企业薪酬管理中英文对照外文翻译文献Word格式文档下载.docx
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EnterpriseSalaryRewardManagement
Salarytheoverallfunctionoffunctionandthemanagementofhumanresourcethatrewardsisconsistentalsoforiscanattractandencouragethehumanresourceneededbyenterprisefromlaboreconomyanglespeaksalaryrewardhave3greatmeritscan:
guaranteefunction,encouragefunctionandregulationfunction.Referringtotheangleofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyit'
sencouragefunctionthesalarywithreasonableestablishmentrewardmanagementsystemiseveryproblemthatenterpriseneedssolve.Inrecentyears,asenterprisemanages,mechanismchangeandestablishmodernenterprisesystemstepbystepneeds,thebuilt-inwagesdegreeofassignmentsystemofenterprisetheselfwhochangesenterpriseintograduallyfromgovernmentbehavior.Thereforehowtomeetmarketneedsestablishwithmodernenterprisesystemappearancethesupplementalsalary,thatsuitsenterpriseselfdevelopmentrewardmanagementsystemanddistributionscheme,highlimitlanddevelopmententerprisehumanresourceIancan,becomeeveryimportantprogramofcurrentChineseenterprise.
Salarythesubstancethatrewarded,itisthatenterprise,foremployee,isthecontributiondonebyenterprisethatfunctionandpurposesalaryreward,includerealizationJigeffect,thecorrespondingrepaymentandthateffort,time,knowledge,ability,experienceandcreationpaythatpaidoutorthank.Essentially,itisakindoffairdistributionprinciplethatexchangesortradesandhasembodiedsocialistmarketeconomy.Andaccordingtocontributiondistributionforimplicitthemeaningoftheexchangeofequalvalueofintrinsic,havereflectedthelawofvalueofthemarketoflaborforce.
Salarytheoverallfunctionoffunctionandthemanagementofhumanresourcethatrewardsisconsistent,itisalsotobeabletoattractandencouragethehumanresourceneededbyenterprise.Sayfromlaboreconomyangle,salaryrewardhave3greatmeritscan─guaranteefunction,encouragefunctionandregulationfunction.Referringtotheangleofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyit'
sencouragefunction.
Theexistentproblemofthetraditionalwagesdegreeofassignmentsystemisinternaltolackfairsense,theexternalincomedegreeofassignmentsystemthatlacksthetraditionalstate-ownedenterpriseofcompetitionabilitymajorspecialZhenisimplementplannedinstructionandpolicyregulation,wagesmanagementsystemfromintherestrictionthatgetsplannedeconomy,employeeIancanrealityplaywillnotoftenarousethenoticeofpeople,so,thedistributionofwagesismajortowaitaccordingtostanding,educationalbackground,titleandadministrativerank,andoverlookaseveryemployeedoes,workanalysis,donotmoreconsiderthediscrepancyofworkingpostandthecontributionofemployee.
Forrealizingenterprisegoalfully.Itisveryfairthatthiskindofsystemlook,butactuallyisforworkingvaluenegate,ishardtoembodytrunkthegooddrydifferenceofbad,horizontaldifferenceindegree,itsresultcanonlybethe"
everybodyeatingfromthesamepot"
ofequalitarianism.ThereforeundermarketeconomicconditioncontinuethiskindofpracticeHourfruitisenterpriserecruitdonotenterpersonalsoreservedonotliveperson,isinternaltolackfairsense,isexternaltolackcompetitionability.
Salaryrewardisthecontributionthatenterprisedoesforemployeeforenterprise,includerealizationJigeffect,thetime,knowledge,ability,experienceandcreationandeffortthatpaidoutarecorrespondingaspayingtorepayorthank,areakindoffairdistributionprinciplethatexchangesortradesandhasembodiedsocialistmarketeconomyessentially,andaccordingtocontributiondistributionforimplicitthemeaningoftheexchangeofequalvalueofintrinsic,havereflectedthelawofvalueofthemarketoflaborforce.
Onknowledgewiththemistakedistrictinoperationpass,thefunctionunderstandingthatrewardedforsalaryonpassfrequentlyinquite,noticesalaryonlythefunctionofhealthprotectionthatrewards,andhaveoverlookedsalaryrewardencouragefunction.Nomattergoingtowork,donotperformdutyfromtimetotome,havetoenterprisetomakecontribution,"
gotoworktotakemoney"
havebecomeperfectlyjustified;
Bonusinconsiderablelevelonhavelostthemeaningofaward,becomeregularadditionalwages.Whatenterpriseemployeeaccumulatesforalongperiodisthatinertiaandsafesensemakesalaryrewardandhavelost,shouldbesometoencouragefunction.Thoughalongwithenterprise,beingthoroughasreforming,themanagerofhumanresourcealsobeginstoexplorenewmethodonsalaryrewardssystem,butwhendesigningdistributionschemeoftenlackformodernsalaryrewardtheknowledgeoftheoreticalanddesignmethod,makeschemedeviatefromthelawofvalueofthemarketoflaborforce.
Now,inthewagessystemofstate-ownedenterpriseandthemostofdomesticjointstockcompanies,donotconsiderthatoutsideandtheinternalbalanceofdistributionarebalanced.Themanagementofhumanresourcereplacelaborpersonnelmanagementnotthesimpledisplacementofnoun,itsignifiesthatfromthoughtandtheory,themethodofarrivingisbasicasutilizingtochange.Thuseachmanagermustmeetthedevelopmentofsocioeconomicculture;
systemacceptsnewmanagementthought,theoryandmethod,setsupthebrand-newmanagementconceptofhumanresource.
DesignsalaryscientificallytorewardthedistributionschemeJapaneseeconomicfriendshipassociationofcentralsectionencourageconditionforthefirstbigsmallandmediumsizedbusinesstothirdproductiondepartmentcarryoutinvestigation,showasaresult:
Ininitiatingvigorfactorwagestheonlyrowpositionof8th,andinweakeningvigorfactor,wagesrowisinthefirstplace.Itisbeenwageshighthatthisexplainsandcannotinitiatevigor,andwageslowdefinitereduction,vigor,thereforethedifferenceindegreeofpayforpromoteemployeeenthusiasmaspectinfluencegreat.Nowalotofwesterncompaniesinsalaryrewardaspecttheexperienceofhavingexploredsomesuccesses,shareforexampleprofit,profitshare,stockoption,employeeholdsshareplan(EOSP),isbalancedtotallytoblock,keyJigeffectindexandgroupteamspirit,andwhenestablishingsalarytorewardpolicy,haveconsideredtherelationofshortperiod,mid-termandlong-termpayfully,anddesignforspecialtalent"
specialsalaryrewardscheme"
purposeistomakesalaryrewarddistributionschemewithencouragemachinemade,arousecreativityandtheworkingenthusiasmofemployeegroupteamfully.
Rewardsalarytofitintomarketeconomiccategorymanagewillsalaryrewardfitintomarketeconomiccategorymanage,fromthedistributionmechanism,3distributionmanagementbigaspectsanddegreeofassignmentsystem,carryoutboldinnovation.Thedegreeinnovationofassignmentsystemisbasic,distributionmachinemadeinnovationiscrucial,managementinnovationisbasic.
EstablishinordertopressLaodistributionismainpart.AccordingtothesalarythedistributionoffactorofproductionrewarddistributionstructureestablishmentpressLaodistributionwithpressfactorofproductiondistributioncombinationgetupsalaryrewardthedegreeofassignmentsystem,itistheinevitablerequirementofthedevelopmentofsocialistmarketeconomy,thereforemodernenterprisesalaryrewarddistributionstructureshouldbewithpressLaodistributionismainpart,pressLaodistributionwithpressfactorofproductionthebasicgenerallayoutdistribution.Partistheincomedegreeofassignmentsystemintherowincost,partisintaxHourthedegreeofessentialfactorofassignmentsystemofrowinprofit,makesalaryrewardthetechnical,knowledgecapitalprofitofdistributionschemedesignandemployeelaborincomeandemployeeappearancesuit.
Leadintomarketdistributionmechanism,makethemarketandpriceoflaborforceconformthemarketpriceoflaborforceisthemarketlaborratethatformsthroughmarketcompetition,isdecidedbythesupplydemandrelationsoflaborforce.Thereforewhendesigningsalarytorewarddistributionscheme,willconsiderthemarketpriceoflaborforce,establishthepricesystemoflaborforceofdifferentpost,postandrelatedenterprise,regarditasthebasicsalaryofenterpriseinsidetorewardSanshinestandard,withthefullyembodimentvalueoflaborforce,guidethereasonablyfloatingandoptimizationdispositionoflaborforce.
Considerbothenterprisebenefit,establishthehighbenefitcapitalofseniorengineer,thedistributionideaoflowbeingitlowwagespressLaodistributionmustbethebenefitdistributionthatcreatedaccordingtolabor,ifaproductthatworkeroffers(service)theneedsthatcannotsatisfysociety,thatMehimcannotgetthelaborpaythatreflectswithmarketprice,thereforemustconsiderboththeeconomicbenefitsofenterprise.
Accordingtoemployeeworkingabilityandaccomplishment,pullopendistributiongapreasonably,hangpayandcontributionabilityfingerworkingcompletelevel,throughthegoalreachedortheeffectrealized,thelatentabilitythatreflectsandhasdenotesknowledgewithabilitysynthesizetograsplevelaswellasexperienceaccumulationlevel.Salarytherolethatrewardsforiswillencourageemployeeallabilitiesofhavingselfplay,buttheseabilitiesmustbelevelandtheknowledgeofplacepostfirstneeds.WorkaccomplishmentworkJigthesizeofeffect,fromthedifferenceinabilitycandifference.Thereforethepaythatworkergetsshouldnotbealso