企业薪酬管理中英文对照外文翻译文献.docx

企业薪酬管理中英文对照外文翻译文献.docx

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企业薪酬管理中英文对照外文翻译文献

企业薪酬管理中英文对照外文翻译文献

（文档含英文原文和中文翻译）

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