remunerate

简明释义

英[rɪˈmjuːnəreɪt]美[rɪˈmjuːnəreɪt]

vt. 酬劳；给与报酬；赔偿

第 三 人 称 单 数 r e m u n e r a t e s

现 在 分 词 r e m u n e r a t i n g

过 去 式 r e m u n e r a t e d

过 去 分 词 r e m u n e r a t e d

英英释义

单词用法

同义词

反义词

例句

1.A stock exchange shall remunerate its employees in accordance with the personnel management regulations described in the preceding paragraph and shall not provide any other remuneration.

证券交易所对人员待遇之支给，除前项人事管理办法所订定者外，不得另立科目支给。

2.A stock exchange shall remunerate its employees in accordance with the personnel management regulations described in the preceding paragraph and shall not provide any other remuneration.

证券交易所对人员待遇之支给，除前项人事管理办法所订定者外，不得另立科目支给。

3.They don't cost anything, they feed themselves, they clean their own cages, pay for their own pills, and remunerate the clinical observer.

不要额外开销，能够自己觅食，自己清理笼子，自己买药吃，给医生们做实验。

4.Add the sand this does not know, however he say if I take you go to have no LIN2 GONG in gram, he will remunerate for me.

加沙这可不知道，不过他说如果我带你去克里无林宫的话他就会给我报酬。

5.End, I found out a to remunerate a big work also by excellent result graduation.

最终，我以优异的成绩毕业并找到了一份报酬丰厚的工作。

6.But Mr Najera Ponce chose a simpler way to remunerate musicians and labels.

但是NajeraPonce先生选择了一种更简单的方法向音乐家和唱片公司支付报酬。

7.The company will remunerate you travelling expenses.

公司将给你报销旅费。

8.I will remunerate you my debt for gratitude.

我要报答我对你的感激之情。

9.The company decided to remunerate its employees with bonuses for their hard work during the project.

公司决定用奖金来报酬员工在项目中的辛勤工作。

10.Freelancers often negotiate how they will be remunerated for their services.

自由职业者通常会谈判他们将如何为服务报酬。

11.It's important for organizations to remunerate volunteers fairly to encourage continued participation.

组织公平地报酬志愿者是很重要的，以鼓励持续参与。

12.The government plans to remunerate healthcare workers for their efforts during the pandemic.

政府计划对医疗工作者在疫情期间的努力进行报酬。

13.She felt that her skills were not being remunerated appropriately in her current job.

她觉得自己在目前的工作中没有得到适当的报酬。

作文

In today's competitive job market, it is essential for employers to understand the importance of how they choose to remunerate their employees. The way in which a company remunerates its workforce can significantly impact employee morale, retention rates, and overall productivity. To remunerate means to compensate someone for their work or services, often through monetary payment but can also include benefits such as health insurance, retirement plans, and bonuses. Therefore, a well-thought-out remuneration strategy is critical for attracting and keeping top talent. One of the primary aspects of an effective remuneration strategy is ensuring that salaries are competitive within the industry. When companies remunerate their employees with salaries that are below market rates, they risk losing talented individuals to competitors who offer better financial incentives. For instance, tech companies often face challenges in retaining software engineers if their pay does not reflect the high demand for skilled workers in that field. Thus, staying informed about industry standards and adjusting salaries accordingly can help organizations remunerate their employees effectively. Moreover, it is important to recognize that remuneration is not solely about the paycheck. Many employees value additional benefits that contribute to their overall quality of life. Companies that remunerate their staff with comprehensive benefits packages—such as flexible working hours, remote work options, and generous vacation policies—tend to foster a more satisfied and loyal workforce. These non-monetary forms of compensation can be just as crucial as salary in creating a positive work environment. Furthermore, performance-based incentives are another way to remunerate employees effectively. By linking pay to performance, companies can motivate their employees to strive for excellence. For example, sales teams often receive commissions based on their sales figures, which encourages them to exceed targets. This approach not only rewards hard work but also aligns the interests of the employees with those of the organization, promoting a culture of achievement. In addition to traditional remuneration methods, there is a growing trend toward offering equity or stock options as part of the compensation package. This allows employees to share in the company's success and can be a powerful motivator. When employees feel invested in the company's future, they are more likely to work diligently towards its goals. Companies that remunerate their employees with equity can cultivate a sense of ownership that drives innovation and commitment. However, it is crucial for employers to communicate clearly about their remuneration policies. Transparency regarding how salaries and benefits are determined can foster trust between employees and management. When employees understand the rationale behind their compensation, they are more likely to feel valued and respected. Additionally, regular reviews of remuneration practices can ensure that they remain fair and equitable for all employees, which is vital for maintaining a positive workplace culture. In conclusion, the way in which organizations remunerate their employees plays a pivotal role in shaping the overall work environment and employee satisfaction. By offering competitive salaries, comprehensive benefits, performance incentives, and equity options, companies can create a compelling remuneration strategy that attracts and retains top talent. Ultimately, a thoughtful approach to remuneration will not only benefit employees but also contribute to the long-term success of the organization. Investing in people through effective remuneration is an investment in the future of the company itself.

在当今竞争激烈的就业市场中，雇主必须理解他们如何选择对员工进行报酬的重要性。公司如何报酬其员工会显著影响员工士气、留任率和整体生产力。报酬意味着为某人的工作或服务提供补偿，通常通过金钱支付，但也可以包括诸如健康保险、退休计划和奖金等福利。因此，经过深思熟虑的薪酬策略对于吸引和留住顶尖人才至关重要。 有效薪酬策略的一个主要方面是确保薪水在行业内具有竞争力。当公司以低于市场标准的薪水报酬其员工时，他们面临着将有才华的个人输给提供更好财务激励的竞争对手的风险。例如，如果科技公司的薪资未能反映该领域对技术工人的高需求，他们常常面临留住软件工程师的挑战。因此，及时了解行业标准并相应调整薪水可以帮助组织有效地报酬其员工。 此外，认识到薪酬不仅仅是关于薪水也很重要。许多员工重视额外的福利，这些福利有助于提高他们的生活质量。那些提供全面福利套餐的公司——例如灵活的工作时间、远程工作选项和慷慨的假期政策——往往能够培养出更满意和忠诚的员工队伍。这些非货币形式的补偿与工资同样重要，有助于创造积极的工作环境。 此外，基于绩效的激励措施是另一种有效的报酬员工的方法。通过将薪酬与绩效挂钩，公司可以激励员工追求卓越。例如，销售团队通常根据他们的销售数字获得佣金，这鼓励他们超越目标。这种方法不仅奖励努力工作，还使员工的利益与组织的利益保持一致，促进成就文化。 除了传统的薪酬方式，现在越来越多的趋势是将股权或股票期权作为薪酬包的一部分。这使员工能够分享公司的成功，并且可以成为强大的激励因素。当员工感到参与公司的未来时，他们更有可能努力工作以实现公司的目标。那些用股权报酬员工的公司能够培养一种推动创新和承诺的归属感。 然而，雇主清晰地传达他们的薪酬政策至关重要。关于薪水和福利如何确定的透明度可以在员工和管理层之间建立信任。当员工理解其补偿背后的理由时，他们更有可能感到被重视和尊重。此外，定期审查薪酬实践可以确保它们对所有员工保持公平和公正，这对维持积极的工作文化至关重要。 总之，组织如何报酬其员工在塑造整体工作环境和员工满意度方面起着关键作用。通过提供具有竞争力的薪水、全面的福利、绩效激励和股权选择，公司可以创建一个引人注目的薪酬策略，从而吸引和留住顶尖人才。最终，深思熟虑的报酬方法不仅会使员工受益，也会为组织的长期成功作出贡献。通过有效的报酬投资于人就是对公司未来的投资。