fixed wages中文是什么意思

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中文翻譯
造句

固定工資

fixed adj. 1.固定的；確定的，不變的，固執的。 2.【化 ...
wage wage2 vt. 1.實行，進行，作(戰等 ...
wages 等進行調整; 工資; 獎金
floating wages; fluctuating wages 浮動工資
accounts wages 應計工資
accrued wages 應付工資; 應計工資; 應計未付工資
advance of wages 提高工資; 預支工資
advance wages 預付工資
amount of wages 工資額
arrears of wages 拖欠工資
arrears wages 拖欠工資
assignment of wages 用工資作擔保的借約
auxiliary wages 輔助工資
average wages 平均工資
board wages 〔pl.〕 1.(給仆人等的)膳費折合的津貼；代作工資的膳宿。 2.僅夠膳宿的工資。
cash wages 現金工資
ceiling on wages 最高工資
change in wages 工資變動
contract wages 合同工資
corn wages 谷物工資
daily wages 計日工資; 日工資
deduct wages 扣工資
differential wages 差別工資
direct wages 直接工資
dock wages 克扣

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例句與用法

Fix wages and lack of promotion act as a disincentive to employee
工資固定又無晉升機會遏制了雇員的積極性。
Fixed wages and lack of promotion act as a disincentive to employees
工資固定又無晉升機會遏制了雇員的積極性
So , this paper that is based on the their own characteristics and their status , discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise , and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co . , ltd . in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply , we should do seriously the job analyze and post appraisal , and adopt the market pay level which is the hybrid policy . in the additions , in the guidance of the hierarchy of the need theory , takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise , adjusts the ratios of fixed wages and variable wages , uses the annual salary system for the executive , implementing the dual ladders to the managers and the technicians
為此,本篇論文主要是根據中小鋼鐵企業的自身特點,論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足,并結合水城鋼鐵(集團)公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度,提出了相應的創新思路,即在以留住、激勵關鍵人才為主,以外部招聘員工為輔的思想指導下,認真做好工作分析、崗位評價工作,采取混合政策的市場薪酬水平,同時,在需求層次理論的指導下,根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同采取了不同的薪酬結構設計,調整了特殊人群的固定工資和浮動工資的比例,對經營管理人員實行年薪制,對技術人員和管理人員實行“雙梯制”的職業發展通道,從而確保了薪酬制度的公平性、經濟性、激勵性,不同程度地鼓勵了企業特殊人才的工作積極性和主動性,優化了企業的制度,提高了企業的核心競爭力。