薪酬管理体系中英文对照外文翻译文献.docx

薪酬管理体系中英文对照外文翻译文献.docx

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中英文对照外文翻译

（文档含英文原文和中文翻译）

Enterprisessalarysystemdesignandperformanceevaluation

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，

theminimumwageforworkersdoesnotdependontheenterpriseorthe

employer'ssubjectivedesire,buttheresultofthecompetitioninthemarket.TheclassicaleconomistsMullerbelievedthatcertainconditions,thetotalcapitalintheenterprisesalarydependsonthelaborforceandforthepurchaseoflaborrelationshipbetweencapitalandothercapital;Forthepaymentofcapitalwagefundisdifficulttochangeintheshortterm.Wagesfundquantitydependsontwofactors:

oneisaworker,directlyorindirectly, in the production of products and services productionefficiency;theotheroneisintheprocessofproductionofthesegoodsdirectlyorindirectlyemploylaborquantity.Withthedevelopmentofera,thesimpleformsofemploymenthavealreadycan'tsatisfythedemandoftheworkers,sosomeintereststoshareviewswasputforwardtomotivateworkers.

Onthisbasis,theGanttinventedthe"completetasksrewarded"systemtoperfecttheincentivemeasures.RepresentedbyAmerican

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

3Paysystemoverview

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

developedeconomiesintheenterpriseownersandmanagerstrytochangethetraditionalformofcompensation,relocationcompensationsystem,theimportanceofalsoconstantlytrytoinnovatesalarysystemofdesignanddiversification.

Performancepaysystemisestablishedinaccordancewiththeenterpriseorganizationstructurebasedontheresultsoftheindividualorteam performance appraisal for salary distribution system. Totalcompensation is generally associated with individual or teamperformance.Nowtheenterprisemodelisusedtocombineindividualperformanceandteamperformance.Atthesametimewillbelongtermincentiveandshort-termincentiveflexiblemodel.Inthiskindofpaystructure,containsavarietyofformsofperformancepay.

Skill-basedpaysystemonthebasisofemployees'skilldetermineemployeewageslevel,andtotheimprovementofskillsastheiremployeesprogresscriteria.Thecompensationmodelcanencourageemployeestocontinuouslylearnnewknowledge,tokeepupwithTheTimes,istheindustryleader,whentechnologyandequipmentupgradestothefastestresponsetimetocompletethechange,andishelpfultoformthe learning corporate culture. If for flat organization structure,managementjobsandopportunitiesforadvancement areless,thecompensationsystemcanbeveryskillfulprofessionalstomakeupforintermsofcompensation.Butwithtechnicalcompensationsystemwiththe

problemisthattheenterpriseneedstopayforalargenumberofstafftraining,andiftheparticipantsofthetrainingisnotalltouseknowledgeinactualproduction,enterpriseswillnotbeabletoobtainbenefits,resultinginwastedcosts.

Totalcompensationistheunityofthematerialrewardandspiritualreward.Amongthem,externalcompensationincludingallinmonetaryformofeconomiccompensation,internalcompensationincludesnottosubstantialformofeconomiccompensation,morefocusedonthereturnofspirit.John’sLipomaattheendoflastcenturyproposedthecompensationdesign,customizationanddiversityismorerepresentativeoftheoverallpackage.Heshouldshowthatthebasicwage,additionalsalary,salarywelfare,worksuppliesallowance,bonus,promotionanddevelopmentopportunities, psychological income, lifequality, andindividualfactorsthattencompensationfactorsintoconsideration,theformationofcompensationsystem,thedesignmethodisdifferentfromthepasttraditionalsalarystructure,isthebiggestdifferentcompensationsystemdesignapproachfromtheownerasthecentertotheworkerasthecenter,employeescanchooseasuitablefortheirownpaycombination,isnolongerapassivereceiver.Inthiscompensationmode,economiccompensationandtheeconomicalcompensationtogether,payingequalattentiontomaterialandspiritual.

4Theimplementationofthecompensationsystemdesign

Salarysurveyisthekeyinthecompensationsystemdesign.Itisnotonlythenecessarytounderstandtheenterpriseexistingcompensationsystem,isalsothebasisofcompensationsystemdesignagain.Salarysurveyshouldberealin-depthinternalemployeesurvey,asfaraspossibleletemployeesatalllevelsgivetruefeelings,makecompensationsystemdesignersunderstandthestaffforthespecificdemandsofoverallcompensation.Inhadcertainunderstandingofthecurrentsalarysystemandproblems,willdeterminethecompensationsystemonthatbasistothe general principles of design. Compensation system and thedeterminationofdesigngeneralprinciplealsoshouldaccordingtothespecificconditionsofdifferententerpriseitselftospecificdesign.Atthesametime,accordingtothegeneralprincipletodeterminethescopeofthestaffatthelevelofcompensation.

Enterpriseinselectingthemostsuitablefortheirowncompensationsystem,thefollowingsectionsareoftenthemostconcern,suchasthedivisionofdifferentlevelsandatthesamelevelofpositionwithinthesort,thepostassessmentresultsandwiththedutystaffduetopersonalqualitydifferencesbetweenhowtodetermine the paydifference.Enterpriseinselectingthemostsuitablefortheirowncompensationsystem,thefollowingsectionsareoftenthemostconcern,suchasthedivisionofdifferentlevelsandatthesamelevelofpositionwithinthe

sort,thepostassessmentresultsandwiththedutystaffduetopersonalqualitydifferencesbetweenhowtodeterminethepaydifference.

Enterpriseoperatorsandmanagementpersonnelrepresentingthehighestquality,atthesametimetheyalso foreignrepresentativeenterpriseimage,andholdstheenterprisethewayforward.Theytendtohave certain matter accumulation, more the pursuit of spiritualsatisfactionandtherealizationofself-worth.Formanagementpersonnelshallbedesignedtobescientificandreasonablecompensationsystem,comprehensiveconsideration,notonlygivereasonablecompensationintermsofmaterial,atthesametimetoconsidertheirspiritualpursuit.

General manager's daily work mainly are transactional,administrativework,butisnotdirectlyconcernedwiththeproductionrelated,soduringthedesigncompensationsystemwillpostwageandperformancewagetogether,thusthepersonalsalarycombinedwithenterprisebusinessobjectives.Togeneralmanagerstotakeawiderrangeofincentives,suchastheannualperformancereviewtopemployeesequityincentives,encouragemanagersoverfulfilledthegoal,andformacompetitiveatmosphereof