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1·Introduce the concept of Pay for Performance and how this is linked with Salary Administration.

引入“根据绩效支付薪酬”的观念并且如何与薪资管理建立联系。

2·The idea of Pay for Performance (PFP) was raised at the beginning of the 21st century, and was practiced in the US and the United Kingdom.

按绩效付费(pfp)机制于21世纪初被提出，并在美国和英围开始实践。

3·In these situations, pay for performance can often seem unfair and arbitrary, and the result can demotivate, rather than motivate, employees.

在这种情况下，根据业绩支付薪酬经常显得不公平而随意，结果反而会打消员工的积极性，而不是激励他们。

4·All organizations with their salary structures containing pay for performance are confronted with the issue of how to reasonably define the performance of their staff.

薪酬结构中包含绩效工资的组织都面临着如何合理确定员工的工作绩效的问题。

5·Based on a basic principal-agency model, the article Analyses the trade-off between pay for performance and promotion based incentive contract, and also points out the topics for future research.

本文采用人事经济学的分析方法，以一个基本的委托代理模型为基础，研究在人力资源管理中绩效激励和晋升激励的契约特征及其局限性，探讨激励契约的发展趋势。

6·Propose how you can work remotely and offer, if necessary, to take a pay cut for that period (and that period only) if performance isn't up to par upon returning.

提出你能如何地远程工作。如果必要的话，提出如果回来后表现不如以往的话，离开期间(仅此期间)的薪水可以削减。

7·For instance, when a game is directly tied to performance and pay, there is the danger of the game no longer being fun or helpful.

举个例子来说，如果一个游戏直接跟业绩和报酬绑定，游戏就有失去本来的娱乐和帮助作用的风险。

8·But the advertisers largely pay us on a performance bases. They're only paying us for particular action or result that they want.

但广告商大多是按照表现，付钱给我们的，他们看到自己想要的，作用或结果才会付钱给我们。

9·When meeting with your manager, make a case for why you deserve a bump in pay, based on your performance, not personal needs.

去找经理协商的时候，将你的业绩列成实例来说明你为什么值得加薪，而不要从你的需求方面来说。

10·Models can bind to any orm framework you like, but if you don't use one at all, you don't pay a price for using one in terms of memory usage and performance.

模型可以绑定任何你想要的ORM框架，但是如果你不需要的话，你也不比为非要使用一个而付出内存和性能的开销。