical model is built to study the issue that how venture capitalists determine an optimum pay ? performance sensitivity when there is replace cost for venture enterprises and opportunity cost for managers

    本文建立一個理論模型，研究存在經理人員機會成本和風險企業的替換成本時，風險投資者如何確定最優的報酬? ?業績敏感系數。
  16. 2. studying eso contracts from a new perspective, namely evaluating the performance of eso contracts from the shareholders. most literature only studied the incentive effects of eso based on pay - for - performance

    現有文獻僅是基於經理報酬與公司業績的關系研究股票期權對經理的激勵效應，而本文還從另外一個新的角度? ?公司的角度考察股票期權合約的績效。
  17. Ttis paper wil1 give us an easy and opened way to evaiuae a channl stratgy in consumer goods marketing field by analyalng and combining the theories ofchannl and channl evaluaion. five indexes, naxnd as the growth rate, the comprehensive markehng shar, the average reward and investinent rate of accouns, the channel cost and the trade satisfacion are chosen to evaluae the whole channel strategy. ms five indexes are most importan to consumer goods indusny

    本文結合通路理論並借鑒通路績效評價理論，提出了消費品通路策略績效評價方法，它是一個開放式的系統，採用了消費品行業中非常重要的五個指標，它們是：成長率、綜合市場佔有率、經銷商投資報酬率、通路成本占銷售額比率以及顧客滿意度，還可根據製造商的期望加入其他指標，通過對這幾個指標在通路策略評價期末完成狀況與期初設定目標值的比較，將通路策略在評價期內的績效進行了完全的量化和分析。
  18. It points out that mechanisms in limited partnership screens risk investor effectively and reduces the agent ' s cost, such as the pay for venture capitalist, limited life cycle of fund, venture capitalist bearing unlimited liability, etc. at investment stage of venture capital, through analysing the arrangement such as the choice of investment tool, staging of investment and estimating enterprises " value again based on enterprise ' s achievement, control distribution etc. first, choice of investment tool is the core of agreement, and determines the principal - agent relationship between venture capitalist and entrepreneur to a great extent

    論文對風險投資機構的兩種主要的組織形式? ?公司制和有限合夥制進行了對比研究，深入分析了有限合夥制的主要制度安排，指出有限合夥制的報酬體系、風險投資家承擔無限責任、基金的有限生命周期等機制的設計，有效的篩選了風險投資家並降低了代理成本。風險投資投資階段，通過對投資中投資工具的選擇、分階段投資與基於業績的價值重估以及風險企業控制權的分配等制度安排的研究，指出：一、投資工具的選擇是風險投資契約的核心，在很大程度決定了風險投資家與創業家之間的委託代理關系。
  19. Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital

    為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。
  20. The main results were showed as follows : ( 1 ) compensation program ' s strategic characteristics included pay level positioning, job - evaluation - based pay, pay - for - performance and pay mix

    企業薪酬制度戰略特徵包括以下幾個方面：報酬水平定位、基於崗位評價、基於業績和報酬結構。
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