績效加薪 的英文怎麼說
中文拼音 [jīxiàojiāxīn]
績效加薪
英文
merit raise-
In most private enterprises, there is no scientific and reasonable human resources management systems, which is really adapt to the chinese situations. consequently, many problems occurs, making it difficult to maintain and develop. part three : analyzing of the current situations of human resources in private enterprises currently, more than ninety percent the chinese private enterprise are family enterprises, and most of them are managed in a family way
本文首先明確了人力資源在經濟發展及民營企業中的重要性，分析了當前民營企業的用人狀況及人才流失的原因，重點提出了民營企業加強人力資源管理、留住人才的四種對策:建立適合本企業的人才發展戰略;塑造良好的企業文化;建立卓越的績效管理體系和薪酬制度;加大投資力度，強化企業員工的培訓。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
在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。Company should establish a job evaluation system, and increase the portion of variable merit pay. performance management system should also be set up
將薪酬與人才市場價格接軌；建立崗位評估體系；加大與業績掛鉤的浮動工資比例，同時建立有效的業績管理體系。This thesis pays key attention to the achievements the reform of position - pay has attained, such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system, promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works, pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive, flexible system, etc. however, there are a lot of inadequacy existing in the position - pay system of bayi corporation, the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase, which became the new egalitarianism and hard to motivate the zeal of employee
本文重點分析了崗薪制改革取得的成效，如薪酬競爭力有了很大的提高；一系列相關分配製度和配套管理制度的實施，規范了薪酬的管理，提高了分配製度的透明度；形成了以崗位為根本的薪酬體系，加強了各項基礎工作，推動了人力資源的開發；形成了薪酬的可調節機制和內部競爭、流動機制等。但是，八鋼公司的崗薪制體系也存在很多不足，如崗薪工資的基礎工作仍不扎實；績效考核體系不健全；績效工資只減不加，成為新的「大鍋飯」 ，難以調動職工的積極性等。In the final part, the author puts forward some improvements to the performance evaluation. the sanhe company must reward its staff according to their performance. thus, the staff can work hard and improve their behavior
並在廣州三禾公司原有績效考核表的基礎上，進行修改和增加，使得公司能夠更好地考核員工的工作績效，使員工的薪酬與實際業績掛鉤，以激勵員工努力工作，不斷提高工作績效。By investigating the staff ' s requirements and taking into consideration the enterprises " requests, here has worked out four measures to resolve the motivation problem facing grandease group : ( 1 ) set up a reward system based on one ' s achievements ; ( 2 ) offer staffs enough rights to take part in the management of the business ; ( 3 ) construct a healthy organization culture and strengthen the cohesion of the enterprise ; ( 4 ) pay more attention to the staff - training and the self - realizing requirements of the staffs
最後，在前幾章分析和論述的基礎上，綜合運用了激勵理論，指出了改進員工激勵機制的基本原則：制度化與人性化相結合；滿足需要與引導需要相結合；相對穩定與適度競爭相結合及體現激勵的公平性。針對員工的真實需要及企業的實際情況，提出解決廣意集團員工激勵問題的四項措施：建立基於績效的薪酬機制；充分授權，讓員工參與管理；建構健康的企業文化，增強企業的凝聚力；加強培訓，重視員工的自我實現需要。The singapore government has gone furthest with an average of some 40 % of senior officer remuneration now paid on the basis of individual performance and overall economic performance
是按個人表現與整體經濟表現發放的薪酬，可見新加坡政府在推行績效薪酬制方面步伐最快。Then, further comment is given out on the application of embedded value in the management process of marketing based on analyzing the shortcomings of rules that are set by circ and the calculation of a traditional participating endowment insurance. i hope that this paper will deepen the understanding of embedded value theory and provide some clues when pushing ev into management of value improvement
文章在分析了中國保險監督管理委員會相關規定的不足的基礎上，進一步提出應用內含價值法于展業過程中的績效評估以及薪酬激勵方面的觀點和措施，希望以此加深人們對內含價值理論方面的理解，同時對于應用價值評估方法到公司日常經營管理上能夠有所啟發。The general perception of the governments concerned is that these reforms have, together with other public sector management improvements, had a substantial positive impact on overall civil service performance, in terms of more flexible and effective resource management, improved efficiency and service quality, greater transparency and accountability, reduced numbers and total salary outlays, and the engendering of a more customer focused performance culture
這些國家的政府一般認為這些改革與公營部門管理方面的其他改善措施，對公務員隊伍的整體表現有重要的正面影響，例如：加強資源管理的靈活性和成效，提高效率和服務質素加強透明度和問責性精簡公務員隊伍的規模，減省其薪酬開支協助公務員隊伍培養以客為本的績效文化。In the new salary system the first class salary have basic salary, performance salary, overtime salary and welfare salary
員工的基本工資、績效工資、加班加點工資以及福利工資作為一級薪酬。分享友人