incentive compensation造句

• The design of incentive compensation system to project team
  项目团队激励性薪酬体系设计
• The study on the team incentive compensation mode
  团队激励薪酬模式研究
• Performance assessment and incentive compensation system of managers of state - owned enterprises
  业绩评价与国有企业经营者报酬制度的激励性
• Finally , the thesis makes the prospects of research on incentive compensation problems of professional executives in china
  最后是作者对薪酬激励问题研究的展望。
• Furthermore , we use these adjusted financial measures to determine awards for our management personnel under our incentive compensation plan
  Ups的总部设在美国乔治亚州的亚特兰大市。
• The article focuses on the incentive compensation of r & d team . based on the study of r & d team character , the research carries on in the way of two allocations
  在深入分析研发团队特性基础之上，本文从激励薪酬的两次分配(团队和个人)角度来展开研究。
• So the incentive compensation for the operator should be established in our country , supporting in theory for the implementation of the operator ' s annual salary system
  经营者年薪制将企业经营者报酬与企业的业绩紧密联系，是一种有效的激励性报酬制度。
• Perhaps recent change in the sales incentive compensation plan has resulted in emphasis in existing accounts or maybe changes in sales territory assignment have caused problems
  可能是近来销售奖金计划的改变导致了现有的业务量分配而引出的问题也有可能是销售区域变化引起的。
• This paper mainly aims to study how to provide the incentive compensation for professional executive in china . firstly , some related theories are introduced to indicate why to do and how to do on the whole
  为了解决这一问题，将如下展开思路：首先为讨论提供有关的理论基础，阐述为什么要进行薪酬激励以及为怎样激励安置一条逻辑主线。
• At texas instruments , strategies for enhancing diversity include an aggressive recruiting plan , diversity training , mentoring , and an incentive compensation program that rewards managers for fostering diversity
  在得州仪器公司，促进多元文化管理的战略包括大胆的招贤行动、多元人才培训、传帮带活动以及对经理们促进多元文化计划进行奖励的鼓励性报酬项目。
• [ size = 4 ] [ b ] at [ / b ] [ / size ] texas instruments , strategies for enhancing diversity include an aggressive recruiting plan , diversity training , mentoring , and an incentive compensation program that rewards managers for fostering diversity
  在得州仪器公司，促进多元文化管理的战略包括大胆的招贤行动、多元人才培训、传帮带活动以及对经理们促进多元文化计划进行奖励的鼓励性报酬项目。
• 3 . knowledge employees " cafeteria compensation factors can be divided in eight catalogues ; they are base pay , short - term incentive compensation , long - term incentive compensation , benefits , accessional pay , career development pay , life quality pay and special holiday pay . 4
  3 、知识型员工的自助式薪酬要素分为八大类：基本工资、短期激励薪酬、长期激励薪酬、福利、附加薪酬、工作发展报酬、生活质量报酬和特殊假期报酬。
• Managerial accounting introduces target costing , how to prepare financial budget , activity - based management , the balanced scorecard and economic value added measures , which coupled with incentive compensation systems have been developed to reflect the strategic requirements of management
  管理会计介绍了目标成本，如准备财务预算、作业成本管理、平衡计分卡和经济增值方法，伴随着奖金系统，已经发展成为反映经营管理战略需要的工具。
• By taking all capital costs into account , eva shows the dollar amount of wealth a business has been created or destroyed in each reporting period . through the implementation of eva - based sfm and incentive compensation system that gives managers superior motivation to create the greatest shareholder wealth
  而且，由于eva反映的是不涉及资本结构情况下公司经营所获得的税后利润，因此避免了航天企业特殊资本结构对公司绩效评价的影响。
• So , under our actual condition , the operator ' s annual salary system is studied which is based on becoming human capital as property rights by gradually quantitative and quantitative analysis on the basis of qualities of relative documents in this paper . the incentive compensation of soe operators is the main issues of the corporate governance
  企业经营者的激励报酬设计问题是世界各国公司治理结构普遍研究的问题，主要包括三个方面：报酬结构、报酬数量和报酬指标，我国还应该考虑报酬对象。
• The operator ' s annual salary system is a kind of incentive compensation mechanism . first of all , the theoretical foundation of the incentive compensation mechanism has been discussed . in this chapter , i resort to the principal - agent theory and the theory of the property rights of human capital , which belong to the theory of the modern corporation
  企业经营者的激励约束问题是现代企业理论的核心内容，本文首先探讨了对经营者进行激励约束机制建设的理论基础，从委托代理理论和人力资本产权理论角度论述了对经营者进行激励约束建设的必要性，为我国国有企业实施经营者年薪制提供理论支持。
• A lot of employees are not satisfied with the compensation system . though they feel more satisfied with the compensation level than that with compensation system , the overall rate of satisfaction are still low , and company does not play a positive role to inspire their employees in compensation aspect . besides , knowledge employees feel most unsatisfied with the long - term incentive compensation , accessional pay as well as the short - term incentive compensation
  4 、知识型员工对薪酬水平、薪酬制度满意度与被激励程度呈显著正相关；对分类薪酬要素的感受程度(除长期激励薪酬外)与其被激励程度呈正相关关系； 5 、多数员工对薪酬制度是较不满意的，虽然薪酬水平的满意度高于薪酬制度的满意度，但总体的满意度很低，企业在薪酬方面对员工的激励是较差的；另外，知识型员工最不满意的前三个分类薪酬要素依次为长期激励薪酬、附加薪酬、短期激励薪酬。
• As an efficient incentive mechanism , the operator ' s annual salary system is the important content and specific form of the operator ' s incentive compensation schemes , which prevail in west enterprises . and it is significant to establish the operator ' s incentive mechanism , arouse the manager ' s motivation and their imitation , and promote the state - owned enterprise ' s reform
  尽管我国在试行经营者年薪制过程中存在许多问题，但它对于建立高层经理人员的激励约束机制，激发国有企业经营者的积极性和主动性，改善国有企业的经营业绩和促进其持续发展等方面都具有重要的现实意义。
• Based on holmstrom ' s model and by the theories of client - agent and games , we design a model named pacemaker to solve free rider problem . it suggests that we allocate heavy bonus to the pacemaker and punish the scapegoat of the team when allocating incentive compensation
  本文在holmstrom模型基础之上，运用委托代理理论和博弈论，设计了一种“业绩标兵”模型，认为重奖内部评选的业绩标兵并且引进“替罪羊”制度以惩罚偷懒者有利于抑制团队内部中的“搭便车”问题。