薪酬模式

宽带薪酬模式之效

The Effects Of Salary Mode Of Wide Band

基于改进BP神经网络的胜任力薪酬模式研究

Competency Payment Based on Improved BP Neural Network Model

最后，论述了胜任力模型在GJ公司薪酬模式设计中的应用研究。

Finally , elaborated the competency model in GJ Corporation salary pattern design applied research .

然后，论文就设计院的薪酬模式进行了研究。

Then do the research on compensation mode of design institute .

委托&代理与心理契约交互下的经理薪酬模式研究

Research on Manager Compensation Pattern Based-on Proxy-Agency and Psychology Contract Theories

我国企业销售人员薪酬模式分析

Analysis of Salespersons ' Salary Modes of Enterprises in China

校院两级管理条件下激励性薪酬模式的探讨

Analysis about encouragement salary pattern under two-level management by university and school

发展型行业引入自助式薪酬模式构想

Conceive of Applying the Self-service Model in the Development Profession

还是，应该有更多西方企业采用日本的薪酬模式？

Or should the Japanese pay model be adopted by more western companies ?

高速成长的技术服务型企业宽带薪酬模式设计

Designing Broad Banding Model for Rapid-growing Technical Service Enterprise

通信行业宽带薪酬模式研究

Research on the broadbanding mode in communication industries

团队激励薪酬模式研究

The Study on the Team Incentive Compensation Mode

基于心理契约的浙江省农信联社薪酬模式研究

Research on the Pay Model of Zhejiang Rural Credit Union Based on Psychological Contract

因此，野村抛弃传统薪酬模式是完全正确的。

So , it is absolutely right for Nomura to abandon its traditional pay practices .

传统的薪酬模式存在诸多弊端，宽带薪酬具有多种优势。

Traditional salary model has many disadvantages , and the broad banding has many advantages .

但实践证明，这一薪酬模式并非对所有企业都适用。

However , it is proved that broadbanding does not fit all companies by practical experience .

我国上市公司经营者长期薪酬模式探讨&EVA分红计划

Studies on the Executives ' Long - term Salary Inspiration Model of Publicly Listed Firms in China

第二章讲述了销售人员的薪酬模式及各种激励理论。

The second chapter tells about salary patterns of the sales force and kinds of motivating theories .

高校实行基于绩效的薪酬模式的合理性探讨高校知识型员工的薪酬制度的构建

The Rationality of Performance-Related Pay in Universities Establishment of paying-system for knowledge-based faculty in institutions of higher learning

本文基于这一前提，以我国的软件企业为例，研究了胜任力模型在薪酬模式中的应用。

In this thesis , we take software enterprises in China for instance and research on the application of competence model in compensation scheme .

西方关于薪酬模式的研究主要是以西方的企业文化为背景，因此这种研究范式本身存在一定的局限性。

West on the pay is the main mode of Western corporate culture as the background , this research paradigm itself there are some limitations .

同时，提出了分三步实施多层薪酬模式的途径，以及综合配套措施。

At the same time , the article put forward a 3-step implementation of the multi-layer payment model , as well as a comprehensive package of measures .

由于工作职位、年龄、文化背景对心理契约的影响，以及直接和间接通过心理契约对薪酬模式的影响，使得薪酬内容的需求越来越个性化。

Because of the influence from position , age , education and influence on compensation pattern directly and indirectly , compensation contents become more and more individualized .

提醒人力资源管理部门在运用宽带薪酬模式的同时应当同步设计保障措施以保证宽带工资结构的顺利实施。

Reminded human resources management in using the broadband pay model , design safeguards should also be synchronized to ensure the smooth implementation of broadband salary structure .

考虑到企业家的行为成本、贡献、承担的风险、机会成本等因素，本文拟设置一套最优的企业家薪酬模式。

Considering enterpriser 's behaviour cost , contribution , risk and chance cost , this paper intends to set up a set of superlative enterpriser 's pay pattern .

基于胜任力的薪酬模式抛开了传统的职位和资历观念，给知识型员工带来了更多的发展机会，因此具有更积极的激励作用。

Competence-based pay cast aside the traditional concept of positions and qualifications , bring more development opportunities to knowledge worker , therefore it take on more positive motivation .

在此前提之下，本文旨在研究目前流行的一些高管薪酬模式的机理、应用条件以及它们对公司治理绩效的作用。

Then , the mechanisms and applied conditions of some prevalent compensation patterns for senior executive and the improvement of the performance of corporate governance by them are studied .

企业需要改变传统的薪酬模式，搭建有竞争力的薪酬体系以激励和稳定核心人才成为薪酬改革的战略导向和工作重点。

Enterprises need to retire the typical payroll model , and to build a competitive payroll system to encourage people to become the core , the stability , and work-oriented focus .

本文对委托代理理论、人性理论、激励理论进行了研究，提出了经营者薪酬模式设计的基本框架。

In this paper , the principal-agent theory , the theory of human nature , motivation theory has been studied . Besides , the basic framework of compensation model is proposed .

第二部分在前一部分研究的基础上，从概念、特征、指导思想、原则等详细阐述了激励型薪酬模式。

The second part in the former part of the basis of the study , from the concept , characteristics , guiding ideology , principles and other detailed elaborated the drive type salary model .