fixed salary 中文意思是什麼
fixed salary
解釋
固定工資-
Management cost includes 10 % of employee salary, rental, public utility cost, monthly rent for adsl special line, fixed assets depreciation and project launching amortization cost, etc
管理開支包括雇員工資、房租、公用事業費、 adsl專線的月租、固定資產折舊和項目實施的分攤等的10 % 。 -
" being rational gets you a fixed salary the 30th of every month.
"理智讓你每個月30號固定領到薪水。 -
The variable salary will be changed to fixed salary after proceeding of the current month salary in order to avoid the double input of fixed salary items
它是用於當本月工資處理結束后，系統會自動清除浮動的項目，並自動產生固定的薪酬項目，從而避免重覆輸入固定的薪酬項目。 -
On bogutcharovo a trained midwife had been engaged at his expense to assist the peasant - women in childbirth, and a priest, at a fixed salary, was teaching the children of the peasants and house servants to read and write
在博古恰羅沃，他出錢函請一位有文化的接生婆，替產婦助產，神甫也領取薪水，教農民子女和僕人子女識字。 -
Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not
同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。 -
And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary
在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。 -
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。 -
In traditional pay system, compensation is mostly fixed, i. e. base salary, double pay and benefits, etc. in other words, there is no relation between employees " performance and the pay they receive. increment will be given during the year profit is made
傳統的薪酬制度，薪酬組合元素大多數是固定的，例如底薪、雙糧和福利等，換言之，每個員工所領取的薪酬與其績效表現無關；只要企業有盈利，員工薪金便會逐年提升，極欠激勵力度。 -
Organization expenses is the cost that the enterprise produces during prepare to construct, during including to prepare to construct, personnel salary, office is expended, groom cost, poor travelling expenses, presswork cost, register the cost that register and not plan buy the exchange gains and losses that builds cost, defray such as accrual into fixed assets and intangible assets ; the defray that the renting fixed assets respect improved project place that the improved defray that hires fixed assets is enterprise happening produces
開辦費是企業在籌建期間發生的費用，包括籌建期間人員工資、辦公費、培訓費、差旅費、印刷費、注冊登記費以及不計入固定資產和無形資產購建成本的匯兌損益、利息等支出；租入固定資產的改良支出是企業發生的在租入固定資產方面的改良工程所發生的支出。 -
Fixed point salary
固定薪額 -
Press active policy to set, one of, in computation fundamental annuities is mixed transitional annuities when two parts, use computational cardinal number can " visit a worker on one after should rising to expend accumulative total of fixed number of year by real pay between capture take time the first time year completely from the individual mean monthly salary is affirmatory ", the computational cardinal number that uses namely wants ordinal push forth ; secondly, " interrupt capture to expend in those days and did not press formulary filling capture, in those days capture expends wage index with 0 computation "
按現行政策規定，其一，在計算基礎養老金和過渡性養老金兩部分時，使用的計算基數只能「從個人初次應繳費時間起按實際繳費年限累計后的上一年全省職工月平均工資確定」 ，即使用的計算基數要依次往前推；其二， 「當年中斷繳費且未按規定補繳的，當年的繳費工資指數以零計算」 。 -
When social pooling plus individual retirement account comes into effect, the issue of keeping the fund ' s balance will become more complicated than the old cash - in and cash - out pension mechanism. in the old system, a retired worker ' s pension money is calculated with a fixed ratio according to his of her salary when in employment
養老保險制度在實行「社會統籌與個人賬戶相結合」計發辦法和部分積累籌資模式后，養老保險基金收支平衡問題將比現收現付籌資模式和按退休前工資比例計發養老金方法更為復雜。 -
The corporation has been fettered not only by the corporate culture formed in the planned economy period, such as the employing system, managing employees system, salary system, agent risks, and good faith of marketing etc, but also the many years separated and managing fixed organization pattern, which lacks of the homeostasis with its surroundings same as an open system, makes the corporation runs with low efficiency and extremely slow answer speed against marketing
企業不僅受到諸多計劃經濟時代形成的企業文化的羈絆（諸如:用工機制、幹部機制、分配機制、代理人風險、市場誠信等等） ，而且多年形成的條塊分割、流程固化的組織模式，缺少開放系統應有的與環境互動的變革，使得企業運行效率低下，市場反應速度極慢。 -
The second part is about the post fixed price and the designation of the post salary on the basis of the post valuation and the salary investigation
第二部分在職位評估和薪酬調查的基礎上進行職位定價，進而對職位工資進行設計。 -
At last, incorporated with the demonstration analysis of manager income mechanism incentive intensity, the part draws the conclusion that manager should have a risky income besides fixed income, so the salary mechanisms will enhance the incentive role with the increase of rate of risky income in the whole income
最後通過實證分析並得到如下結論：如果企業家薪酬除了包括固定薪酬外，還包括以股權、股票期權等形式表現的風險收入（企業剩餘）部分，薪酬因素就會隨著該部分收入在總薪酬中所佔比例的增加而逐漸增大激勵力量。
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