績效工資 的英文怎麼說

中文拼音 [jīxiàogōngzī]
績效工資 英文
merit pay
  • 績 : Ⅰ動詞（把麻搓捻成線） twist hempen thread Ⅱ名詞（功業; 成果） achievement; accomplishment; merit
  • 效 : Ⅰ名詞（效果; 功用） effect; efficiency; result Ⅱ動詞1 （仿效） imitate; follow the example of 2 ...
  • 工 : 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 ...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 績效 : performance appraisal
  1. Lawmakers in congress are considering a proposal to provide federal money for performance - based pay

    國會的立法者們正在考慮將聯邦資金用於支付績效工資。
  2. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  3. They establish gradually the status of market subject in the course of joining international division of labor and competition with other countries for world market subject. for export performance of enterprise, evaluation only by the earn foreign exchange through exports is contretemps, which need to review by the angle of modern enterprise. so, how to evaluate export performance and establish export performance evaluation system become important

    傳統外貿企業的發展，也從改革開放前的壟斷經營到目前與外資企業、民營企業三分天下的格局，各自都逐漸確立了其在參與國際分工和國際貿易競爭中的微觀主體地位。對企業的出口績效，以前那種單純的以出口創匯為指標來評價的方法顯然已經不合時宜，需要從現代企業市場主體的角度來重新加以審視。
  4. Chair regularly scheduled project team meetings for all projects, prepare and track meeting minutes and action item lists, identify performance and / or resource problems with the manager support services hub

    主持定期的工程進度團隊例會，準備和跟蹤會議進程和實施條目表，與經理支持服務網路確定績效和資源問題。
  5. The main results were showed as follows : 1 factors of pay structure included pay for knowledge - performance, pay for job, and pay for year - in - company and pay for organizational effectiveness

    研究結果基本上與原構思相符，但也有出入，主要結論如下： 1企業工資結構包括了技能-績效工資結構、崗位工資結構、資歷工資結構及效益工資結構。
  6. 2 pay for knowledge - performance, pay for organizational performance and company effectiveness had significant influence. pay for job, pay for year - in - company and company effectiveness had insignificant influence. however, four factors of pay structure influenced company effectiveness directly

    2企業工資結構中，資歷工資、崗位工資結構與組織績效無顯著相關，而技能-績效工資結構與效益工資結構與組織績效顯著相關，但四種工資結構分別能預測組織績效的幾個指標。
  7. The performance salary system of company employees adopts by the job performance salary system with the producer and kpi performance salary system

    公司員工的績效工資制採用生產人員的計件績效工資制以及其餘人員的kpi績效工資制，把員工的績效同薪酬有機地結合。
  8. 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。
  9. Chapter 5 is the finishing chapter of this paper. it simply analyses the defect of the wage system of the large state - owned steel and iron enterprise. then according to the conclusion of job performance appraisal the job performance wage system is founded

    第五章是本論文的最後一章，主要是對崗位績效評價系統的應用，在這一章闡述了我國大型鋼鐵企業現行工資制度及其簡單的利弊分析，在此基礎上提出了崗位績效工資制度以及崗位績效工資的確定方法。
  10. Second, prediction, exploratory factor analysis was conducted on the 296 recalled valid questionnaires, from which 7 dimensionalities of performance management were extracted : definition of the job objectives ; participation of the individuals on the objective items ; feedback on the employee performance ; support on the employee work ; evaluation on the employee performance ; performance related pay ; performance praise

    二，進行預測，然後對回收到的296份有效問卷進行探索性因素分析，得到績效管理問卷的7個維度：工作目標的明確性；目標設置中員工的參與性；對員工工作的反饋；組織對員工的工作支持；對員工工作的考評；績效工資；績效獎勵。
  11. Last year we reported on a program in florida to give merit pay to teachers if student scores increase on a statewide test

    去年，我們報導過佛羅里達的一個如果學生在州考成績提高教師就可獲得績效工資的項目。
  12. Discussion on the good and bad of job skills wages and job performance wages

    淺論崗位技能工資和崗位績效工資的優劣
  13. 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勵機制中存在的問題，利用激勵理論和人力資源管理理論進行分析，對該企業的激勵機制進行優化研究，主要體現在以下幾個方面:實行崗位績效工資制度，完善獎金分配方式，補充獎酬中長期激勵方法;建立關鍵業績指標考核體系，使考核結果與獎酬緊密結合;靈活選用培訓方式，使培訓制度化、系統化。
  14. In addition, ascertaining position wage needs to assess the position ; ascertaining skill wage needs to assess personnel ' s seniority ; ascertaining pay related performance needs to assess job performance ; ascertaining the entire standard of the corporation compensation needs to assess the profit ability and payment ability of the corporation

    此外，確定職位工資，需要對職位做評估；確定技能工資，需要對人員資歷做評估；確定績效工資，需要對工作表現做評估；確定公司的整體薪酬水平，需要對公司盈利能力、支付能力做評估。
  15. Provide reporting & feedback to the manager support services hub on consultant / vendor performance, project issues, and new resources with the maturity to escalate and not suppress issues

    在顧問和賣主績效、工程事務和成熟的新資源上，向經理支持服務中心提供報告和反饋。
  16. Operating wage distribution system according to performance in medical institutions

    績效工資分配製度在醫療單位的運行操作
  17. 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。
  18. Critics say performance - based pay should recognize all that happens in a classroom, not just student performance on tests

    評論家表示老師的績效工資應以教師在課堂內的所有表現為認可基礎，而不僅僅是以學生的考分。
  19. Lawmakers in congress ( congress ) are considering a proposal to provide fedral ( federal ) money for performance - based pay

    國會的立法者正在考慮一個方案，利用聯邦基金支付績效工資。用來補償在貧困地區的學校做出傑出工作的教師。
  20. Chapter 4 analyzes the advantages and disadvantages between skill salary system and performance salary system and how to choose the fittest one reasonably

    第四章對比分析了技能工資制與績效工資制的優缺點及績效工資制與技能工資制的合理選擇。
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