薪酬管理体系中英文对照外文翻译文献.docx
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薪酬管理体系中英文对照外文翻译文献.docx
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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)
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,theminimumwageforworkersdoesnotdependontheenterpriseortheemployer'ssubjectivedesire,buttheresultofthecompetitioninthemarket.TheclassicaleconomistsMullerbelievedthatcertainconditions,thetotalcapitalintheenterprisesalarydependsonthelaborforceandforthepurchaseoflaborrelationshipbetweencapitalandothercapital;Forthepaymentofcapitalwagefundisdifficulttochangeintheshortterm.Wagesfundquantitydependsontwofactors:
oneisaworker,directlyorindirectly,intheproductionofproductsandservicesproductionefficiency;theotheroneisintheprocessofproductionofthesegoodsdirectlyorindirectlyemploylaborquantity.Withthedevelopmentofera,thesimpleformsofemploymenthavealreadycan'tsatisfythedemandoftheworkers,sosomeintereststoshareviewswasputforwardtomotivateworkers.
Onthisbasis,theGanttinventedthe"completetasksrewarded"systemtoperfecttheincentivemeasures.RepresentedbyAmericaneconomistBecker’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,thewesterndevelopedeconomiesintheenterpriseownersandmanagerstrytochangethetraditionalformofcompensation,relocationcompensationsystem,theimportanceofalsoconstantlytrytoinnovatesalarysystemofdesignanddiversification.
Performancepaysystemisestablishedinaccordancewiththeenterpriseorganizationstructurebasedontheresultsoftheindividualorteamperformanceappraisalforsalarydistributionsystem.Totalcompensationisgenerallyassociatedwithindividualorteamperformance.Nowtheenterprisemodelisusedtocombineindividualperformanceandteamperformance.Atthesametimewillbelongtermincentiveandshort-termincentiveflexiblemodel.Inthiskindofpaystructure,containsavarietyofformsofperformancepay.
Skill-basedpaysystemonthebasisofemployees'skilldetermineemployeewageslevel,andtotheimprovementofskillsastheiremployeesprogresscriteria.Thecompensationmodelcanencourageemployeestocontinuouslylearnnewknowledge,tokeepupwithTheTimes,istheindustryleader,whentechnologyandequipmentupgradestothefastestresponsetimetocompletethechange,andishelpfultoformthelearningcorporateculture.Ifforflatorganizationstructure,managementjobsandopportunitiesforadvancementareless,thecompensationsystemcanbeveryskillfulprofessionalstomakeupforintermsofcompensation.Butwithtechnicalcompensationsystemwiththeproblemisthattheenterpriseneedstopayforalargenumberofstafftraining,andiftheparticipantsofthetrainingisnotalltouseknowledgeinactualproduction,enterpriseswillnotbeabletoobtainbenefits,resultinginwastedcosts.
Totalcompensationistheunityofthematerialrewardandspiritualreward.Amongthem,externalcompensationincludingallinmonetaryformofeconomiccompensation,internalcompensationincludesnottosubstantialformofeconomiccompensation,morefocusedonthereturnofspirit.John’sLipomaattheendoflastcenturyproposedthecompensationdesign,customizationanddiversityismorerepresentativeoftheoverallpackage.Heshouldshowthatthebasicwage,additionalsalary,salarywelfare,worksuppliesallowance,bonus,promotionanddevelopmentopportunities,psychologicalincome,lifequality,andindividualfactorsthattencompensationfactorsintoconsideration,theformationofcompensationsystem,thedesignmethodisdifferentfromthepasttraditionalsalarystructure,isthebiggestdifferentcompensationsystemdesignapproachfromtheownerasthecentertotheworkerasthecenter,employeescanchooseasuitablefortheirownpaycombination,isnolongerapassivereceiver.Inthiscompensationmode,economiccompensationandtheeconomicalcompensationtogether,payingequalattentiontomaterialandspiritual.
4Theimplementationofthecompensationsystemdesign
Salarysurveyisthekeyinthecompensationsystemdesign.Itisnotonlythenecessarytounderstandtheenterpriseexistingcompensationsystem,isalsothebasisofcompensationsystemdesignagain.Salarysurveyshouldberealin-depthinternalemployeesurvey,asfaraspossibleletemployeesatalllevelsgivetruefeelings,makecompensationsystemdesignersunderstandthestaffforthespecificdemandsofoverallcompensation.Inhadcertainunderstandingofthecurrentsalarysystemandproblems,willdeterminethecompensationsystemonthatbasistothegeneralprinciplesofdesign.Compensationsystemandthedeterminationofdesigngeneralprinciplealsoshouldaccordingtothespecificconditionsofdifferententerpriseitselftospecificdesign.Atthesametime,accordingtothegeneralprincipletodeterminethescopeofthestaffatthelevelofcompensation.
Enterpriseinselectingthemostsuitablefortheirowncompensationsystem,thefollowingsectionsareoftenthemostconcern,suchasthedivisionofdifferentlevelsandatthesamelevelofpositionwithinthesort,thepostassessmentresultsandwiththedutystaffduetopersonalqualitydifferencesbetweenhowtodeterminethepaydifference.Enterpriseinselectingthemostsuitablefortheirowncompensationsystem,thefollowingsectionsareoftenthemostconcern,suchasthedivisionofdifferentlevelsandatthesamelevelofpositionwithinthesort,thepostassessmentresultsandwiththedutystaffduetopersonalqualitydifferencesbetweenhowtodeterminethepaydifference.
Enterpriseoperatorsandmanagementpersonnelrepresentingthehighestquality,atthesametimetheyalsoforeignrepresentativeenterpriseimage,andholdstheenterprisethewayforward.Theytendtohavecertainmatteraccumulation,morethepursuitofspiritualsatisfactionandtherealizationofself-worth.Formanagementpersonnelshallbedesignedtobescientificandreasonablecompensationsystem,comprehensiveconsideration,notonlygivereasonablecompensationintermsofmaterial,atthesametimetoconsidertheirspiritualpursuit.
Generalmanager'sdailyworkmainlyaretransactional,administrativework,butisnotdirectlyconcernedwiththeproductionrelated,soduringthedesigncompensationsystemwillpostwageandperformancewagetogether,thusthepersonalsalarycombinedwithenterprisebusinessobjectives.Togeneralmanagerstotakeawiderrangeofincentives,suchastheannualperformancereviewtopemployeesequityincentives,encouragemanagersoverfulfilledthegoal,andformacompetitiveatmosphereofthecompanyculture,drivetheenterprisev
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