文章就如何打造一支高绩效公司中层管理队伍进行了探讨。
The article discusses how to construct a middle-level management team with high-performance in a company.
一个公司的绩效可以通过其他方式得到改善，而不是通过改变可能是经验上正确的但与顾问利益相反的薪酬体系。
A company's performance can be improved in some other way than by altering its pay system may be empirically correct but contrary to the consultants' interests.
在美国，《2002年萨班斯-奥克斯利法案》已促使大多数上市公司将高管的绩效奖金推迟一年左右发放，略微有助于减少“短期主义”。
In the US, the Sarbanes-Oxley Act of 2002 has pushed most public companies to defer performance bonuses for senior executives by about a year, slightly helping reduce "short-termism".
公司的人力资源本身确实解释了绩效提升的原因，一些公司通过将IT与互补资源，特别是人力资源相结合，获得了IT 相关的优势。
Firms' human resources, in and of themselves, did explain improved performance, and some firms gained IT-related advantages by merging IT with complementary resources, particularly human resources.
在有些公司，在绩效评估上的负面评语是很少见的，所以任何不突出的事情都会引起关注。
At some companies, negative comments on performance reviews are uncommon, so anything that's not glowing is cause for concern.
包括薪水、绩效奖金、一张公司签帐卡、一个公款支付帐户、一辆车和一个更加重要的职位。
It's salary, performance-related bonus, a company charge card, an expense account, a car, and a more responsible position.
他的个人命运和博爱的成就直接地受王安电脑公司的绩效影响：当公司困难的时候，研究所也一样。
His personal fortune and philanthropic efforts were directly affected by Wang Corporation's performance: When the company suffered, so did the Institute.
为了更好的预测收入，公司给广告销售代理布置了任务额度，并对更多员工实行了绩效挂钩。
To better predict revenue, the company implemented quotas for ad-sales representatives and tied the pay of more employees to performance, these people said.
这些高管暗中调高自己的基本工资，大幅抵消了各自的公司绩效奖金的缩水。
The stealth increases in basic pay took much of the sting out of falls in bonuses tied to the performances of their companies.
在上面的例子中，公司总裁应该有保密的绩效和薪酬政策，并直接告诉管理人员他的薪酬将与其他员工的薪酬一起评估。
In the example above, the CEO should have had an airtight performance and compensation policy and simply told the executive that his compensation would be evaluated with everyone else's.
英国性别平等监督机构于本周一称，英国几大金融公司的女职员所获得的奖金和绩效收入比男同事少约80%。
Women in some of Britain's leading financial companies receive around 80 percent less in bonus and performance-linked pay than their male colleagues, the country's equality watchdog said on Monday.
如果安排拥有最佳历史成绩的CEO去执掌绩效最差的企业，这些公司盈利性增强的概率有多大呢？
If you took the CEOs with the best track records and brought them in to run the businesses with the worst performance, how often would those companies become more profitable?
通过对技能信息的收集和串联您可以建立一套标准方法来衡量绩效，而这套方法对于公司里面的每个人都很清晰明了而且一目了然。
By collecting and combining competency information, you can create a standardized approach to performance that's clear and accessible to everyone in the company.
公开交易的电子零售公司将继续将工资与股市绩效挂钩，但继2008年华尔街崩溃之后的复苏阶段，极少公司股票表现良好，。
Publicly traded e-retailing companies continue to link pay with stock market performance—and few companies' shares fared well in the wake of the late 2008 collapse on Wall Street.
绩效表现及薪酬-很多公司经常会延缓执行绩效管理和薪酬程序。
Performance and compensation - Often companies defer putting performance management and compensation processes in place.
举例来说，在老板的收入超过五成与绩效挂钩的公司，其中的36%出现了欺诈行为，相比之下，并未采用这种激励措施的公司中仅有20%报告了欺诈。
Of firms that link more than half of bosses' pay to performance, for example, 36% report frauds, compared with just 20% of firms that use no such incentives.
目前，这些指标和分值，以及公司管理层对在明确截止日期前要达到的既定绩效水平所做的承诺，会定期在报刊杂志上公布。
These are regularly published in the press along with a commitment by OSE management to reach defined performance levels by clearly-defined deadlines.
要认识到，嫉妒是一种强有力的推动力量，许多公司通过绩效奖励来促进销售人员彼此竞争。
Understanding that envy is a powerful motivator, many organizations pit their salespeople against one another for performance rewards.
若投资者与一家公司正式商讨收购案，他们通常会要求该公司提供有关财务与绩效指标的数据。
When investors enter serious takeover talks with a company, they often demand a look at its financials and performance metrics.
即使是央行日本银行的行长白川方明，也承认近零的利率损害了公司绩效。
Even the governor of the Bank of Japan, Masaaki Shirakawa, acknowledges that the country's near-zero interest rates undermine corporate performance.
相反，她坚信利义可以兼顾——“目的性绩效”，公司秉承的座右铭即表达了这一观点。
Instead, she insists both are possible-an idea expressed in the firm's syrupy motto: "Performance with purpose."
一家法律公司Haynesand Boone的Vicki Martin - Odette说这和在纽约的同僚们对管理费和绩效费必须要上交的9%比起来少太多了。
That's much less than the 9% their peers in New York state have to pay on both their management and performance fees, says Vicki Martin-Odette of Haynes and Boone, a law firm.
至少，你应该有就业申请表或简历，公司雇员的报税表，员工可能签署的保险单，和绩效评估表。
Minimally, you should have an Application for Employment form or resume, a W-2, any insurance forms that the employee may have signed, and performance appraisals.
Mustra说：“世行本次有关物流绩效的网络调查问卷是由大型国际物流公司分发到从事贸易业务的一线人员手中的”。
The Bank’s web-based logistics survey was distributed by large international logistics companies to operational staff in the field “handling trade first hand,” says Mustra.
同时，他拒绝向LockheedMartin公司支付6.14亿美元的绩效款，今后将根据相应的具体标准向其付款，在盖茨看来，自吹自擂似的标准已经让纳税人花了不少冤枉钱。
He also withheld $614m in performance payments to Lockheed Martin, tying its future earnings to specific criteria rather than the subjective ones that he believed had stiffed the taxpayer.
Lessons7是绩效相关指标的使用，日本公司采用ROS销售回报率来量测财务绩效，而美国公司持续采用ROI，学者认为强调ROI导致短期关注并对当前利润的进行妥协。
Lesson #7 is the use of the relevant measures of performance. Japanese companies use Return on Sales (ROS) to measure financial performance whereas US companies continue to use ROI.
Lessons7是绩效相关指标的使用，日本公司采用ROS销售回报率来量测财务绩效，而美国公司持续采用ROI，学者认为强调ROI导致短期关注并对当前利润的进行妥协。
Lesson #7 is the use of the relevant measures of performance. Japanese companies use Return on Sales (ROS) to measure financial performance whereas US companies continue to use ROI.
应用推荐