fixed wages中文是什么意思

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中文翻译
造句

固定工资

fixed adj. 1.固定的；确定的，不变的，固执的。 2.【化 ...
wage wage2 vt. 1.实行，进行，作(战等 ...
wages 等进行调整; 工资; 奖金
floating wages; fluctuating wages 浮动工资
accounts wages 应计工资
accrued wages 应付工资; 应计工资; 应计未付工资
advance of wages 提高工资; 预支工资
advance wages 预付工资
amount of wages 工资额
arrears of wages 拖欠工资
arrears wages 拖欠工资
assignment of wages 用工资作担保的借约
auxiliary wages 辅助工资
average wages 平均工资
board wages 〔pl.〕 1.(给仆人等的)膳费折合的津贴；代作工资的膳宿。 2.仅够膳宿的工资。
cash wages 现金工资
ceiling on wages 最高工资
change in wages 工资变动
contract wages 合同工资
corn wages 谷物工资
daily wages 计日工资; 日工资
deduct wages 扣工资
differential wages 差别工资
direct wages 直接工资
dock wages 克扣

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例句与用法

Fix wages and lack of promotion act as a disincentive to employee
工资固定又无晋升机会遏制了雇员的积极性。
Fixed wages and lack of promotion act as a disincentive to employees
工资固定又无晋升机会遏制了雇员的积极性
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
为此,本篇论文主要是根据中小钢铁企业的自身特点,论述了中小钢铁企业的薪酬体系的现状和存在的不足,并结合水城钢铁(集团)公司和南京钢铁联合有限公司两家钢铁企业的薪酬制度,提出了相应的创新思路,即在以留住、激励关键人才为主,以外部招聘员工为辅的思想指导下,认真做好工作分析、岗位评价工作,采取混合政策的市场薪酬水平,同时,在需求层次理论的指导下,根据经营管理人员、一般管理人员、技术人员及操作人员对企业的贡献不同采取了不同的薪酬结构设计,调整了特殊人群的固定工资和浮动工资的比例,对经营管理人员实行年薪制,对技术人员和管理人员实行“双梯制”的职业发展通道,从而确保了薪酬制度的公平性、经济性、激励性,不同程度地鼓励了企业特殊人才的工作积极性和主动性,优化了企业的制度,提高了企业的核心竞争力。