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

中文 7590 字

外文翻译资料

系部：经济与工商管理系专业：工商管理

外文资料

Payment management

Since the end of the20th century,the emerging new economy of the modern enterprise humanresources management, including the management pays a higher demand. Economic globalization increasing adaptability, innovation and petitiveness, the

right talent managementimposed a terrible pressure.The value of expertise was recognized and integrated into the

organization and day-to-day management to cope with pressure; unique intellectual capital as a factor of production,

replacing wooden side-by-side human capital in the industry,

the financial capital in 1997. All these have business or pay Management will bring fundamental changes, which are mainly embodied in the following aspects abuse.

Integration in the global economy, trends in the

knowledge-based economy, human resources has bee the organization to acquire and maintain petitive advantage in key elements. So talent petition will be on a global scale by

launching more intense, within the area of humanresources are the most direct consequences of the contest is to pay Slumps.

All petitors had to pay is higher than the average market price of the salaries, resulting in human resources rolling rising

prices. Echoing this,the profit distribution pattern will have a tremendous transformation,knowledge - has value,personnel labor is the voice of increasingly strong gains will be more

widely shared and not overly concentrated. Organization of humanresources must take a more serious attitude and generous to pay greater human capital investment.

Traditional working theory of value will gradually to the

market value on transition. Rely on the work of analysis and calculation of the value of traditional working practices will be at a higher level, pay to reflect more

knowledge of the demandsof a market economy, the management will pay the creation of a dynamic analysis system to adapt to changing market demand.

Salaries and benefits design, design flexibility and multi-

track system will bee more popular, which contains the

rules will be more plicated. "disinter grate" phenomenon will

bee more mon. The salary management, human design colors will

be more concentrated, delivered psychological principles

rather than principles of economics will play a more important role.Based mainly in the mental age of the knowledge economy, the pay is not purely economics calculation. And even more importantly is the psychology. The meaning will pay more

attention to the value rather than the economic value.

To stock options as the main form of capital allocation in

the future people pay the proportion will continue to expand.

And bee dominant pattern. Recently, some even offered to

natural capital,including environmental,ecological and other non-moary incentives as a means to the means.

Online evaluation and online payments will be part of the enterprises has been highly appreciated.With the advent of the Inter, broadband, wireless munications and technological development, people's work patterns, staff and the concept of enterprise mode of operation will change very much. Working Families, flexible work system and virtual enterprises will bee a fashion, by a part of the corporate bandwagon. Online

assessment and on-line payment will be widely used many enterprises.

The meaning of pensation and pensation management

Salaries and pay the content managementCompensation is that the staff turn towards the organizations to provide labor or

services and aess to various forms of reward or return, is

organization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the level

of the

elements to determine thestructure, distribution and

adjustment. The respect of traditional pensation managementis material reward, with little consideration on the behavioral characteristics of manager; Moreover modern pensation

management shifted the focus to the development of human

resources and use, it takes the process of material reward of management and encouraging staff closely fall together ,turn

into a unified organic whole.

The influence factors of Compensation management Modern pensation management researchers found that the impact of the pensation management have a lot of factors, which can be

primarily summed up in the four following factors.

(1)External environment factorsImpacting pensation

management to the external environment factors including:①

Economic environment. Macroeconomic situation and development trend will affect the human resources policy formulation and adjustment.

②Social environment. The change of social values

will lead to the organization's staff mentality changed: With the

staff's level of education and skills enhancement, the pensation system of enterprises must make out the appropriate

adjustments for employees of these social changes. ③Political environment. Human resources management is always a certain social and political conditions for the environment, must

reflect the spirit of country(enterprises) aording to law.

④T echnological environment. Technology environment including

the whole process from raw materials and products to the market. In the process from raw materials to the products, any

technological breakthroughs and improvements, and the staff of enterprises will all have a tremendous impact, therefore,

enterprises must continuously reform the pensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encourage

technological innovation, in order to gain the petitive

advantages of technology, talent and innovation for

enterprises.

(2)Organization internal factorsInfluence the

organizations of pensation management specific internal

factors include : the pensation management of financial

capability, human resources and remuneration policies, the

scale of enterprises,the culture of enterprises,the structure of enterprises (or flat-level type), and faced life cycle of

the specific stages.(3)Work factorsThe influence of work

factors of pensation management specific including: work environment, labor intensity, and plexity of the initiative,

and challenges and so on. (4)Individual factorsThe impact of individual actors of pensation management including: the

laborers ’ personal ability,personality,character traits and values, seniority, performance, experience, education, the development potential.In summary, the pay is an integrated with the four elements harmony of management, environment, organizations, and individuals, and continuously the process

of effective use, in this process, employees gained the

satisfaction and a sense of achievement on labor reward and job, and organizations will plete its goals.

The structure, quality and function of pensation, and the

motivation theory of pensation .

The structure, quality and function of pensation

The structure of pensation Compensation is a plex economic

and social phenomenonfrom different angles can perform various classifications.Aording to the mechanism of pensation,it can divide into internal and external pensation. (1) Internal

pensation Internal pensation meansthe staff by virtue of their own hard work to get honor, suess and liability. Internal

pensation include : participation in the decision-making rights, individuals to play the potential job opportunities, independence and freedom to arrange their working hours, more terms, more interested in the work, personal development opportunities, diversification of activities.(2) External pensationExternal pensation means enterprises aording to

外文参考文献文及原文

学院管理学院工商管理

年班

学号

学生姓名

指教

年月日

目

1薪酬管理的涵与内

容?????????????????????????1

1.1 薪酬管理的涵

??????????????????????????1 1.2 薪酬管理的内

容?????????????????????????? 1 2

薪酬管理的史考

察??????????????????????????3 2.1制

段????????????????????????????

?3

2.2“温情主”

段?????????????????????????3

2.3科学管理

段???????????????????????????3 2.4代管理

段??????????????????????????? 4 3薪酬管理的展

??????????????????????????6 3.1企人力成本将逐步上

升??????????????????????6

3.2薪酬制度的依据将更多地反映市而不是工作本身的价

???????? 6

3.4薪酬分配形式由主型向本主型

渡?????????????6

3.5薪酬支付方式将呈多

化?????????????????????7 1 Management

salaries of the meaning and

content ???????????. ?.. ?? 8

1.1 Salary Management

meaning????????????????????? (8)

1.2 Content of salary

management?????????????????. ???? 8

2 Salary management historical

inspection?............................................... .. (11)

2.1 Despotic

stage ????????????????????????...??.11

2.2 "Paternalism"

stage ?????????????????????????11 2.3 Scientific management

stage ?????????????????????..12

2.4 Modern Management

stage ??????????????????????12 3 Salary management development

tendency ???????????????.. ?14

3.1 The enterprise manpower cost gradually will

rise ?? .. ?????????? (14)

3.2 The salary system basis more will reflect the market but will not be works itself

value ????????????????. ??????????

???. ?..14

3.3 A salary welfare design richer elasticity and moves

towards the multi-axles 3.4 Salary assignment ?? ..15

form by currency leadership to capital

leadership transition?..15

3.5 The salary payment way will present the

diversification???????..??? 15

1薪酬管理的涵与内容

1.1薪酬管理的涵

企的薪酬管理，就是企管理者本企工酬的支付准、放水平、要

素构行确定、分配和整的程。

薪酬管理具有物酬分配的性，而被管理者的行特征考少，其着眼点是物酬。代企薪酬管理理念生了完全不同的化，薪酬管理的着

眼点移到了人。企首先要立目，企目的有于工的激励。激励分

外部和内部两种。按照的划分，工、金、福利等物酬是外部激励要素；而位的多化、从事挑性的工作、取得成就、得到可、承担任、取新技能和事展的机会等是工的内部激励要素。

现代薪酬管理将物质报酬的管理过程与员工激励过程紧密结合起来，

成为一个有机的整体。

1.2薪酬管理的内容

企业薪酬管理主要包括以下几个方面的内容:

1、确定薪酬管理目标

薪酬管理目标根据企业的人力资源战略确定，具体地讲包括以下

二个方面 :

(1)建立稳定的员工队伍，吸引高素质的人才； (2) 激发员工的工作

热情，创造高绩效；

(3)努力实现组织目标员工和个人发展目标的协调。

2、选择薪酬政策

所谓企业薪酬政策，就是企业管理者对企业薪酬管理运行的目标、

任务和手段和组合，是企业在员工薪酬土所采取的方针策略。 (1) 企业

薪酬成木投入政策。比如，根据企业组织发展的需要，采取扩张劳动力

成本或紧缩劳动力成本政策。 (2) 根据企业的自身情况选择企业合理的

工资制度。例如，是采取稳定员 T 收入的政策，还是激励员工绩效的政策?前者多与等级和岗位工资制度相结合，后者与绩效工资制度相结合。

(3) 确定企业的工资结构以及工资水平。例如，是采取向高额 1 资倾斜

的工资结构，还是采取均等化，或者向低额结构倾斜的工资政策 ?前

者要加大高级员工比例，提高其薪酬水平；后者要缩减高薪人员比例，

降低其员工薪酬水平。因此薪酬政策是企业管理者审时度势的结果，决策正确，企业薪酬机制就会充分发挥作用，运行

就会畅通、高效。反之，决策失误，管理就会受到影响，引起企业管

理一系列的困扰。

4、调整薪酬结构

薪酬结构是指企业员工之间的各种薪酬比例及其构成。主要包括 : 企业工资成本在不同员工之间的分配 ; 职务和岗位工资率的确定；员工基本、辅助和浮动工资的比例以及基本工资及奖励工资的调整等等。对薪酬结构的确定和调整主要掌握一个基本原则，即给予员工最大激励的原则。公平付薪是企业管理的宗旨。要避免员工的报酬不是给得过多，就是给得太少的现象。给多了会造成不称职员工不努力工作；给少了会造成高素质的人才外流。同时，对薪酬结构的确定还必须与企业的人事结构相一致，如企业中高级员工的比重较大，那这一块的工资成本就高。

中英文对照外文翻译

(文档含英文原文和中文翻译)

Enterprises salary system design and

performance evaluation

Abstract

Any effective way of managementmust rely on a basis: people, all the staff of enterprises. Compensation system as an

important aspect of enterprise management system, for an enterprise to attract, retain and motivate employees have

a significant impact, attract, retain and motivate key talent,

has bee the core of the enterprise recognized goal. The

pensation system design is not only an effective way to realize the core objective, is also an important content of modern

enterprise development.

Key words: salary system and equity incentive, senior

executives, design

1 Introduction

Human capital to the enterprise wealth maximization, the

greatest degree of retaining key talent, attract potential

talent, the basic principals and suessful is perfect petitive

pensation system. With the concept of humancapital is more and more people Heart, attract,retain and motivate key talent,has bee the core of enterprise determine target, pensation system

for enterprises An important aspect of the system, to attract

talents play an important role. Compensation system design is

an effective way to reality is the core objective,but also an important content of the development of the enterprise to modernization, so the height weight by enterprises

Depending on the.

2 Literature review

Early in the traditional pensation phase, the employers always minimize workers to cut costs as much as possible, and

through this method make the Labor of workers have to work

harder in order to get paid enough to make a living. William.

First, Quesnay ’s minimum wage theory is that wages and other modities, there is a natural value, namely maintain staff

minimum standard of living life information value ，the minimum wage for workers does not depend on the enterprise or the

employer's subjective desire, but the result of the petition

in the market. The classical economists Muller believed that

certain conditions,the total capital in the enterprise salary depends on the labor force and for the purchase of labor

relationship between capital and other capital;For the payment of capital wage fund is difficult to change in the short term. Wages fund quantity depends on two factors: one is a worker,

directly or indirectly, in the production of products and

services production efficiency;the other one is in the process of production of these goods directly or indirectly employ

labor quantity. With the development of era, the simple forms

of employment have already can't satisfy the demand of the workers, so some interests to share views was put forward

to motivate workers.

On this basis, the Gantt invented the "plete tasks rewarded" system to perfect the incentive measures. Represented by American economist Becker’s theory of humancapital school of thought argues that human capital is determined by the human capital investment, is present in the human body to the content of knowledge, skills, etc. Martin Weizmann share of economic theory that wages should be linked to corporate profits.

Increase in profits, employee wages fund, increased profits,

and employee wages fund. Between enterprises and employees is

the key of the labor contract is not in a fixed wage of how many, but in the division of labor both sides share proportion. In

modern pensation phase, the contents of the pensation has been changed, increased a lot of different pensation models, and

more and more pay attention to employee's personal feelings and development, employees can even aording to individual

condition choose different salary portfolio model. Employees

can be paid off on surface of the material and spiritual.

3 Pay system overview

In the past the traditional pay system, usually are business owners value orientation as the guide to carry on the design.

With the continuous development of the overall market

environment, in the modern enterprise management concept

has also changed. They are aware of the established pensation system should adapt to the employee benefit as a starting point, the self-interest pursuit and employee demand together, to establish a set of enterprises and employees to maximize the interests of the two-way, so as to achieve win-win situation.

Since the 90 s, the western

developed economies in the enterprise owners and managers

try to change the traditional form of pensation, relocation

pensation system, the importance of also constantly try to

innovate salary system of design and diversification.

Performance pay system is established in aordance with the enterprise organization structure based on the results of the individual or team performance appraisal for salary distribution system. Total pensation is generally associated with individual

or team performance. Now the enterprise model is used to

bine individual performance and team performance. At the

same time will be long term incentive and short-term incentive flexible model. In this kind of pay structure, contains a variety

of forms of performance pay.

Skill-based pay system on the basis of employees' skill

determine employee wages level, and to the improvement of

skills as their employees progress criteria. The pensation

model can encourage employees to continuously learn new knowledge, to keep up with The Times, is the industry leader,

when technology and equipment upgrades to the fastest response time to plete the change, and is helpful to form the learning

corporate culture. If for flat organization structure,

managementjobs and opportunities for advancement are less, the pensation system can be very skillful professionals to make up for in terms of pensation. But with technical pensation system with the

内容仅供参考