面对日益竞争激烈的市场，传统的薪酬设计理念显然难于满足朝晖夕阴的市场环境。
In the increasing competitive market, the traditional design idea on the compensation cannot be satisfied to the fluky market environment.
因此，如何引入现代企业管理的理念，结合律师行业特点，设计科学、合理的薪酬体系，对于律师事务所是一个迫在眉睫的问题。
So, a pressing problem for them is how to combine the lawyer industry 's character to introduce the modern business management and make out a scientific and reasonable compensation system.
例如对人本主义理念的强化，对薪酬、晋升和绩效管理措施的改进等。
Humanism, enhancement of salary, promotion and improvement of performance management measures to the corresponding question.
基于人力资本理念的当代薪酬，表现出期望式薪酬和个性化的特征，适宜于大学教师薪酬制度。
The payment system based on the human resources capital theory and the balance between the expected salary and personal achievements, is an ideal way of Chinas university faculty payment reform.
在此基础上，分析了我国公共部门激励机制存在的激励理念落后、绩效评估形式化、薪酬制度滞后化、晋升制度官僚化、缺乏负激励等问题。
Then do a review on our formation of public-sector incentives, and noted that since the founding of new China we have made great achievements in public sector incentives building.
本文从二级设计部门分配方式、设计人员的激励方式和职能管理人员的激励方式三个方面，分析了勘察设计单位树立战略性薪酬管理理念的必要性。
The article analyzes the necessity of setting up a strategic income distribution system from that's for secondary sector, for design staff, and for administrative staff.
本文从二级设计部门分配方式、设计人员的激励方式和职能管理人员的激励方式三个方面，分析了勘察设计单位树立战略性薪酬管理理念的必要性。
The article analyzes the necessity of setting up a strategic income distribution system from that's for secondary sector, for design staff, and for administrative staff.
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