performance pay 中文意思是什麼

performance pay 解釋
績效工資
  • performance : n. 1. 執行，實行，履行；完成；實現；償還。2. 行為，動作，行動；工作。3. 性能；特性。4. 功績；成績。5. 演奏；彈奏；演出；（馴獸等的）表演；把戲。6. 【物理學】演績。
  • pay : vt （payed 〈罕用語〉 paid ） 在（船底等）上塗柏油[其他防水劑等]。vt （paid ）1 付（款），支付；...
  1. It thoroughly analyses the drastic competitive market faced by yongsheng group, which consequentially promote the enterprise inside continuously to improve its labor productivity, product quality, and improve the outer circumstances of services, anisomerous structures on the employee ’ s quantity and quality, and the inner circumstances which limited and affected the whole stuff diathesis ’ s improvement and enhancement. it sums up the existing problems on yongsheng group ’ s human resources development and management and puts forward the mode of yongsheng group ’ s 1e3p1c human resources management system. the mode of 1e3p1c human resources management system is composed of engage system, position analyse system, performance examine system, pay administration system, culture system

    永生集團同其他民營企業一樣也曾走過一段輝煌的時光，但隨著外部競爭環境的不斷變化，至1998年年底，已累計虧損200萬元，但近幾年來，集團高層管理者及時調整了管理思路和領導班子，至2005年低，集團公司利潤超過了公司重組集團效益最優時5個百分點，在長期的調查研究過程中，不難發現，永生企業在外部競爭環境日常激烈的情況下扭虧為盈並取得迅猛的發展的強大動力源很大程度上取決于其是在人力資源管理方面的及時調整，並在長期的模索中形成一套適合自身企業發展的科學合理的1e3p1c人力資源管理系統。
  2. Are performance awards consolidated into base pay

    績效獎勵是否已併入基本薪金內？
  3. Performance - based pay system

    薪效掛鉤制度
  4. Performance based pay

    薪酬水平
  5. Prp is now widely used, particularly for senior staff are performance awards consolidated into base pay

    績效薪酬制現時已被廣泛採用，尤其以高級職員為然
  6. Lawmakers in congress are considering a proposal to provide federal money for performance - based pay

    國會的立法者們正在考慮將聯邦資金用於支付績效工資。
  7. Law makers in congress are considering a proposal to provide federal money for performance - based pay

    國會立法人員正在籌劃一個方案，用聯邦基金支付教師的功績酬勞。
  8. After the reform, the company carries out the laborage system of the post benefit in different grades ; the main contents are made up of base pay, post pay, performance encouragement and special allowance

    改革后公司實行崗位效益等級工資制度，其內容主要由基本工資、崗位工資、績效獎勵和特殊津貼所組成。
  9. But the realizement of compensation plan bases on the operation of performance appraisal system. only appraises performance fairly, top executive can get the right pay

    然而報酬計劃的真正實現依賴于績效評價系統的運行，只有科學公正地評價管理者績效，才有可靠的依據執行各種報酬計劃。
  10. Due to the special equity structure in china, company governance does n ' t pay attention to protect the investors, so the empirical results show as follows : ( l ) it exists the negative relation between the proportion of state - owned stocks and corporate performance ; it does n ' t exists the remarkable relation between the proportion of circulation stocks and corporate performance ; the function of corporation in company governance depends on its owned stocks. ( 2 ) the performance of equity - scattered company is superior to that of equity - gathered company, the performance of corporation - gathered company is superior to that of state company. ( 3 ) in the protective industries, the degree of equity d oes n ' t influence the performance, state - owned stocks play a leading role, there is a negative relation between the proportion of its stocks and croa, but there is n ' t a remarkable negative relation between the proportion of its stocks and roe ; in non - protective industries, the performance of equity - scattered company is superior to that of equity - gathered company, and the proportion of corporation stocks rise, the influence of proportion on corporate performance depends on its owned stocks. finally, it gives some reasonable suggestions and discusses the limits of research

    由於在我國特殊的股權結構下，公司治理對投資者缺乏保護，實證結果表現為： （ 1 ）國家股股東持股比例與公司績效存在負向關系；流通股股東持股比例與公司績效之間不存在顯著的關系；法人股股東在公司治理中的作用依持股水平而定； （ 2 ）股權分散公司的績效優于股權集中公司，法人集中公司的績效優于國有集中公司； （ 3 ）在保護性行業，股權集中程度對績效的影響不顯著，國家股佔主導地位，其持股比例與績效指標croa存在負向關系，與績效指標roe存在不顯著負向關系；在非保護性行業，股權分散公司的績效優于股權集中公司，法人股比例上升，其持股比例對公司績效的影響依持股水平而定。最後，提出相應的政策建議並討論了研究的局限性。
  11. Part three is hrm environmental analysis, its main purpose is to make all managers establish crisis consciousness in their minds. part four is constructing 3p - o model for hrm, based on integration within science, system, human, rule, including position management, mbo, performance management system, pay design & management. part five, the author provides the principles, the conditions, as well as the operating mechanism of 3p - o model practices

    第四部分「東宇集團人力資源管理3p - o模式構建」 ，提出了適合中小企業特點的人力資源管理3p - o模式，即以科學化、規范化、本土化、人性化融合為指導原則，把現代人力資源管理實踐活動中最能影響員工績效的四大核心技術? ?職位管理、目標管理、績效管理與薪酬管理動態整合起來，形成了一套較為完善的能使各級主管照著做的標準式樣。
  12. The main results indicate that the levels of executive pay are largely driven by firm size, not by firm performance, and equity - based compensation does not necessarily motivate managers to maximize shareholders ' wealth and improve firm performance, and moreover, the boards works inefficiently in designing compensation contracts for top managers

    主要結論表明香港上市公司的管理效用的水平主要由公司規模決定，而非公司的市場業績；同時以股份為工具的補償機制也不能有效促進管理層對小股東的利益和公司業績的關注，董事會也未能有效制訂對高級經理層的補償獎勵合約。
  13. The main results were showed as follows : 1 factors of pay structure included pay for knowledge - performance, pay for job, and pay for year - in - company and pay for organizational effectiveness

    研究結果基本上與原構思相符，但也有出入，主要結論如下： 1企業工資結構包括了技能-績效工資結構、崗位工資結構、資歷工資結構及效益工資結構。
  14. 2 pay for knowledge - performance, pay for organizational performance and company effectiveness had significant influence. pay for job, pay for year - in - company and company effectiveness had insignificant influence. however, four factors of pay structure influenced company effectiveness directly

    2企業工資結構中，資歷工資、崗位工資結構與組織績效無顯著相關，而技能-績效工資結構與效益工資結構與組織績效顯著相關，但四種工資結構分別能預測組織績效的幾個指標。
  15. Performance pay disputes must be resolved by utilizing the company performance pay dispute resolution procedure

    績效考核調薪的決定有爭議時，應運用公司績效考核調薪爭議處理程序辦理
  16. 2 or even 3 pay points depending on performance pay ranges tend to be much wider and overlap more than traditional fixed pay scales

    薪酬幅度內的薪階遠比傳統的固定薪級為闊，各個薪酬幅度彼此重疊的情況也較多
  17. Should there be a major overhaul of the civil service pay policy and system, putting more emphasis on performance - pay, clean wage policy i. e. paying all cash wages in lieu of allowances, housing and medical benefits, etc

    公務員薪酬政策及制度應否徹底改變，變為更重薪效掛薪酬以凈工資計算即以現金取代房屋醫療等各項津貼
  18. Should there be a major overhaul of the civil service pay policy and system, should more emphasis be put on performance - pay, clean wage policy i. e. paying all cash wages in lieu of allowances, housing and medical benefits, etc

    公務員薪酬政策及制度應否徹底改變，變為更重薪效掛薪酬以凈工資計算即以現金取代房屋醫療等各項津貼
  19. Team based performance pay, which is less common and is typically associated with meeting performance targets, or completing a particular task or project

    較少採用，一般要求工作團隊實現既定的績效目標或完成某一任務或項目。
  20. Team based performance pay, which is less common and typically associated with achieving set performance targets, or completing a particular task or project

    較少採用，一般要求工作團隊實現既定的績效目標或完成某一任務或項目。
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