骨干员工

同时从预算管理、风险控制的角度指出培训的投资具有较高的收益性和可控性，尤其是根据二八法则，了解骨干员工培训需求必须持续的投入。

Simultaneously , from aspects of budget management and risk control to point out that are high profitable and controllable , especially for the income of investment in key staff according to the80 / 20rule .

骨干员工报酬的效用分析和行为选择

Analysis on Reward Utility of Cadre Employees and Activity Choice

论企业骨干员工的开发与管理

Treat Backbone Staff Taped and Management

该计划是一个覆盖300多名骨干员工、与净利润增长挂钩的十年期股票回报计划。

This is a 10-year core earnings growth-linked stock reward scheme that covers over 300 key employees .

在骨干员工群体中，对敬业度有显著预测作用的是职业发展空间满意度、薪资福利回报满意度以及资源环境满意度。

For instance , for key employee , the significant predictors of satisfaction are professional development and compensation and reward .

作者所在公司在骨干员工管理上存在的问题可作为大多数企业的缩影，同时该公司解决骨干员工管理问题的方案可为大多数企业探索一个可行的解决思路。

The question of backbone staff 's taped and management that author 's company exists can be as the epitome of most enterprises .

其次，针对人力资源管理普遍存在的瓶颈问题即没有有效的激励措施和绩效管理制度探讨了适宜于该公司并可进行进一步推广的骨干员工激励方案和绩效管理方案；

Secondary , backbone staff encouragement scheme and performance management system schemes suitable for this company and can further promptly have been inquired directing against the bottleneck of human resources that exist widely .

该白皮书指出，行业骨干员工每年可以拿到大约25万至35万的薪水，而管理人员则依照等级和职责，每年收入在45万到250万不等。

According to the white paper , the backbone employees can get somewhere between 250000 to 350000 yuan a year , while superintendents receive about 450000 to 2.5 million yuan a year , depending on their levels and responsibilities .

论文最后针对激励需求因素间相互转化、不断提升的情况，提出了激励体系循环改进和阶段性的评估调整的设计展望，为不断提高骨干员工激励体系的科学性提出了设想。

Papers finally give out of periodic assessment and adjustment vision for the incentive system based on the transformation of the incentive demand factors , and gets the scientific ideas for the backbone staff to constantly improve the incentive effect .

与敬业度相关性最高的维度为职业发展空间满意度，与敬业度相关性最低的维度为薪资福利回报满意度。再次，对于骨干员工群体和普通员工群体，满意度不同维度对敬业度的预测作用不相同。

Among all these dimensions , the highest correlation appears between professional development satisfaction and engagement , while the lowest between compensation and reward and engagement . Third , towards general employee and key employee , the predictive effect of job satisfaction to engagement lies in different dimensions .

她绝对是我们出版社最骨干的员工。

And she 's really the backbone of the publication .

作为企业骨干的知识型员工，具备较强的学习知识和创新知识的能力，具有较高专业技术和技能或者具有本行业丰富的从业经验和杰出经营管理才能。

As the backbone of enterprise knowledge workers , they shall possess a strong learning ability and innovation ability , shall possess higher expertise and skills , or have a rich experience of this industry and outstanding business management skills .