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1.
Pay Level Survey Steering Group
薪酬水平调查督导小组
2.
Study on Top Manager s Alary Level and Salary Structure;
高层管理人员薪酬水平和薪酬结构探讨
3.
Pay Level Survey Advisory Committee
薪酬水平调查咨询委员会
4.
An Empirical Investigation of Independent Director Compensation from Jiangsu Pubulic Companies;
江苏上市公司独立董事薪酬水平研究
5.
Empirical Research on the Executive Compensation Level and Structure in Chinese Listed Companies;
我国上市公司高管薪酬水平和结构的实证研究
6.
The Effects of Executive Compensation Level on Firm Merger and Acquisition Activities: An Empirical Study;
高管薪酬水平对企业并购行为影响的实证分析
7.
Salary Level of Japanese Top Managers and the Reason not to Close to the World Level
日本企业高管的薪酬水平及其未向国际高水平靠拢的原因
8.
"Hay Management Consultants (HK) Ltd. [Pay Level Survey, 1986]"
曦士管理顾问(香港)有限公司〔一九八六年薪酬水平调查〕
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167. Civil service pay levels should in principle be broadly comparable to those in the private sector.
167.公务员的薪酬水平,原则上应和私营机构的大致相同。
10.
Set up career paths; match or exceed outside compensation levels
建立职业发展阶梯、提供等同或超过外部薪酬水平的待遇
11.
The Influence of Firm Size on Senior Managers Compensation:An Empirical Study of the Listed Company in China;
上市公司的企业规模对高管薪酬水平影响的实证研究
12.
On Reimbursement Level and Structure Design for Independent Directors;
独立董事报酬水平和薪酬结构设计分析
13.
Empirical Study on the Optimum Incentive Compensation of Top Management in Listed Companies;
上市公司管理层薪酬激励的最优水平实证研究
14.
The Impact of Non-economic Pay and Organization Justice on Pay Satisfaction;
非经济性薪酬和组织公平性对薪酬满意度的影响
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transitional measures in respect of final average remuneration
关于最后平均薪酬的临时措施
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Analyzing the Justice Factors to Make the Salary Management More Effective;
使薪酬管理更有效的公平感因素分析
17.
Study on Employee s Salary Satisfaction Based on Equity Theory;
基于公平理论的员工薪酬满意度研究
18.
"Just,Fair and Open"--Forever Cornerstone of Salary Encouragement;
公平公正公开永远是薪酬激励的基石