compensation and motivation 中文意思是什麼

compensation and motivation 解釋
薪酬管理與激勵
  • compensation : n 賠償；補償（金）；報酬 （for）；〈美國〉薪水，工資 （for）; 【機械工程】補整；【造船】補強。com...
  • and : n. 1. 附加條件。2. 〈常 pl. 〉附加細節。
  • motivation : n. 動機的形成；動機因素；動力。adj. -al （motivational research 動機研究〈用於廣告、銷售活動〉）。
  1. 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」 。
  2. 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。
  3. As the most important chapter of this thesis, i design a motivation mechanism of knowledge workers that fits to chinese conditions, put forward the all - around compensation strategy which include reward motivation, benefits motivation, achievement motivation and organization motivation. this system breaks the limits of traditional compensation system that emphasize the material factor and ignore the mental factor

    該機制突破了傳統薪酬理論中強調金錢和物質性激勵，而忽視個體成長和精神性激勵的局限，提出對知識型員工激勵應進行物質性和精神性的全面激勵，並根據企業情況有所側重的觀點。
  4. In recent years, the compensation system of advanced country enterprises has changed greatly. the traditional compensation system based on the post and duty has changed gradually into one based on employees " performance and skill. pay related performance is similar to output motivation pay or achievement pay ; pay related skill can be called input achievement pay

    近年來，發達國家企業的薪酬體系發生了很大的變化，傳統的以崗位和職務為基礎的薪酬體系逐步轉變為以雇員的業績和技能為基礎，業績工資類似於產出激勵工資或成就工資；技能工資可稱為投入激勵工資。
  5. The thesis based on motivation theories, combined with sales management and compensation management theories, together with reality of sales force management analyzed the key motivator of compensation for salespersons - - - - incentive schemes and their application in company management

    本論文以激勵理論為基礎，結合營銷管理和薪酬管理理論，聯系銷售人員管理工作實際分析了銷售人員的薪酬激勵動力? ?激勵性薪酬的多種方案及其在實踐中的應用。
  6. Through research it can form a comparatively overall structure of immaterial compensation that ' s easy to practice. ti aims to promote further study on immaterial motivation, and tries to serve as a guide in management practice to motivate knowledge employees in companies

    本文通過對精神報酬結構的研究來促進有關精神激勵方面的進一步研究，也為企業的知識型員工激勵管理實踐提供指導。
  7. Concrete suggestion is made in the fourth part of the paper on improving the company ' s internal motivation system. in addition to the new compensation motivation plan, the part also introduces the concept of flexible benefits system and it strengthens that more importance should be laid on th e staff ' s spiritual treatment and further enhancing the staff trainin

    文章的第四部分提出了對于完善加晉公司內部激勵機制的具體建議，提出了適合加晉公司的薪酬激勵方案，引入了彈性福利制度的概念並強調公司若要獲取到更大的競爭優勢，就應該重視員工的精神待遇和強化員工培訓制度。
  8. In this study, we emphasized on demonstrating the relationship among the characteristic of motivation model, perceived compensation, and job characteristic and motivation effectiveness through theoretic analysis and data analysis

    在本研究中，我們著重通過理論分析和數據分析來論證國稅系統稅務執法人員的激勵模式特徵、公平性知覺、職務特徵以及激勵效能之間的關系。
  9. Therefore, how to design and establish the suitable compensation program, how to combine the company strategy with the compensation program, how to make compensation become to the motivation factor

    如何設計和建立合適的薪酬方案，如何將薪酬方案與企業戰略結合，如何能使薪酬成為企業的一種激勵因素
  10. This article is made up of four parts : chapter one is about the characteristic and the background of the industrial injury, which make me get the motivation and the consideration. the motivation is the unavoidable injuries. the consideration is that the development of the injury caused the evolution of the redress system from traditional tort injury compensation to modern employment injury insurance

    論文由四部分組成:論文第一章主要論述職業災害的產生背景和特點，並通過對職業災害特點的闡述引出了本文寫作的直接動因和基本思路，即職業災害及其損害後果的不可避免性使得進行法律救濟制度的研究成為必要;職業災害及其造成的損害後果的不斷發展使得相應的法律救濟制度自身不斷演進，表現為由傳統的侵權損害賠償制度到現代工傷保險補償制度的演進。
  11. The article comprised four parts : the first part discussed the relevant basic theory of remuneration, include motivation theory, team theory and the principal - agent theory ; the second part gave a very comprehensive analysis about relevant remuneration design theory, at the first of the chapter is the introduction of concept, function and parts of compensation, then the chapter discussed the targets, principles, influences, procedures of remuneration design and the possible remuneration systems we could select from ; the third part have redesigned the remuneration systems on the basis of analysis of the company ' s history and developing strategy as well as original remuneration systems ; the last part summarized and evaluated the reasonable aspects and limitations of new systems, and put forward the future scheme

    本文分為四個部分：第一部分探討了與現代薪酬管理有關的基礎理論，包括激勵理論、團隊理論和委託-代理理論；第二部分介紹了薪酬設計的相關理論，對薪酬的概念、功能、組成部分，薪酬設計的目標、原則、影響因素、程序以及可供選擇的薪酬制度作了較為全面的研究；第三部分在薪酬管理理論的指導下，對浙江zd公司的現狀和原有薪酬制度進行了診斷分析，同時針對企業實際情況重新設計；第四部分則是對新的薪酬體系的評價和總結，一方面進行合理性分析，另一方面指出了這套體系的局限性以及原因，並提出了未來隨著企業發展和條件不斷成熟的薪酬改進方向。
  12. The internal governance mechanisms include shareholders " meeting, board of directors, executive compensation, etc. while the external governance mechanisms include market for corporate control exit, factor markets and institutional investors, etc. in this thesis, the motivation as well as effectiveness of institutional investors " monitoring will be studied

    本文將英美公司治理劃分為外部治理和內部治理。內部治理機制包括股東會、董事會和經理薪酬計劃等；外部治理機制包括公司控制權市場、退出、要素市場和機構投資者等。本文將研究機構投資者監督公司的積極性和有效性。
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