薪資表 的英文怎麼說
中文拼音 [xīnzībiǎo]
薪資表
英文
salary scales-
The brc said : “ if the minimum wage continues to grow at its recent average rate, employment will fall and employers will find themselves unable to reward skills, preserve wage differentials and provide valued non - wage benefits
英國零售商協會表示： 「如果最低工資繼續以近來的平均速度增長，那麼就業率將下降，僱主也會發現自己無力獎勵技能高超的員工、保持薪資差距並提供寶貴的非薪資福利。This system includes nine modules : personnel information, attendance management, training, employ service, performance appraisal, payroll benefit, recruitment, system maintenance, report forms service
系統包括九個模塊：人事信息管理、考勤管理、培訓管理、休假管理、績效考核管理、薪資福利管理、招聘管理、系統維護、報表服務。After expressing consternation about their payroll for weeks, the yanks may wind up trading randy johnson, then spending the very $ 16 million that was targeted for johnson on barry zito for 2007, plus $ 16 million a year for five more years after that
在連續幾周表示對于薪資總額的驚慌失措之後，洋基可能最後會把老怪交易出去，然後把原本要付給老怪的那個1600萬美元花在2007年的雞頭身上，再加上往後5年每年1600萬美元。Rules that have been proposed and that are almostcertain to go into effect will require changesin berkshire ' s board, obliging us to adddirectors who meet the codified requirements for “ independence. ” doing so, we will add a testthat we believe is important, but far fromdeterminative, in fostering independence : wewill select directors who have huge and trueownership interests ( that is, stock that they ortheir family have purchased, not been given byberkshire or received via options ), expectingthose interests to influence their actions to adegree that dwarfs other considerations such asprestige and board fees
董事會絕對必須要阻止這樣的劣行，雖然支付高薪給表現真正優秀的經理人本是天經地義的事，但如果不是那麼一回事的話，董事們就有必要大膽說句"夠了" ，否則要是近年來這類誇張的薪資報酬成為往後薪資報酬的底限時豈不荒唐，關於此事薪資委員會實有必要再好好重長計議一番。Please send us your chinese and english resume with statement of current salary and expected salary as well as current photo, copies of college certificate, ic and professional certificates to shanghai representative office
有意應聘者請將中英文簡歷並註明目前薪資、期望薪資，以及身份證，學歷證書，資格證書復印件及近照郵寄至上海代表處。The panel discussed the proposals on 2003 civil service pay adjustment in the legco brief, i. e. to restore the dollar value of all civil service pay points below directorate pay scale point 3 ( d3 ) or equivalent to the levels as at 30 june 1997 in cash terms by two adjustments of broadly equal amount to be implemented for 1 january 2004 and 1 january 2005 respectively
事務委員會討論立法會參考資料摘要中有關2003年公務員薪酬調整的建議，即首長級薪級表第3點以下或同等薪級的所有公務員薪點薪酬金額，應回復至1997年6月30日的現金水平。調整分兩次實施，實施日期分別為2004年1月1日和2005年1月1日，每次調整的金額大致相同。The panel discussed the proposals on 2003 civil service pay adjustment in the legco brief, i. e. to restore the dollar value of all civil service pay points below directorate pay scale point 3 or equivalent to the levels as at 30 june 1997 in cash terms by two adjustments of broadly equal amount to be implemented for 1 january 2004 and 1 january 2005 respectively
事務委員會討論立法會參考資料摘要中有關2003年公務員薪酬調整的建議，即首長級薪級表第3點以下或同等薪級的所有公務員薪點薪酬金額，應回復至1997年6月30日的現金水平。調整分兩次實施，實施日期分別為2004年1月1日和2005年1月1日，每次調整的金額大致相同。Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。No further performance or salary reviews can be generated until this form has been submitted
完成的表格送人力資源部后，才能進一步決定是否要再做考績或薪資調整。As this is a pilot scheme, for the time being all apns are appointed using the existing nursing officer pay scale
（三）由於這是一項先導計劃，目前所有資深護師均按現有的護士長薪級表受聘。According to management function, the system is divided into six coral functional modules that are isolated but related in some way. those are personal management, salary management, welfare management, technical title management, merit & benefit management and training management. according to operating function of the system, there are three assisting functional modules that are system maintenance, database & table management and assisting office
本系統本著適用性、開放性、兼容性、集成性和安全性的設計原則，為使系統層次清楚、結構簡明，採用了結構化系統設計的方法，按照管理職能將系統分為人事管理、薪資管理、福利管理、職稱管理、績效管理、培訓管理等六個相對獨立又互為因果的核心功能模塊；按照系統操作功能又分為系統維護、數據和表格管理、輔助辦公等三個輔助功能模塊。The new structure includes a new agency - wide pay scales, grading and ranking, but allows management to have certain flexibility in arranging different positions according to the needs and affordability to optimise the use of human resources
新架構有一套全機構的薪級表、職系和職級，但亦容許管理階層在職位上因應經費和需要作出平衡，在財政能力許可下達到最佳的人力資源運用。Compared with better emolument mode of some other newspaper offices, the old emolument mode within the enterprise of chengdu daily was analysed by using the theory of emolument management and by taking the emolument mode of the modern enterprise as example. two different modes ? emolument superposition mode and emolument separation mode, were put forward. according to the different excitation salary of the different position, these two different modes, by syncretizing the emolument of insurance, benefit, excitation, and risk, can raise the personnel ' s active positivity to the maximum extent
本文充分考慮到行業的特殊性，分析了具有代表性國有企業的薪酬模式，運用薪酬管理的理論，以現代企業的薪酬模式為佐證，參照較好的報社的薪酬模式，分析了《成都日報》企業內部舊的薪資制度，提出了薪酬重疊和薪酬分離模式，將保障、效益、激勵和風險等薪酬融合在一起，針對不同崗位激勵工資的不同，最大限度地提高員工的主觀能動性。While the results were helped by a tax credit, wal - mart said an increase in expenses, led by wages, energy and accident costs, along with healthcare costs, put pressure on net profit margins
沃爾瑪表示，雖然財報結果受益於稅收抵免，但以薪資、能源、事故成本和保健成本項目為主的支出增加，對凈利潤率帶來了壓力。Sources : rating and valuation department, hong kong year books and civil service master pay scale
資料來源：差餉物業估價署香港年鑒政府薪酬表For example, the establishment of a bilingual school within the hsinchu science - based industrial park has enabled mr. lai to concentrate on his work without having to worry about his childrens education. he also points out that, besides its practical benefits, the governments provision of salary subsidies for returned overseas talent is, for many people, one of the key factors influencing the decision as to whether to return to taiwan to work
對于政府延攬海外人才宣傳活動，賴先生給予十分的肯定，並針對相關配套措施表示感謝，例如科學園區雙語教學班的設置，使自己能專注于工作，不必擔心子女教育因此中斷賴先生也強調政府提供的薪資補助不僅提供實質助益，更對海外人才返國工作有決定性的影響。Sixty - four percent of top executives view ceo compensation as excessive, according to survey released on tuesday
周二發布的調查表明有%的頂層執行官們認為那些ceo們的薪資過高。The low pay commission instead of “ trying to act as a referee between conflicting bids from employers and unions ” should be guided by movements in median wages and productivity in individual sectors, says brc
英國零售商協會表示，低收入委員會不應「試圖成為僱主和工會不同出價之間的裁判」 ，而是應以各行業薪資中值和生產率的變化為指引。With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. the results indicate : ( 1 ) five key factors including employee participation, leader ' s behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness
本研究將薪資管理和程序公平相結合，以228名員工為研究對象，探討薪資程序公平與員工薪資滿意度的關系，結果表明： 1 、五個關鍵因素影響著員工的薪資程序公平，它們分別是：員工參與、領導行為、薪資準備、績效評估、戰略規章。Including actuarial, salary survey, job evaluation and pay scale assessment, performance management and training
人力資源管理：包括意外評估、薪酬調查、工作評核、評估薪級表、管理員工表現和培訓。分享友人