薪水管理 的英文怎麼說

中文拼音 [xīnshuǐguǎnlǐ]
薪水管理 英文
salary administration
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 水 : 名詞1 （由兩個氫原子和一個氧原子結合而成的液體） water 2 （河流） river 3 （指江、河、湖、海、洋...
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 薪水 : salary; pay; wages
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. It is frequently the general level of amenity in an area which attracts top management as much as high salaries.

    一個地區舒適的生活水平，經常和高薪一樣能夠吸引高級管理人員。
  2. Today, he manages twelve people and earns just under $ 100, 000 a year as a computer - aided design ( cad ) draftsman at a large engineering firm

    如今，他在一家大的製造企業擔任計算機輔助設計（ cad ） ，管理著十二個人，一年拿10萬美金的薪水。
  3. In order to increase the whole benefit of medium and small enterprises, we should pay more attention to the management, especially in the encouraging problem of the human resource. this thesis gives an example of a traditional enterprise in backland producing the phosphate fertilizer

    本文以內地一家傳統勞動密集型的磷肥生產企業為例，根據現代激勵理論，從薪金制度建設入手，對中小企業的人力資源激勵進行了分析，為提高中小企業的管理水平作點貢獻。
  4. Final report of hay management consultants on the pay level survey

    曦士管理顧問公司薪酬水平調查最後報告書
  5. The reasons of small town ’ s liability have three aspects. the first reason is that there are various reasons forming the debt ? ? slowly development of economy result in deficiency of capital, and the randomness and nonstandard expenditure cause serious waste. the second, the rigidity financial expenditure spends in wage, education, road, irrigation construct and rising in payment, and the asymmetric bread between financial power and working power in management system

    鄉鎮債務形成的原因多種多樣，客觀分析起來，鄉鎮債務形成的原因多種多樣，既有經濟發展緩慢導致鄉鎮財源不足，也有開支的隨意性和不規范導致浪費嚴重;既有工資、教育、道路、水利建設和加薪等剛性財政支出過大，也有財政管理體制方面財權和事權的不對稱留下的缺口;既有投資決策失誤背上包袱及其他歷史遺留問題，也有鄉鎮機構臃腫、冗員過多增加開支的因素。
  6. 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。
  7. By the analysis, research and compare of the old wages system in company dc, this paper finds out the problems with salary management. then it brief introduces wages theory and motivation theory. it researches the essence, characteristic, functions, influence factors, basic forms, basic principles and so on

    本文通過對dc公司原有的工資體系的剖析，研究分析了公司車間員工的效益提成工資制、科室人員結構工資制以及其他人員的固定工資制，再和電瓷同行業薪酬水平比較分析，找到了公司薪酬管理中的問題所在。
  8. Her hands - on management style has helped her rise through the ranks at the apparel maker over the past two decades, and her compensation during that ascent ahs contributed to her assets

    在過去的20年中，這種親力親為的管理作風使她在服裝界穩步上升，而她在晉升的過程中獲得的薪水不斷地為她的資產添磚加瓦。
  9. According to theories of hrm, the paper applies positivism to study hrm situation in lin shui power plant ( lspp ), and finds out main problems. though detail analysis, author takes into concrete situation of lspp an effective hrm system is designed for the enterprise and can be used for reference by the other enterprises with meddle and small in scale, which start an undertaking. in section 1, lspp and its hrm are introduced, then the paper analyses the necessity of the redesign of hrm system in lspp

    本文試圖藉助現代人力資源管理理論，通過對鄰水縣火電廠（簡稱鄰水電廠）人力資源管理狀況的剖析，重點針對該廠崗位分析、績效考核、薪酬管理三個方面內容，找出其人力資源管理中存在的主要問題，經過認真分析和研究，結合鄰水電廠的實際情況，提出重建人力資源管理系統的思路和科學方法，同時為其他國內中小企業進行現代人力資源管理提供借鑒。
  10. 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。
  11. It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation

    個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。
  12. The increase is almost 8 % for graduates in business administration

    商務管理的畢業生的薪水增加了8 % 。
  13. In this article, the meaning of applying game theory in salary management is analyzed firstly ; model of equilibrium of salary for enterprise is introduced and described in detail from three aspects, which include equilibrium of the level of salary, equilibrium of the structure of salary and equilibrium of the policy of salary

    本文首先分析了博弈論在薪酬管理中應用的意義，然後進行了企業薪酬均衡分析，從企業薪酬水平均衡、企業薪酬結構均衡以及企業薪酬政策均衡等三個方面進行了詳細的闡述。
  14. At present, majority buildings enterprises in our country exist the serious defect on the human resources management, which is the analysed position unfit and method stagnant, whose examination effect is fairly wronger and is basically the become a mere formality, whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger, whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc. the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system, which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises

    目前，我國大多數建築企業在人力資源管理上存在著：職位分析不到位，分析方法滯后；績效考核效果比較差，基本上是流於形式；薪酬水平長期偏低，內部公平性比較差；對員工的長期激勵不足，在人員的使用上存在重使用、輕開發的問題。如何建立一套完整有效的建築企業人力資源管理模式和激勵機制一直是建築企業改革的核心問題之一，也是解決我國目前建築企業效率低下，企業競爭力較弱的有效途徑之一。本論文運用規范分析和實證研究相結合的方法，針對目前我國建築企業人力資源管理在激勵和評價方面制度不健全的現象，研究如何建立有效的人力資源管理模式和激勵機制的問題。
  15. Top executives criticism of their peers compensation levels could also encourage activist investors and hedge funds to target underperforming companies with highly - paid leaders at shareholder meetings

    高層管理者對於他們同僚薪酬水平的批評，也可能會鼓勵投資者維權人士和對沖基金在股東大會上將目標瞄準那些領導薪酬優厚、但公司業績不佳的企業。
  16. Secondly, this paper make use of the large sums of survey data, analyzes the present condition of huaguang group ' s compensation mode, lack and successful place of it. as a result of this, the author depends on the advancd view and the core technique of total compensation and strategic compensation, extensively draws lessons from the domestic and international enterprises, and have completed the operationable solution, which include in the compensation system, the compensation level, the compensation structure designing, variable pay forms for different communities, and annual reward plannings for high performance

    其次，運用大量的調查數據，詳細分析了華光集團薪酬管理現狀、成功之處與問題。針對這些存在的問題，本文運用了全面薪酬與戰略薪酬的先進理念及薪酬管理的核心技術，並廣泛借鑒國內外企業薪酬管理的經驗，完成了包括薪酬體系、薪酬水平、薪酬結構、不同群體的薪酬設計、基於績效的年度獎勵計劃等內容的可操作的解決方案。
  17. During the present day, as the competition between enterprises is getting more severe, on one hand, enterprises always take the rising level of salary as the trump to encourage elitist to compete ; on the other hand, they have to do everything possible to decrease the costs of salary in order to sharpen their products competitiveness in the market

    薪酬管理是企業人力資源管理的一個重要方面，是深化三項制度改革，建立現代企業制度的重要組成部分。特別是在企業競爭日益加劇的今天，企業既把提高薪酬水平作為優秀人才競爭的法寶，又不得不千方百計降低薪酬成本，增強產品在市場上的競爭力。
  18. And job analysis is not only the head of fundamental management ut also the basis of human resource management, which is the gist of recruitment and choice, training and development, job evaluation, performance appraisal, salary design and job design, etc. being a big enterprise that produces many kinds of special steel, cssc is ready to carry out the reform of human resource management according to his strategy and development plan

    Cssc公司是一家大型鋼鐵企業，根據戰略需要、業務發展對組織機構進行了調整，並著手對其現行人力資源系統進行變革。由於該公司從未有過真正的工作分析，人力資源管理工作缺乏堅實的基礎，其後續工作如績效考評、薪酬設計、教育培訓、工作設計等成了無源之水，因此， cssc公司決定在2003年初開始著手進行工作分析，旨在以工作分析為「龍頭」 ，帶動其他各項基礎管理。
  19. The all - round reward administration model has been widely used and obtained. obviously effect. this article aims at improving the all - round reward administration of dikan and supplying valuable reference to other chinese enterprises

    全面薪酬管理模式在西文先進企業得到廣泛的應用並取得了顯著的成效，而國內企業的薪酬管理水平低下。
  20. Now the compensation systems of our country have many problems : lack of uniform guideline and design basis ; lack of developmental perspective and systemic vision ; lack of flexibility of adapt to the rapid development and changes of enterprises. the reason causing these problems is that the enterprises realize the importance of compensation, but they always pay attention to basic systems design and related techniques directly in actual operation. without the direction of business strategy, they will fail in build a successful compensation system which satisfies the staff and benefits the enterprise

    其次，將薪酬體系的構建分為戰略、執行和技術三個層次，從薪酬戰略的制定、薪酬策略的選擇、薪酬計劃的安排、薪酬設計和薪酬動態管理五個部分詳細闡述了戰略性薪酬體系的構建框架;在分析薪酬戰略影響因素的基礎上，將薪酬戰略細分為薪酬激勵重點、薪酬支付基礎、薪酬水平、薪酬組合、薪酬制度五項基本策略，在企業薪酬的人員和財務計劃下，進行薪酬設計，並通過動態薪酬管理使企業彈性地適應內外環境的變化。
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