The practice and experience of reform on the performance salary among nursing staff;
我院护理人员绩效工资改革的做法与体会
The annual payment system includes position salary and performance salary.
年薪制由岗位工资和绩效工资组成,岗位工资按月发放;绩效工资经考核后以年度发放。
This article focuses on the statues of salary reforming system,deeply analysizing the issue of the position performance salary system,elaborating the trend of the salary system reform of the enterprise,discussing the new type salary system-the characteristic and intension of the position performance salary.
本文针对企业分配制度改革的现状,深刻分析了岗位技能工资制度存在的主要问题,阐述了企业工资制度改革的发展趋势,探讨了新型工资制度——岗位绩效工资的内涵和特征。
On Incentive Role of Performance Related Pay System in University;
高校实施绩效工资的激励性探讨
Discussion on performance related pay reform of grassroots medical organizations
绩效工资改革下的基层卫生机构薪酬制度构建
An effective mechanism of pay for performance is the key factor for knowledge teams to survive and develop.
其中重点介绍了基于能力的知识团队基本工资的确定,并对与薪酬密切相关的知识团队的绩效工资进行了针对性的设计。
All organizations with their salary structures containing "pay for performance" are confronted with the issue of how to reasonably define the performance of their staff.
薪酬结构中包含绩效工资的组织都面临着如何合理确定员工的工作绩效的问题。
A game analysis on the management of the cost of human resources and merit pay
从人力资源角度对绩效工资实施的博弈分析
Merit Pay Reform in American Public Education——the present and the future of merit pay;
美国公立学校教师工资制度的重大变革——绩效工资实施的现状与前景
System of performance wages was implemented in 2006,July lst in higher schools,which brings enthusiasm of teachers into play.
2006年7月1日起,高校开始推行岗位绩效工资制度。
In such an environment, performance pay has developed, it has been used in many large and medium-sized enterprises, and has achieved very good results.
在绩效薪酬体系的具体设计上主要采用问卷调查法对公司的岗位进行分析,梳理出岗位说明书;运用岗位排序法和要素几点法对岗位进行评价得出岗位等级;运用市场调研和访谈法对同行业4S店的薪酬水平和绩效考核方式进行调查,最终设计出以基本工资和岗位工资为基础,绩效工资为主要内容的绩效薪酬体系,为了不断完善绩效薪酬体系,文中还提出了绩效薪酬体系运行的三大保障措施。
Due to the organizational particularities of the public sector and the contractual barriers derived from the distortion of the governance mechanism in the public sector,the performance pay reform in our county\'s public sector appears more complex and difficult.
公共部门组织运作特殊性和转型期公共部门治理机制扭曲而形成的合约障碍,使得我国公共部门绩效工资改革要远比私营部门复杂和困难。
Deepening Wage System Reform and Establishing the Post-and-performance-based Wage System;
深化工资制度改革 建立岗位绩效工资制
The Implementation of Salary Reform and Job Subsidy for Performance in Institutions;
事业单位工资改革与岗位绩效工资制的实施
Discussion on the Good and Bad of Job Skills Wages and Job Performance Wages;
浅论岗位技能工资和岗位绩效工资的优劣
Overview of the Skill Salary and Performance Salary System of Enterprise;
浅谈企业岗位技能工资与岗位绩效工资
On the Distribution Mode of Post Performance Salary in Coal Mine Enterprises;
煤矿企业岗位绩效工资分配模式研究
The Performance Wage System of Investment Banking Headquarters of NS Securities;
NS证券公司投资银行总部的绩效工资制度
A game analysis on the management of the cost of human resources and merit pay
从人力资源角度对绩效工资实施的博弈分析
Effect Study of Performance Salary Allocation Mode of Clinical Department in Hospital
医院临床科室绩效工资分配模式对科室绩效的影响研究
Performance wage refers to the wage and bonus connected with the enterprise’s performance.
其绩效工资主要是由企业工资、标准奖金与企业效益挂钩。
The Study of Position-Performance Pay Systems of Shanxi Branch China Aluminium Company;
中铝山西分公司岗位绩效工资制度优化研究
On the performance system of job subsidy and its management at college;
高校岗位绩效工资制探析及其管理实践
Discussion on Internal Achivement Salary System in Enterprise;
企业内部岗位绩效工资制度的研究探讨
The Study on the Investment of Financial Derivatives Instrument and the Performance of Institutional Investors
金融衍生工具投资与机构投资者绩效
Trade Unions Achievement in the Industrial Relations Governance in Private Enterprises;
私营企业劳资关系治理中的工会绩效
Research on the Performance Evaluation of Culture Information Resources Sharing Project
文化信息资源共享工程绩效评价研究
A Study on the Relationship among High Performance Work System, Intellectual Capital and Firm Performance
高绩效工作系统、智力资本与企业绩效关系之研究
An Empirical and Comparative Research on the Performance of the Northeast Old Industrial Base of China in Using FDI
东北老工业基地外资利用绩效的实证比较研究
Research on the Relationship among Human Resource Flexibility, Organizational Commitment and Job Performance;
人力资源弹性、组织承诺与工作绩效的关系研究