| 1. | Brief introduction to establishing a proper salary and reward structure for operators
浅谈合理确定经营者薪酬结构 |
| 2. | Gender differences of the competitive reward structure and the valence of outcome on children ' s achievement attributions
奖赏结构与结果效价对男女儿童成就归因的影响 |
| 3. | Function is similar to the one from the original example , but the reward structure is different and the loop is actually simplified
函数与最初示例中的相似，但“奖赏”的结构有所不同，而且循环实际上也进行了简化。 |
| 4. | This committee also calls upon hong kong baptist university to allow the two staff who were fired for not agreeing to participate in the new pay and reward structure to be reinstated immediately
本委员会亦呼吁香港浸会大学让两位因不同意加入新制而被解雇的职员立刻复职。 |
| 5. | The scientific community ' s reward structures , excessively focused on papers and patents , need to encourage efforts touse science to generate tangible benefits ? not least in alleviatingpoverty and its impacts
科学界的赏罚机制过多地集中在论文和专利上，需要投入更多的努力让科学产生实在的效益，最重要的就是减轻贫困及其带来的影响。 |
| 6. | Part two analyses the two factors of influencing the self - efficacy of the learning handicapped students from the school education , which are the competitive reward structure and the non - equal teacher - student interaction mechanism
第二部分，从学校教育角度分析了影响学习困难学生自我效能感发展的两大因素，即竞争奖赏结构和不平等的师生互动机制。 |
| 7. | The problem which the unit exposes such as the low level of the reward to entrepreneurs and unreasonableness of the reward structure shows that the reward incentive mechanism to the entrepreneurs of the state - owned enterprise is unhealthy
但试点中暴露出的如企业家报酬水平低，报酬结构不合理等问题，说明现有的对国有企业企业家报酬激励机制还不健全。 |
| 8. | Existing reward system investigation and analysis - reward structure analysis - salary design on each job and executive departments - bonus allocation project design - salary design for special teams job importance analysis - job levels analysis and layout - salary levels partition and confirmation
现有薪酬体系调查与分析-薪酬结构分析-各岗位及职能部门薪酬方案设计-奖金分配方案设计-特殊团队的薪酬设计 |
| 9. | Apart from participating in professional affiliations and community service such as the hong kong institute of human resources management , hong kong employment development services , hong kong people management association , hong kong psychological society and heep hong society , dr . chiu has been actively involved in the review of the university s pay and reward structure for staff , medical review as well as academic and non - teaching staff performance management process
他又热衷从事专业及社会服务，包括支持香港人力资源管理学会、香港职业发展服务处、香港人才管理协会、香港心理学会和协康会的事务，并积极参与大学薪酬架构检讨、医疗福利检讨和教职员职效表现制度检讨等工作。 |
| 10. | The three main conclusions are drawn : ( i ) by choosing 19 financial indexes , this paper makes a demonstrative analysis of the annals data of the listed companies in henan province in 2004 via factor analysis method , and finds out five principle factors which have important modifying effect on the evaluation of achievements of the listed companies . they are profit factor which represents the reward structure of the listed companies , the gained profit factor which represents the profitability of the companies , the debt service factor which represents solvency of the company , the management factor which represents the managed capacity of the companies and the development factor which represents the capacity for development . each principle factor multiplying its corresponding variance contribute rate get the synthesis score of each company respectively , consequently this paper makes an comprehensive evaluation of each company
主要得出以下三个结论: (一) 、选取19个财务指标,用因子分析法对2004年河南省上市公司年报数据进行实证分析,找出对上市公司业绩评价有重要影响的五个主因子,分别是代表上市公司利润构成的利润因子、代表公司获利能力的获利因子、代表公司偿债能力的偿债因子、代表公司经营能力的经营因子和代表公司发展能力的发展因子,综合各个主因子得分乘以他们相应的方差贡献率,得到各个公司的综合得分,从而对各个公司的优劣作出一个综合评价。 |
