公司薪酬体系的英文

• doc 226kb

• "公司"英文翻译    corporation; incorporation; ...
• "薪"英文翻译    firewood; faggot; fuel salar ...
• "酬"英文翻译    propose a toast; toast pay; ...
• "体系"英文翻译    system; setup; hierarchy
• "团薪酬体系" 英文翻译 :    pdf 165kb
• "薪酬体系" 英文翻译 :    pay for performance; ppt 362kb
• "战略性薪酬体系设计" 英文翻译 :    scsd
• "国际公司薪酬管理制度" 英文翻译 :    word 15
• "专断的薪酬体制" 英文翻译 :    arbitrary pay system
• "绩效管理体系及薪酬分配" 英文翻译 :    rar
• "薪酬" 英文翻译 :    emolument; pay; remuneration
• "公司价值体系" 英文翻译 :    corporate philosophy
• "固体系统公司" 英文翻译 :    solid state systems inc
• "德国体系认证公司" 英文翻译 :    dqs
• "等离子体系统公司" 英文翻译 :    plasma system corp
• "公司绩效考核体系" 英文翻译 :    rar
• "体系" 英文翻译 :    system; setup; hierarchy (system) 思想体系 ideological system; 哲学体系 a system of philosophy; 经济体系 economic setup
• "薪酬；酬劳" 英文翻译 :    remuneration
• "薪酬包" 英文翻译 :    compensation package
• "薪酬表" 英文翻译 :    payroll; scale of emoluments
• "薪酬制" 英文翻译 :    variable-pay programs
• "性薪酬" 英文翻译 :    incentive compensation
• "总薪酬" 英文翻译 :    total compensation
• "薪酬表；薪酬总额" 英文翻译 :    payroll
• "公司价值体系, 公司哲学" 英文翻译 :    corporate philosophy

• I started from the related theories about compensation design , diagnose and analysis the present conditions in df company , and then redesigned the compensation system
  笔者以现代企业薪酬设计的相关理论为指导，诊断和分析了df公司薪酬体系现状，并对df公司薪酬体系进行了再设计。
• In the future work , i will keep on improving my abilities and make my work perfectly . the dissertation contains of four sections : the first section introduces the basic theories about compensation design ; the second section detailed analysis and evaluate the present compensation system in df company ; the third section is redesigned the compensation system ; and the last section is a summary
  本文分为四个部分，第一部分对薪酬设计的相关理论进行了研究；第二部分对df公司薪酬体系的现状进行了详细的分析和评价；第三部分是在相关理论的指导下，结合df公司的实际情况，对薪酬体系进行了再设计；第四部分对设计方案进行总结和评估。
• All the steps of compensation reform in g software company is run after , the compensation system is redesigned according to g software company ' s actual conditions . at first , the problems of original compensation system in g software company is analyzed , especially the problems of the compensation for r & d employees is emphasized ; and then , a new compensation system with several compensation models mixed together is designed out which considering the inspiriting , inner justice and competition outside
  首先,本文通过对g软件公司原有薪酬体系的分析,剖析g软件公司薪酬体系存在的普遍问题,并重点研究了研发人员薪酬体系存在的问题;其次,根据g软件公司的战略发展目标,运用定量分析与定性分析相结合的方法,逐步设计出一套以多种薪酬模式相结合的薪酬方案,该方案综合考虑薪酬的激励性、内部公平性与外部竞争性。
• Based on the compensation management theories and the practical situation of nantong cosco khi ship engineering co . , ltd . ( nacks ) , a new compensation management system is designed for nacks to a attract , maintain and motivate talents . the purpose of compensation management system redesign is to solve the problems that hindered the development of nacks and to speed up the establishment of the chinese and japanese joint capital enterprise . this thesis consists of seven parts
  本文以现代薪酬管理理论为指导,结合南通中远川崎船舶工程有限公司(简称nacks )的实际情况,从人才吸引、维系、激励的角度出发,对nacks公司薪酬体系进行了现状分析和薪酬管理体系设计,目的在于通过薪酬体系的重建,解决当前存在的困扰公司发展的一些问题,从而加快中日合资企业现代企业制度建立和完善的步伐,促进公司的发展。
• Hopefully , this design on the compensation system of chengdu hj company , on the basis of continuous implementation and improvement , can play some guiding role in , and be a practical reference for , small and medium sized developing ventures engaged in compensation management , part of their human resources management
  希望通过成都hj公司薪酬体系的设计，在不断实施和完善的基础上，对发展中的中小企业在人力资源管理中的薪酬管理工作提供一定的指导意义和可供借鉴的实践经验。
• According to the job features of different positions and qualification requirements of different positions , the position evaluation form is designed to evaluate the job values of different positions and the relative values of different positions , which lays good foundation for dirui ' s salary system design
  根据不同岗位的工作特点，结合不同岗位任职资格要求，设计了岗位评价表格，评价不同岗位的工作价值以及不同岗位之间的相对价西安理工大学工商管理硕士( mba )学位论文值，为迪瑞公司薪酬体系设计奠定了基础。
• Through reference the modern manpower resource management theoretical manpower resource program for a company is recruited , trained , effect check and salary reward the analysis of system , the profession characteristics that combine a company ' s again , have made the specific solution according to above problem final method , : perfect and recruit system , set up the a company ' s image of " fine employer " ; establish a company ' s training system , lead into manpower resource development function ; rebuild a company effect examination comment system ; so as self support type salary reward system to reward system for a company ' s salary
  通过借鉴现代人力资源管理理论对a公司的人力资源规划、招聘、培训、绩效考核及薪酬体系的分析，再结合a公司本身的行业特点，最后提出了针对以上问题的具体解决办法，即：完善招聘制度，树立a公司“优良雇主”形象；建立a公司培训体系，引入人力资源开发功能；重建a公司的绩效考评体系；以自助式薪酬体系为a公司薪酬体系。
• But , being the same as other state - owned enterprise , the history burden of jilin communications construction company is very heavy , profit is out of order , financial resources are seriously lack , which result in lower wage and low welfare ' s level , besides , acceleration is slowly . so firewood reward only possess single indemnify function since company center long - term , not exert its effective effect
  本文是在对薪酬体系设计理论的研究基础上,根据现代薪酬体系的目标,通过分析吉林通信建设公司薪酬体系现状,引入了“全面薪酬”管理理念,提出对公司薪酬体系的改进方案,从经济性薪酬和非经济性薪酬两方面入手,对公司的薪酬体系进行再设计。
• Part 1 is the historic survey and related theoretical review of compensation management , in which collective knowledge and command of the condition and evolving tendency of compensation management can be achieved with the summing - up of the development and transformation of typical compensation theories , home and abroad . part 2 deals with compensation management and rules , which mainly introduces the background and operation procedures of compensation management and ordinary forms of compensation rules . part 3 is the redesign of the compensation system of hj company
  本文共分四个部分，依序为：第一部分薪酬管理的历史考察及相关理论述评，通过国内外有代表性的薪酬理论的发展与变革的总结，使之对薪酬管理现状和发展趋势有一个总体的认识与把握；第二部分薪酬管理及薪酬制度，重点介绍薪酬管理的基础知识、操作流程以及常用的薪酬制度形式；第三部分hj公司薪酬体系再设计；第四部分hj公司薪酬体系再设计的评价与总结，对新的薪酬体系的优点、不足做了分析，并对可资借鉴、推广的操作方案提出了自己的看法。
• All in saw , inc . ( state - owned listed companies ) chengdu branch pay system for research , starting from the basic theory of pay , introducing the current pay system with obvious features of original state - owned enterprises after the restructuring for listed companies ; analyzing exposed problems and their causes of the existing pay system in the market economy environment , and to address these issues , in conjunction with development strategies of saw , inc . and chengdu branch , the company conducted a pay system re - design to make it more strategic , fairness and incentive
  本文以saw股份有限公司(国有上市公司) cda公司薪酬体系为研究对象,从薪酬基本理论出发,介绍了该公司随着股份公司改制上市以后,带有明显的原来国有企业特征的薪酬体系现状,剖析了其现行薪酬体系在市场经济运行环境中暴露出的诸多问题及其根源,并针对这些问题,结合股份公司及cda公司的发展战略,对该公司的薪酬体系进行了再设计,使之更加具有战略性、公平性和激励性。