薪酬管理毕业论文外文翻译资料.docx

薪酬管理毕业论文外文翻译资料.docx

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薪酬管理毕业论文外文翻译资料

薪酬管理毕业论文外文翻译资料

篇一：

薪酬管理体系中英文对照外文翻译文献

中英文对照外文翻译

（文档含英文原文和中文翻译）

Enterprisessalarysystemdesignand

performanceevaluation

Abstract

Anyeffectivewayofmanagementmustrelyonabasis:

people,allthestaffofenterprises.Compensationsystemasanimportantaspectofenterprisemanagementsystem,foranenterprisetoattract,retainandmotivateemployeeshaveasignificantimpact,attract,retainandmotivatekeytalent,hasbecomethecoreoftheenterpriserecognizedgoal.Thecompensationsystemdesignisnotonlyaneffectivewaytorealizethecoreobjective,isalsoanimportantcontentofmodernenterprisedevelopment.

Keywords:

salarysystemandequityincentive,seniorexecutives,design

1Introduction

Humancapitaltotheenterprisewealthmaximization,thegreatestdegreeofretainingkeytalent,attractpotentialtalent,thebasicprincipalsandsuccessfulisperfectcompetitivecompensationsystem.WiththeconceptofhumancapitalismoreandmorepeopleHeart,attract,retainandmotivatekeytalent,hasbecomethecoreofenterprisedeterminetarget,compensationsystemforenterprisesAnimportantaspectofthesystem,toattracttalentsplayanimportantrole.Compensationsystemdesignisaneffectivewaytorealityisthecoreobjective,butalsoanimportantcontentofthedevelopmentoftheenterprisetomodernization,sotheheightweightbyenterprisesDependingonthe.

2Literaturereview

Earlyinthetraditionalcompensationphase,theemployersalwaysminimizeworkerstocutcostsasmuchaspossible,andthroughthismethodmaketheLaborofworkershavetoworkharderinordertogetpaidenoughtomakealiving.William.First,Quesnay’sminimumwagetheoryisthatwagesandothercommodities,thereisanaturalvalue,namelymaintainstaffminimumstandardoflivinglifeinformationvalue，theminimumwageforworkersdoesnotdependontheenterpriseortheemployerssubjectivedesire,buttheresultofthecompetitioninthemarket.TheclassicaleconomistsMullerbelievedthatcertainconditions,thetotalcapitalintheenterprisesalarydependsonthelaborforceandforthepurchaseoflaborrelationshipbetweencapitalandothercapital;Forthepaymentofcapitalwagefundisdifficulttochangeintheshortterm.Wagesfundquantitydependsontwofactors:

oneisaworker,directlyorindirectly,intheproductionofproductsandservicesproductionefficiency;theotheroneisintheprocessofproductionofthesegoodsdirectlyorindirectlyemploylaborquantity.Withthedevelopmentofera,thesimpleformsofemploymenthavealreadycantsatisfythedemandoftheworkers,sosomeintereststoshareviewswasputforwardtomotivateworkers.

Onthisbasis,theGanttinventedthecompletetasksrewardedsystemtoperfecttheincentivemeasures.RepresentedbyAmerican

economistBecker’stheoryofhumancapitalschoolofthoughtarguesthathumancapitalisdeterminedbythehumancapitalinvestment,ispresentinthehumanbodytothecontentofknowledge,skills,etc.MartinWeizmannshareofeconomictheorythatwagesshouldbelinkedtocorporateprofits.Increaseinprofits,employeewagesfund,increasedprofits,andemployeewagesfund.Betweenenterprisesandemployeesisthekeyofthelaborcontractisnotinafixedwageofhowmany,butinthedivisionoflaborbothsidesshareproportion.Inmoderncompensationphase,thecontentsofthecompensationhasbeenchanged,increasedalotofdifferentcompensationmodels,andmoreandmorepayattentiontoemployeespersonalfeelingsanddevelopment,employeescanevenaccordingtoindividualconditionchoosedifferentsalaryportfoliomodel.Employeescanbepaidoffonsurfaceofthematerialandspiritual.

3Paysystemoverview

Inthepastthetraditionalpaysystem,usuallyarebusinessownersvalueorientationastheguidetocarryonthedesign.Withthecontinuousdevelopmentoftheoverallmarketenvironment,inthemodernenterprisemanagementconcepthasalsochanged.Theyareawareoftheestablishedcompensationsystemshouldadapttotheemployeebenefitasastartingpoint,theself-interestpursuitandemployeedemandtogether,toestablishasetofenterprisesandemployeestomaximizetheinterestsofthetwo-way,soastoachievewin-winsituation.Sincethe90s,thewestern

developedeconomiesintheenterpriseownersandmanagerstrytochangethetraditionalformofcompensation,relocationcompensationsystem,theimportanceofalsoconstantlytrytoinnovatesalarysystemofdesignanddiversification.

Performancepaysystemisestablishedinaccordancewiththeenterpriseorganizationstructurebasedontheresultsoftheindividualorteamperformanceappraisalforsalarydistributionsystem.Totalcompensationisgenerallyassociatedwithindividualorteamperformance.Nowtheenterprisemodelisusedtocombineindividualperformanceandteamperformance.Atthesametimewillbelongtermincentiveandshort-termincentiveflexiblemodel.Inthiskindofpaystructure,containsavarietyofformsofperformancepay.

Skill-basedpaysystemonthebasisofemployeesskilldetermineemployeewageslevel,andtotheimprovementofskillsastheiremployeesprogresscriteria.Thecompensationmodelcanencourageemployeestocontinuouslylearnnewknowledge,tokeepupwithTheTimes,istheindustryleader,whentechnologyandequipmentupgradestothefastestresponsetimetocompletethechange,andishelpfultoformthelearningcorporateculture.Ifforflatorganizationstructure,managementjobsandopportunitiesforadvancementareless,thecompensationsystemcanbeveryskillfulprofessionalstomakeupforintermsofcompensation.Butwithtechnicalcompensationsystemwiththe

篇二：

薪酬外文文献

毕业论文材料：

英文文献及译文

课题名称：

薪酬体系

专业工商管理

学生姓名

班级B工商072

学号

指导教师

专业系主任

完成日期二零一一年三月

TheChangingPatternofPayandBenefits

Tudor,ThomasR,Trumble,RobertR

JournalofCompensationBenefits/May/2008

Today,manycompaniesstillbasetheirrewardsystemsonthe1950scompensationmodelmadepopularduringthebriefperiodwhenU.S.companiesdominatedtheworld.Withtodaysincreasinglycompetitiveenvironment,however,companiesmustlookmorecloselyatthecost-benefitofrewards,insteadofjustusingtheminanattempttoreduceemployeedissatisfaction.Companiesmustprovideshort-termmotivationandencourageemployeestodeveloplong-termskillsthatwillaidthecompany.Mostimportantly,companiesmustalsoattractandretainhighperformers,insteadofalienatingthemwithpaysystemsthatgiveeveryonepayincreaseswithoutregardtolevelsofperformance.Forexample,suchnewcompensationapproachesmayincludeskill-basedpay,gainsharingplans,andflexiblebenefitssystems.

Traditionalcompensationapproachesarestilloftenmodeledonthecentralization-basedorganizationalmodel,inwhichdecisionsweremadeatthetopandmanagementrigidlydefinedtasks.However,withglobalcompetitionbecominganincreasinglyprominentissue,companiesneedrewardsystemsthatmatchtheirmovementtodecentralizedstructures.Largernumbersofcompaniesarealsobecomingveryawarethattheycannotjustpassadditionalcompensationcostsontofuturecustomers.Today,ourpaysystemsmustmoveinstepwiththeparticipative-managementtrendbybecomingmoreflexibleinsteadofremainingfixed.Thisadjustmentinvolvesmanyfactorsincludingshorterproductlifecycles,aneedtobemoreflexible,aneedforworkerstocontinuallygainadditionalskills,andforthemtothinkmoreonthejob.

Intodaysmostsuccessfulcompanies,employeerewardsandbenefitsareincreasinglyincorporatedintoanorganizationsstrategicplanning.Why?

Therationaleisthatemployeecompensationhasasubstantialimpactonthelong-termfinancialpositionofafirm.Compensationstructuresshouldconsideranorganizationsstrategicrequirementsandshouldmatchorganizationalgoals.Compensationstrategicplanningshouldinvolve:

considerationoftheinternalandexternalenvironment;andcreationofanorganizationscompensationstatement,compensationgoals,andthedevelopmentofcompensationpolicies.

Today,onestrategiccompensationtrendistheuseofpayincentivesinsteadofthetraditional,annual“everybodygets”payincrease.Therationaleistocontrolcostsandtomorecloselytieperformancetocompensation.Wecangroupthechangingpatternofcompensationintotwogeneralareas:

PayMethodTrendsandBenefitsTrends.HumanResourcesmanagersshouldfamiliarizethemselveswiththesechangingtrendsanddeterminetheplanthatismostsuitablefortheirorganization.

PAYMETHODTRENDS

Thereareanumberofpaymethodsavailableforusebyemployers,includinggeneralpayincreases,cost-of-livingincreases,meritpay,bonuses,skill-basedpay,competence-basedpay,CEOcompensation,gainsharing,andvarioustypesofincentivepay.

GeneralPayIncrease

Ageneralpayincreaseisapayincreasegiventoeveryoneinacompany.Itcanbealump-sumpayment,butitismorelikelytobeapercentageincreaseinbasesalary.Theemployersrationaleforthepayincreasemayhavebeentheresultofamarketsurvey,jobevaluation,orjustaprofitableyear.Thetrend,however,isforgeneralincreasestodeclineaspay-for-performancesystemsbecomeincreasinglydominant.Inaddition,givingeveryonethesameraisesometimesdecreasesmoralebecausehigh-performingemployeesseepoorperformersgettingthesamereward.

Cost-of-LivingIncrease

Cost-of-livingincreasesaregeneralpayincreasestriggeredbyariseinaninflation-sensitiveindex,suchastheconsumerpriceindexortheproducerpriceindex.Aswithgeneralpayincreases,theuseofcost-of-livingpayincreasesisdecr