薪酬與獎金 的英文怎麼說

中文拼音 [xīnchóuyǔjiǎngjīn]
薪酬與獎金 英文
salary
  • 薪 : 名詞1. （柴火） firewood; faggot; fuel2. （薪水） salary; wages; pay
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 獎 : 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...
  • 金 : Ⅰ名詞1 （金屬） metals 2 （錢） money 3 （古時金屬制的打擊樂器） ancient metal percussion instrum...
  • 薪酬 : emolument
  • 獎金 : money award; bonus; premium; reward; bounty; testimonial
  1. Existing reward system investigation and analysis - reward structure analysis - salary design on each job and executive departments - bonus allocation project design - salary design for special teams job importance analysis - job levels analysis and layout - salary levels partition and confirmation

    現有薪酬體系調查與分析-薪酬結構分析-各崗位及職能部門薪酬方案設計-獎金分配方案設計-特殊團隊的薪酬設計
  2. " wage " means the compensation which a worker receives for his work, including wages, salaries, premiums, allowances, whether payable in cash or in kind or computed on an hourly, daily, monthly, or piece - work basis, and other regular payments under whatever name

    三工資：謂勞工因工作而獲得之報酬；包括工資、薪金及按計時、計日、計月、計件以現金或實物等方式給付之獎金、津貼及其他任何名義之經常性給與均屬之。
  3. 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，並將該國的管理制度與美國、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，通過運用人力資源管理學、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資、獎勵薪資（獎金） 、附加薪資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工作熱情，使企業內部管理工作走上了良性循環軌道。
  4. With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system

    引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析，構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量，解析基於股東監督的高級管理層激勵問題，成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式，克服了傳統的單一的物質性顯性激勵的局限性。
  5. Pay related performance and skill has the essential difference with the traditional reward forms such as piece rate wage and bonus, and they all are the innovations of the compensation form and management system in order to suit the current change of the enterprises " external environment and internal mechanism

    業績和技能工資與傳統的計件工資和獎金等報酬形式有本質的不同，它們都是為了適應當前企業外部環境和內部機制的變革，而進行的薪酬形式和管理體制的創新。
  6. By implement of prompting mechanism such as stock option system, both benefits of the executives and the enterprises can be jointed even more closely, and the activity and creativity of the executive group will be impelled fully, so that both of the enterprise owners and executive group will gain the best benefits and max. wealth

    本文認為，股票期權與目前普遍實行的基本工資、年度獎金、年薪制一樣，都是企業薪酬制度的重要組成部分。隨著市場經濟的確立和發展，股票期權在經營者收入中所佔的比例將越來越高，其適用范圍也將越來越大。
  7. In jinke all forms of incentives including salary raise or position promotion reflect your ability and work performance

    在金科，無論是薪酬增加還是獲得提升，所有的獎勵與肯定都反映了你的能力和工作表現水平。
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