獎勵工資制度 的英文怎麼說

中文拼音 [jiǎnggōngzhì]
獎勵工資制度 英文
a bonus wages system a system of higher pay for better performance
  • : Ⅰ動詞(獎勵;誇獎) encourage; praise; reward; commend Ⅱ名詞1 (為了鼓勵或表揚而給予的榮譽或財物等...
  • : Ⅰ動 (勸勉) encourage; exert oneself Ⅱ名詞(姓氏) a surname
  • : 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 ...
  • : Ⅰ名詞1 (錢財; 費用) money; wealth; expenses 2 (資質) intelligence; endowment 3 (資格) quali...
  • : Ⅰ動詞1 (製造) make; manufacture 2 (擬訂; 規定) draw up; establish 3 (用強力約束; 限定; 管束...
  • : 度動詞[書面語] (推測; 估計) surmise; estimate
  • 獎勵 : encourage and reward; award; reward
  1. This article is composed by four parts. the foreword introduces simply the process of from establishment to development and contabescence of shanxi bank and the operating and running status. then bring forward the theme of this article that the organizational and managing system was the determinant factors of the prosperity and decline of shanxi bank and its experiences and lessons lend a helping hand to the enterprises of our time. the first part mainly tells of the organizational system and managing mode which drove the development and prosperity of shanxi bank, i t was consisted of the organizing system of the ownership departing from the power of management, and the capital frame of composing by the yin - share and manpower - share, and the human resources management system including high - level various and with elasticity distributing system and strict managing system, and the rigorous mamaging system and flexible running frame, and the enterprise culture of combining tigtly with the ru culture

    組織方面,主要通過對票號所有權與經營權相分離的組織的研究,總結其對票號發展所起到的重要作用;本構成方面,主要對票號銀股、身股並重的本構成,特別是票號實行的頂身股進行研究,總結其對員所形成的有效激作用;用人體方面,主要從激和約束兩個方面分別進行研究,一方面是票號分配體的高水平、多樣化、富於彈性,對票號員形成了有效的激作用,另一方面是嚴格的人員選拔、培養、任用以及監督、罰等管理,對票號員形成了有效的約束作用;管理和經營體方面,主要通過對票號各類號規進行分類研究,分別從管理和經營體兩類內容來著手,總結票號管理的健全和經營體的靈活對票號業務發展所起到的重要作用;企業文化理念方面,分別從員教育和儒商融會兩方面進行研究,總結票號對員道德教育的重視給票號帶來的良好企業風尚以及儒商融會理念使票號在經營方面更加成熟穩健、注重企業長遠利益。
  2. After the reform, the company carries out the laborage system of the post benefit in different grades ; the main contents are made up of base pay, post pay, performance encouragement and special allowance

    改革后公司實行崗位效益等級,其內容主要由基本、崗位、績效和特殊津貼所組成。
  3. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機上降低固定的比重,金分配與效益直接掛鉤;第二,在考核上,在加大對各部門總體經濟指標的考核力的同時,對職個人的績效考核力也逐步加大;第三,在激手段上,一線職實行標準時考核,技術人員設立技術攻關課題,加大管理人員風險抵押,經營者試行年薪,職崗位浮動管理,設立專項培訓基金,作息時間彈性管理,建立職帶薪休假等具體激措施。
  4. This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management

    本文分析了中國企業薪酬管理現狀及存在的問題,比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法;闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法,並將該國的管理與美國、韓國等發達國際進行了比較;在此基礎上分析了所研究企業的背景與薪酬管理的現狀,通過運用人力源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論,結合實際,建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統;設立了日本雇員基本薪金) 、附加薪和福利等四大項薪酬內容,最終確定了動態薪酬標準,實現了薪酬管理數量化、綜合化、電算化、效益化,較好地調動了日本雇員的作熱情,使企業內部管理作走上了良性循環軌道。
  5. 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,目前經營者年薪設計的難點和重點集中在報酬結構的設計,即金、期權收入的設計及比例、經營者業績考核指標的選擇、激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、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,還須對經營者年薪的實施對象、期權設計、內外環境進行分析。
  6. Furthermore, the thesis makes the plan of the agency for selection, training and stimulation management in combination of the human resources plan thereof, studies and explores the principle and standard and the form and strategy of the agency for personnel selection ; the target and principle and content and form of personnel training ; the principle and content of stimulation management, and determines the wage structure, the standard and form for issue of bonus, modification and perfection of the welfare system, etc. through exploration, the human resources plan of the agency is made conform to the requirements of its social development strategy, so that the plan can be better carried through and performed

    結合大連青年旅行社人力源規劃,定了大連青年旅行社人員的甄選、培訓和激管理計劃。研究和探討了大連青年旅行社人員甄選的原則及標準、人員甄選的形式及策略;人員培訓的目標與原則、培訓的內容及形式;激管理的原則與內容,以及結構定、金的發放標準及形式、福利的修改和完善等。通過探討,使大連青年旅行社人力源規劃符合大連青年旅行社發展戰略的要求,使大連青年旅行社人力源規劃更好地得以落實和實施。
  7. Such kind of thought has become the hotbed of cultivating undesirable tendency : satisfying with present situation, not thinking of enterprising, muddling along and so on. the existing system does not completely aim at the staff ’ s true need. the means of incentive pays attention to exterior incentive, neglects to guide staff to enhance the demand level so to carry on the self - encouragement ; the way of driving is unitary, does not differentiate the staff

    作者針對企業現有激中存在的問題,利用激理論和人力源管理理論進行分析,對該企業的激進行優化研究,主要體現在以下幾個方面:實行崗位績效,完善金分配方式,補充酬中長期激方法;建立關鍵業績指標考核體系,使考核結果與酬緊密結合;靈活選用培訓方式,使培訓化、系統化。
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