1) Rewards allocation
奖酬分配
2) pay distribution
薪酬分配
1.
It also makes analyses on how to attract and retain talent from the design of pay distribution system of state-owned enterprises.
对如何吸引人才、留住人才,在制定和设计国有企业的薪酬分配制度和体系方面做了分析和探讨。
2.
Combined the demands of the new health reform and the self-development of the fourth hospital of Shijiazhuang, a system which concludes the performance inspection and the pay distribution proposal is established to solve the problem of efficiency and justice in public hospital.
目的本研究结合2008年国家颁布的新医改政策中关于公共卫生机构要加强和完善内部管理,建立以服务质量为核心、以岗位责任与绩效为基础的考核和激励制度的要求,以及医院自身发展的需要,制定出石家庄市第四医院的绩效考核及薪酬分配体系,为解决当前公立医院面临的实现效率与公平的平衡发展上起到重要的作用。
3.
Pay distribution research is relatively scarce in the compensation literature, yet pay distributions are viewed as critically important by organizational decision makers.
尽管薪酬分配被组织决策者视为至关重要的问题,但在已有的文献中关于薪酬分配的研究相对较少,而且对于薪酬分配是应该采用相对平均的扁平化模式还是采用像高尔夫球比赛奖金那样有层次且连续增加,目前尚未形成一致的看法。
3) salary distribution
薪酬分配
1.
This paper introduces the characteristics of logistic human resource of university, analyzes the problems existing in performance evaluation and salary distribution of university logistic enterprise, and advances some operation methods for perfecting the performance evaluation mechanism and salary distribution mechanism.
介绍了高校后勤人力资源的特点,分析了当前高校后勤企业绩效考核与薪酬分配存在的问题,并提出完善绩效考核机制及薪酬分配机制的操作办法。
2.
The salary distribution system link up with the performance of employees,the advancement of salary distribution shows humanistic benevolence.
安利公司销售人员的激励制度体现了企业薪酬管理中的公平理论在实践中的成功应用:薪酬分配与员工绩效挂钩,薪酬分配制度的超越性,薪酬分配制度设计体现出的人文关怀,领导奖金等制度的建立,值得其他企业学习和借鉴。
3.
The status and existing problems of salary distribution system in prefectural and municipal oil products sales company of SINOPC were analyzed.
分析了中国石化股份公司地市级公司薪酬分配的状况和存在的问题,对薪酬机制改革进行了探索实践,建立了全员联量薪酬分配体系和多渠道、分层次全员薪酬考核体系,收到了良好效果。
4) wage allocation
新酬分配
5) bonus and salary
奖酬
1.
The application of hays systematic law in bonus and salary management of enterprises;
“海氏系统法”在企业奖酬管理实践中的应用
6) bonus allocation
奖金分配
1.
Objective In order to enhance labor intensity, technical content and risk coefficient in bonus allocation, the method of measured workload was used to adjust bonus allocation for clinical nurses.
目的为使奖金分配更好地体现劳动强度、技术含量和风险系数,应用工作量量化法调整临床护士奖金分配。
补充资料：奖酬
奖酬：通过评价、鉴定职工的工作表现及其成果，并给予相应的报酬和奖励，来达到激励职工积极性的目的。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条