酬對 的英文怎麼說

中文拼音 [chóuduì]
酬對 英文
（應對; 應答） reply; answer
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 對 : Ⅰ動詞1 （回答） answer; reply 2 （對待; 對付） treat; cope with; counter 3 （朝; 向; 面對） be tr...
  1. For example, the different level that enterprise emphasizes r & d department and manufacture department will cause different value adscription feeling of employees. another example, the inequity among employees which are caused different inspirit mechanism cause different reward, consequently, cause conflict among different department and between enterprise inside and outside. this kind of conflict is caused by friction between inside culture and outside environment

    企業對技術開發部門和生產製造部門的重視程度不同導致各職能部門人員在企業內部具有不同的價值歸屬感；企業對不同生產領域員工採取不同的激勵措施，而產生的厚此薄彼的現象，使員工所獲報酬不公平，提升機會不均等，最終也會導致不同部門之間的潛在沖突、企業與外部的沖突。
  2. Even then, the concept of amateurism, for which there were no rules in ancient times, and the zeal for the competitive spirit were often sacrificed for the more selfish materialistic considerations

    即使在那時，業余的概念? ?對此古代沒有規定? ?和對體育精神的追求常常為了自私自利的物質報酬而受到褻瀆。
  3. Designing an incentive and operative salary system which basic salary as it " s center is most important to attract core stuffs and bestir a great of employees

    設計一個以基本薪為中心的、具有激勵性和可操作性的薪酬體系對企業吸引保留核心員工以及激勵廣大員工極為重要。
  4. Suppose he were to pen something out of the common groove as he fully intended doing at the rate of one guinea per column, my experiences, let us say, in a cabman s shelter

    假定他能以每欄一基尼的稿酬寫點兒不落寞臼正如他所企圖的那樣的東西的話。題目就叫我在馬車夫棚里的對，體驗吧。
  5. 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」 。
  6. It brings satisfaction and exciting for the employee, low - cost for the employer and development for the organization. otherwise, the situation will be on the contrary. this paper applies managerial psychology * labor - economics and operations research to analyze the compensation design, the motivation effect of cadi ( chengdu aircraft design and research institute ) synthetically on the basis of introducing the theories about human resource management, compensation and motivation

    本文綜合運用管理心理學、勞動經濟學、運籌學等分析方法，在對人力資源管理、薪酬、激勵等基本理論概括介紹的基礎上，論述了薪酬的分類、決定機制、設計準則及薪酬激勵的模型，探索分析了611所工程技術人員薪酬設計及其激勵效果，分析了現行體制下激勵強度弱等弊端及原因。
  7. With the nave conviction of young men who are enjoying themselves, that other mens wives are created for their special benefit, rostov never left this ladys side, and treated her husband in a friendly way, almost as though there were a private understanding between them, as though they knew without speaking of it how capitally they, that is, how nikolay and the wife, would get on

    懷著無邊歡樂的年輕人以為別人的太太都是為他們天造地設的這種天真的信念，羅斯托夫沒有離開過那位夫人，並且友好地有點默契地應酬她的丈夫，好像他們雖不言明，但心裏知道，他們情投意合，是多麼美妙的一對，他們即是尼古拉和這位丈夫的妻子。
  8. The article also analyzing the resistance comes from enterprise and indicate that building effective salary system and payment of house loan interest is feasible, give priority to interior training, assisting with exterior training, while providing promote chunnel for technical personnel should be deferred

    文章還分析了企業現狀對激勵機制實施的阻力，指出建立有效的薪酬制度和住房貸款利息給付計劃是可行的，可以實施以內部培訓為主、外部培訓為輔的培訓手段，員工職業發展的多跑道政策須暫緩實施。
  9. In the process of designing an effective prompting system for nppe, the dissertation discussed the physical aspect of prompting system in terms of stock prompting and salary prompting, designed a salary prompting scheme for managerial staff, technical staff and operational staff. based on the theory of marginal utility degression in terms of salary and prompting theory, the principle of psychic prompting has been ensured. consulting industrial and other company ' s prompting system, and based on the principle of psychic prompting, psychic prompting system, which shapes an individual and effective psychic prompting scheme in allusion to different staff for nppe, has been established respectively for managerial post, technical post and operational post in allusion to behavior characteristic in different type of worker

    在對東北管道工程有限公司激勵機制設計的過程中，分別從股權激勵和薪酬激勵兩方面研究了該公司的物質激勵機制，並設計了管理人員、技術人員及操作崗位員工的薪酬方案；在論述了薪酬的邊際效價遞減問題的基礎上，根據各種激勵理論，確定了精神激勵機制的原則，參考行業和其他企業的方法，研究了該公司總體精神激勵，針對不同類型員工的行為特點分別對管理崗、技術崗、操作崗確定了相應的精神激勵機制，形成東北管道公司對不同員工獨特的而有效的精神激勵機制方案。
  10. Analyze and sift candidates ' information including candidates ' present station, negociation ability, the possibility and motivation of demission, salary standard. then select proper candidates accorded with the requirement and arrange interview

    對所有接觸到的候選人信息進行分析、過濾，包括候選人的崗位現狀、溝通能力、離職可能性與動機、薪酬水準等，篩選出基本符合要求的候選人，並安排面試。
  11. But there are much incredulity and reprobation, whose focus is suspicious of villagers " ability to democratize. but douglas north ' s path dependence theory gives those thoughts an expositive pattern. based on that theory, as an original system choice, the villager autonomy determines

    對此，諾斯的制度變遷路徑依賴理論提供了一個解釋的框架:村民自治這一初始制度形式的選擇決定了制度變遷以後可能選擇的路徑，而制度的報酬遞增機制則是該制度進行自我強化的基礎。
  12. There is a law of diminishing returns that becomes operative in old age, i find

    我發現存在著一條報酬遞減的規律，人到老年時這一規律對他就變得很應驗。
  13. 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。
  14. Based on the analysis of the type and environment of the compensation strategy in these smes, the author advances the proposal that they should take a more flexible and focalized mixed compensation strategy

    本文在分析我國中小民營科技企業薪酬戰略的類型、戰略環境的基礎上，提出中小民營科技企業應採取靈活而富有針對性的混合薪酬戰略的設想。
  15. We send you some money in acknowledgement of your valuable help

    我們謹奉薄酬，對您的大力協助聊表謝忱。
  16. Reviewing external pay relativities

    檢討外部薪酬對比關系
  17. Are educational academic qualifications an important factor for internal relativity

    學歷是否內部薪酬對比關系的重要因素？
  18. Since our country joining the wto, more and more domestic enterprises have begun to realize the importance of payment management, especially those enterprises of hi - tech, whose development payment will have a great impact on

    隨著我國加入wto ，國內越來越多的企業開始注意到薪酬管理的重要性，尤其對于高新技術企業來說，薪酬對企業未來發展的影響更是巨大的。
  19. In influence human resources effectiveness many aspects, the salary is playing the role in the activation human resources potential aspect which does not have may substitute, through is positive but the valuable salary decision - making, we may display the salary the strategic strut function which develops to the enterprise

    在影響人力資源效用的多個方面，薪酬在激活人力資源潛力方面發揮著無可替代的作用，通過積極而有價值的薪酬決策，我們可以發揮薪酬對企業發展的戰略支撐作用。
  20. So, under our actual condition, the operator ' s annual salary system is studied which is based on becoming human capital as property rights by gradually quantitative and quantitative analysis on the basis of qualities of relative documents in this paper. the incentive compensation of soe operators is the main issues of the corporate governance

    企業經營者的激勵報酬設計問題是世界各國公司治理結構普遍研究的問題，主要包括三個方面：報酬結構、報酬數量和報酬指標，我國還應該考慮報酬對象。
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