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the level of compensation
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  保障水平
     The level of compensation not only is the important standard that indicates, how much does the basic old-age insurance realize its function of society insurance, but also has great influence on finance situation of the fund for old-age insurance.
     保障水平不但是养老保险实现其社会保险功能的重要标准,而且还会对养老保险基金的财务状况产生极大影响。
短句来源
     Therefore, the author led off the level of compensation, at the base of analysis of the West theory of social security and Chinese scholars' correlative research, bring forward the viewpoint that China town basic old-age insurance can but provide the basic standard of living, and during the process of fix the basic standard of living, we must consider many factors, and take the midpoint of the line of minimum living standard guarantee and average live level as the benchmark.
     因此,本文以城镇基本养老保险的保障水平为切入点,在对西方社会保障经济理论的演变及我国学者的相关研究进行评析的基础上,提出我国城镇基本养老保险应只保障退休人员的基本生活水平,而基本生活水平的确定则应在综合考虑多种因素的基础上,以当地的最低生活保障线和平均生活水平之间的中点为标准上下调整。
短句来源
  “the level of compensation”译为未确定词的双语例句
     On the one hand, regard to overseas company' s manager, the level of compensation incentive is low, the means and method of incentive is unique, result in disappointment, and decreases manage level and utility.
     一方面,境外企业经理的薪酬激励水平低,激励的手段和方式比较单一,造成经理的失落感,降低了经营的水平和效益; 另一方面,对境外企业的经理存在“过弱”和“过死”两种极端的监督激励,同样造成了经营管理的失败。
短句来源
     A set of scientific compensation management method is the key factor to keep, motivate employees and further to maintain the competitive ability of the organizations. The aim of the thesis is to discuss and put forward a compensation management model suit to the situation of research enterprise in order to improve the level of compensation management and promote the employees enthusiasm.
     一套科学的薪酬管理方法是企业留用员工和提高其积极性与主动性,并进而保持组织竞争力的关键因素,因此本文的目的是通过研究提出适合于所研究企业状况的薪酬管理模型,从而提高企业的薪酬管理水平,促进员工积极性的发挥。
短句来源
     According to the investigation,in Wuhan IT enterprises there are many problems which include that the human resource management departments cannot position accurately,the work of human resource management does not form a system,the target system of performance assessment is not scientific and the level of compensation is universally low.
     据调查,武汉市IT企业存在着人力资源管理部门定位不准、人力资源管理工作没有形成一个系统、绩效考评指标体系不科学、薪酬水平普遍较低等问题。
短句来源
  相似匹配句对
     The level of E.
     为探明接种E.
短句来源
     The level of ACTh.
     故尚难肯定,这也说明了以A症、征的复杂性。
短句来源
     On the Level of Intelligence
     论智能的级——向二级智能进军!
短句来源
     level tests;
     企业信息化水平测评的研究。
短句来源
     level and advanced;
     层次性和先进性的辩证统一;
短句来源
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  the level of compensation
The level of compensation offered in the contingent valuation scenario also is found to influence a respondent's risk perception.
      
The level of compensation for blue-collar workers also rose in the 1991-2006 period.
      
because of low mobility, the outcome depends on the level of compensation performed on defended plants.
      
In situations where herbivores compensate only on defended plants, which could correspond to immobile herbivores, this type of defence can evolve only if the level of compensation is lower than a certain critical value.
      
The level of compensation depends on the circumstances of each case, and there are a number of factors that this potentially brings into play.
      
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According to the investigation,in Wuhan IT enterprises there are many problems which include that the human resource management departments cannot position accurately,the work of human resource management does not form a system,the target system of performance assessment is not scientific and the level of compensation is universally low.These problems result from not only the specialty and difficulty of the IT enterprises' human resource management caused by the traits and demand of intellectual staff,but...

According to the investigation,in Wuhan IT enterprises there are many problems which include that the human resource management departments cannot position accurately,the work of human resource management does not form a system,the target system of performance assessment is not scientific and the level of compensation is universally low.These problems result from not only the specialty and difficulty of the IT enterprises' human resource management caused by the traits and demand of intellectual staff,but also the constrains of the enterprises own conditions and thoughts.Therefore,this passage suggests that Wuhan IT enterprises renovate the sense of human resource management,establish human resource management system,set up critical assessment standards,complete assessment institution,design diversify overall compensation system,develop positive entrepreneur culture and cultivate an excellent team of human resource management to achieve a new level of human resources management.

据调查,武汉市IT企业存在着人力资源管理部门定位不准、人力资源管理工作没有形成一个系统、绩效考评指标体系不科学、薪酬水平普遍较低等问题。这些问题的存在,除了知识员工的特点与需求决定了IT企业人力资源管理的特殊性和难度以外,企业自身条件的限制也导致了人力资源管理的滞后。因此,武汉市IT企业有必要更新人力资源管理观念,建立人力资源管理体系,建立关键考评指标和完善考评制度,建立多元化的全面薪酬体系,建立积极的企业文化,打造优秀的人力资源管理队伍,从而使人力资源管理水平再上一个新的台阶。

Positional compensation is a new system that is being increasingly practiced in higher educational institutions throughout China.It is important to establish a criterion that facilitates scientific,reasonable and standardized implementation of this policy in order to guide,stimulate and regulate faculty performance.This report,based on the situation and practice in School of Preclinical Medical Sciences,Peking University,examines the various aspects of the implementation of this new policy including establishing...

Positional compensation is a new system that is being increasingly practiced in higher educational institutions throughout China.It is important to establish a criterion that facilitates scientific,reasonable and standardized implementation of this policy in order to guide,stimulate and regulate faculty performance.This report,based on the situation and practice in School of Preclinical Medical Sciences,Peking University,examines the various aspects of the implementation of this new policy including establishing scientific and standardized method of determining the level of compensation,setting up a balanced system to judge faculty performance and initiating a democratic surveillance system and a grievance appealing system.Experiences and lessons from these practices are analyzed.

教师岗位津贴制度正在全国高校普遍推行,如何使评定工作科学、合理、规范,更好发挥导向、激励、调节作用,值得认真研究。文章结合北京大学基础医学院的工作实践,从建立和完善科学规范的评定办法、科学合理的综合考核评定指标体系,以及建立民主监督机制和申诉机制等方面,进行了系统深入的研究。

 
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