| 1. | " the wage issue partly helped us accelerate salary adjustments in china , " gu said
说： “工资事件是调薪速度加快的其中一个原因。 |
| 2. | After salary adjustment , the new salary criterion will become effective at apr . 1st , 07 '
工资调整后，新的工资标准执行时间为2007年4月1日。 |
| 3. | “ the wage issue partly helped us accelerate salary adjustments in china , ” gu said . “ but the main purpose is to let our local employees share the prosperity of mcdonald ' s business
George gu说： “工资事件是调薪速度加快的其中一个原因。但主要目的是让员工们分享麦当劳的经营成果。 ” |
| 4. | Exceptional salary adjustment can break through the criterion of 3 % for the conditions of work position is very important / the position with important accountabilities / the employee whose job behaviour is excellent
对于工作岗位重要、工作责任很重，工作表现优秀的可以突破3的增资标准增加工资，但要从严掌握。 |
| 5. | Only data on salary adjustments and additional payments relating to the survey period and additional payments for the 12 months before the survey period reported belatedly are included in the calculation of the pay trend indicators
只有调查期内的薪金调整及额外酬金数据，以及调查期前12个月迟报的额外酬金数据，才 |
| 6. | Its goal is to free personnel staff from the chores of salary adjustment . in the meantime , with the help of sidss , numerous mistakes caused by human factors can be avoided and thus salary management can be standardized
其目的是将各单位的人事部门从繁琐的工资调整工作中解放出来，同时也大大避免了许多人为造成的错误，使工资管理规范化。 |
| 7. | Through elimination of the last one , position adjustment , salary adjustment can organize goal change each worker own need , combine the interests of enterprises with worker ' s personal need ingeniously , make people work hard actively , voluntarily
通过末位淘汰、职位调整、薪酬调整，可以把组织目标变成每个员工自己的需要，把企业的利益与满足员工个人的需要巧妙地结合起来，使人们积极地、自觉自愿地努力工作。 |
| 8. | The article thinks : in term of expecting the theory in the performance goal - setting link , put forward goal should concrete , degree of difficulty proper , what staff accept principle and view ; in performance manage implement link should go on constant performance link up ; in performance assess link disappearance and fairness issue of degree research to come assessing separately , comprehension and fairness that should guarantee to be assessed ; in encourage link understand staffs behavior from elimination of the last one , position adjustment and the salary adjustment
文章认为:绩效目标设定环节中从期望理论的角度，提出了目标应当是具体的、难度适当的、被员工所接受的等原则和观点;绩效管理实施环节中，应该进行持续不断地绩效沟通;绩效评估环节中分别从评估维度的缺失和公平性问题来展开研究，应保证评估的全面性和公平性;正负激励环节中从末位淘汰与职位调整以及薪酬调整的视角解读员工行为。 |
