longevity pay; seniority-based wage

简明释义

按年资增加的工资

英英释义

例句

1.The new policy on seniority-based wage 基于资历的工资 has led to increased morale among the staff.

新的基于资历的工资 seniority-based wage政策提高了员工的士气。

2.Many organizations implement seniority-based wage 基于资历的工资 systems to ensure that long-term employees are compensated fairly.

许多组织实施基于资历的工资 seniority-based wage制度，以确保长期员工得到公平的报酬。

3.After ten years at the firm, she received a significant increase in her longevity pay 长效工资 as a token of appreciation.

在公司工作十年后，她的长效工资 longevity pay得到了显著提高，以示感谢。

4.Employees appreciate the longevity pay 长效工资 as it reflects their commitment to the company.

员工们欣赏长效工资 longevity pay，因为这反映了他们对公司的承诺。

5.The company offers longevity pay 长效工资 to reward employees who have been with them for over five years.

公司提供长效工资 longevity pay来奖励在公司工作超过五年的员工。

作文

In today's competitive job market, various compensation structures are employed by companies to attract and retain talent. One such structure is longevity pay; seniority-based wage, which rewards employees for their length of service within an organization. This system acknowledges the value of experience and loyalty, providing financial incentives for employees to stay longer in their positions. The concept of longevity pay; seniority-based wage is rooted in the belief that seasoned employees contribute significantly to a company's success due to their accumulated knowledge and skills over time.The advantages of longevity pay; seniority-based wage are numerous. Firstly, it fosters employee retention. When workers know that their salary will increase with their tenure, they are more likely to remain with the company rather than seek opportunities elsewhere. This stability can lead to a more experienced workforce, which ultimately benefits the organization. Secondly, longevity pay; seniority-based wage encourages a sense of loyalty and commitment among employees. When individuals feel valued for their long-term contributions, they are more likely to be engaged and motivated in their roles.However, there are also criticisms associated with this compensation model. Some argue that longevity pay; seniority-based wage may lead to complacency among employees. If workers know that their pay will increase simply based on the number of years they have been with the company, they might not strive for higher performance or productivity. This could create a culture where mediocrity is tolerated, as employees may feel secure in their positions regardless of their output.Moreover, longevity pay; seniority-based wage can create disparities within the workforce. Younger employees or those who may bring fresh ideas and perspectives might feel undervalued compared to their more experienced counterparts. This can lead to frustration and potential turnover among high-performing individuals who do not see their efforts reflected in their compensation.To address these concerns, some organizations have begun to implement hybrid compensation models that combine longevity pay; seniority-based wage with performance-based incentives. This approach allows companies to reward employees not only for their tenure but also for their contributions to the organization's goals. By balancing these two elements, businesses can cultivate a motivated workforce while still valuing the experience and loyalty that comes with long service.In conclusion, longevity pay; seniority-based wage plays a significant role in many organizations' compensation strategies. While it offers clear benefits in terms of employee retention and loyalty, it is essential for companies to consider the potential drawbacks. By integrating performance-based incentives into their compensation structures, organizations can create a more dynamic and motivated workforce that values both experience and results. Ultimately, the goal should be to foster an environment where all employees feel appreciated and driven to contribute to the company's success, regardless of their tenure.

在当今竞争激烈的就业市场中，各公司采用多种薪酬结构来吸引和留住人才。其中一种结构是长寿工资；基于资历的工资，它奖励员工在组织内的服务年限。这一制度承认经验和忠诚的重要性，为员工在职位上停留更长时间提供经济激励。长寿工资；基于资历的工资的概念根植于这样的信念：资深员工由于其随着时间累积的知识和技能，对公司的成功贡献重大。长寿工资；基于资历的工资的优势不胜枚举。首先，它促进员工留任。当员工知道他们的薪水会随着工作年限的增加而提高时，他们更有可能留在公司，而不是寻求其他机会。这种稳定性可以导致一个更有经验的劳动力，这最终会使组织受益。其次，长寿工资；基于资历的工资鼓励员工之间的忠诚感和承诺感。当个人觉得自己因长期贡献而受到重视时，他们更可能在自己的角色中保持参与和积极性。然而，这种薪酬模式也受到一些批评。一些人认为，长寿工资；基于资历的工资可能导致员工的自满。如果员工知道他们的薪水将根据在公司的年限而增加，他们可能不会努力提高自己的表现或生产力。这可能造成一种文化，在这种文化中，平庸被容忍，因为员工可能会觉得无论产出如何，他们在职位上都是安全的。此外，长寿工资；基于资历的工资可能在劳动力中造成差距。年轻员工或那些可能带来新想法和视角的人，可能会觉得与更有经验的同事相比，他们的价值被低估。这可能导致沮丧，并可能导致高绩效个体的流失，他们未能看到自己的努力反映在薪酬中。为了应对这些担忧，一些组织开始实施结合了长寿工资；基于资历的工资和基于绩效的激励措施的混合薪酬模型。这种方法使公司能够不仅奖励员工的任期，还奖励他们对组织目标的贡献。通过平衡这两个要素，企业可以培养一支积极进取的劳动力，同时仍然重视长期服务带来的经验和忠诚。总之，长寿工资；基于资历的工资在许多组织的薪酬策略中发挥着重要作用。虽然它在员工留任和忠诚方面提供了明显的好处，但公司必须考虑潜在的缺点。通过将基于绩效的激励纳入薪酬结构，组织可以创造一个更具活力和积极性的劳动力，既重视经验，也重视结果。最终，目标应该是营造一个所有员工都感到被欣赏并积极为公司的成功做出贡献的环境，无论他们的任期如何。