員工的工資報酬管理外文文獻翻譯

1、公司工資報酬管理外文文獻翻譯(含：英文原文及中文譯文)文獻出處：PublicPersonnelManagement,10(2):19-28.英文原文EnterpriseSalaryRewardManagementMAOkotohSalarytheoverallfunctionoffunctionandthemanagementofhumanresourcethatrewardsisconsistentalsoforiscanattractandencouragethehumanresourceneededbyenterprisefromlaboreconomyanglespeaksalaryr

2、ewardhavethreegreatmeritscan:guaranteefunction,encouragefunctionandregulationfunction.Referringtotheangleofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyitsencouragefunctionthesalarywithreasonableestablishmentrewardmanagementsystemiseveryproblemthatenterpriseneedssolve.Inrecentyea

3、rs,asenterprisemanages,mechanismchangeandestablishmodernenterprisesystemstepbystepneeds,thebuilt-inwagesdegreeofassignmentsystemofenterprisetheselfwhochangesenterpriseintograduallyfromgovernmentbehavior.Thereforehowtomeetmarketneedsestablishwithmodernenterprisesystemappearancethesupplementalsalary,t

4、hatsuitsenterpriseselfdevelopmentrewardmanagementsystemanddistributionscheme,highlimitlanddevelopmententerprisehumanresourceIancan,becomeeveryimportantprogramofcurrentChineseenterprise.Salarythesubstancethatrewarded,itisthatenterprise,foremployee,isthecontributiondonebyenterprisethatfunctionandpurpo

5、sesalaryreward,includerealizationJigeffect,thecorrespondingrepaymentandthateffort,time,knowledge,ability,experienceandcreationpaythatpaidoutorthank.Essentially,itisakindoffairdistributionprinciplethatexchangesortradesandhasembodiedsocialistmarketeconomy.Andaccordingtocontributiondistributionforimpli

6、citthemeaningoftheexchangeofequalvalueofintrinsic,havereflectedthelawofvalueofthemarketoflaborforce.Salarytheoverallfunctionoffunctionandthemanagementofhumanresourcethatrewardsisconsistent,itisalsotobeabletoattractandencouragethehumanresourceneededbyenterprise.Sayfromlaboreconomyangle,salaryrewardha

7、vegreatmeritscanguaranteefunction,encouragefunctionandregulationfunction.Referringtotheangleofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyitsencouragefunction.Theexistentproblemofthetraditionalwagesdegreeofassignmentsystemisinternaltolackfairsense,theexternalincomedegreeofassign

8、mentsystemthatlacksthetraditionalstate-ownedenterpriseofcompetitionabilitymajorspecialZhenisimplementplannedinstructionandpolicyregulation,wagesmanagementsystemfromintherestrictionthatgetsplannedeconomy,employeeIancanrealityplaywillnotoftenarousethenoticeofpeople,so,thedistributionofwagesismajortowa

9、itaccordingtostanding,educationalbackground,titleandadministrativerank,andoverlookaseveryemployeedoes,workanalysis,donotmoreconsiderthediscrepancyofworkingpostandthecontributionofemployee.Forrealizingenterprisegoalfully.Itisveryfairthatthiskindofsystemlook,butactuallyisforworkingvaluenegate,ishardto

10、embodytrunkthegooddrydifferenceofbad,horizontaldifferenceindegree,itsresultcanonlybetheeverybodyeatingfromthesamepotofequalitarianism.ThereforeundermarketeconomicconditioncontinuethiskindofpracticeHourfruitisenterpriserecruitdonotenterpersonalsoreservedonotliveperson,isinternaltolackfairsense,isexte

11、rnaltolackcompetitionability.Salaryrewardisthecontributionthatenterprisedoesforemployeeforenterprise,includerealizationJigeffect,thetime,knowledge,ability,experienceandcreationandeffortthatpaidoutarecorrespondingaspayingtorepayorthank,areakindoffairdistributionprinciplethatexchangesortradesandhasemb

12、odiedsocialistmarketeconomyessentially,andaccordingtocontributiondistributionforimplicitthemeaningoftheexchangeofequalvalueofintrinsic,havereflectedthelawofvalueofthemarketoflaborforce.Onknowledgewiththemistakedistrictinoperationpass,thefunctionunderstandingthatrewardedforsalaryonpassfrequentlyinqui

13、te,noticesalaryonlythefunctionofhealthprotectionthatrewards,andhaveoverlookedsalaryrewardencouragefunction.Nomattergoingtowork,donotperformdutyfromtimetotome,havetoenterprisetomakecontribution,gotoworktotakemoneyhavebecomeperfectlyjustified;Bonusinconsiderablelevelonhavelostthemeaningofaward,becomer

14、egularadditionalwages.Whatenterpriseemployeeaccumulatesforalongperiodisthatinertiaandsafesensemakesalaryrewardandhavelost,shouldbesometoencouragefunction.Thoughalongwithenterprise,beingthoroughasreforming,themanagerofhumanresourcealsobeginstoexplorenewmethodonsalaryrewardssystem,butwhendesigningdist

15、ributionschemeoftenlackformodernsalaryrewardtheknowledgeoftheoreticalanddesignmethod,makeschemedeviatefromthelawofvalueofthemarketoflaborforce.Now,inthewagessystemofstate-ownedenterpriseandthemostofdomesticjointstockcompanies,donotconsiderthatoutsideandtheinternalbalanceofdistributionarebalanced.The

16、managementofhumanresourcereplacelaborpersonnelmanagementnotthesimpledisplacementofnoun,itsignifiesthatfromthoughtandtheory,themethodofarrivingisbasicasutilizingtochange.Thuseachmanagermustmeetthedevelopmentofsocioeconomicculture;systemacceptsnewmanagementthought,theoryandmethod,setsupthebrand-newman

17、agementconceptofhumanresource.DesignsalaryscientificallytorewardthedistributionschemeJapaneseeconomicfriendshipassociationofcentralsectionencourageconditionforthefirstbigsmallandmediumsizedbusinesstothirdproductiondepartmentcarryoutinvestigation,showasaresult:Ininitiatingvigorfactorwagestheonlyrowpo

18、sitionof8th,andinweakeningvigorfactor,wagesrowisinthefirstplace.Itisbeenwageshighthatthisexplainsandcannotinitiatevigor,andwageslowdefinitereduction,vigor,thereforethedifferenceindegreeofpayforpromoteemployeeenthusiasmaspectinfluencegreat.Nowalotofwesterncompaniesinsalaryrewardaspecttheexperienceofh

19、avingexploredsomesuccesses,shareforexampleprofit,profitshare,stockoption,employeeholdsshareplan(EOSP),isbalancedtotallytoblock,keyJigeffectindexandgroupteamspirit,andwhenestablishingsalarytorewardpolicy,haveconsideredtherelationofshortperiod,mid-termandlong-termpayfully,anddesignforspecialtalentspec

20、ialsalaryrewardscheme,purposeistomakesalaryrewarddistributionschemewithencouragemachinemade,arousecreativityandtheworkingenthusiasmofemployeegroupteamfully.Rewardsalarytofitintomarketeconomiccategorymanagewillsalaryrewardfitintomarketeconomiccategorymanage,fromthedistributionmechanism,3distributionm

21、anagementbigaspectsanddegreeofassignmentsystem,carryoutboldinnovation.Thedegreeinnovationofassignmentsystemisbasic,distributionmachinemadeinnovationiscrucial,managementinnovationisbasic.EstablishinordertopressLaodistributionismainpart.Accordingtothesalarythedistributionoffactorofproductionrewarddist

22、ributionstructureestablishmentpressLaodistributionwithpressfactorofproductiondistributioncombinationgetupsalaryrewardthedegreeofassignmentsystem,itistheinevitablerequirementofthedevelopmentofsocialistmarketeconomy,thereforemodernenterprisesalaryrewarddistributionstructureshouldbewithpressLaodistribu

23、tionismainpart,pressLaodistributionwithpressfactorofproductionthebasicgenerallayoutdistribution.Partistheincomedegreeofassignmentsystemintherowincost,partisintaxHourthedegreeofessentialfactorofassignmentsystemofrowinprofit,makesalaryrewardthetechnical,knowledgecapitalprofitofdistributionschemedesign

24、andemployeelaborincomeandemployeeappearancesuit.Leadintomarketdistributionmechanism,makethemarketandpriceoflaborforceconformthemarketpriceoflaborforceisthemarketlaborratethatformsthroughmarketcompetition,isdecidedbythesupplydemandrelationsoflaborforce.Thereforewhendesigningsalarytorewarddistribution

25、scheme,willconsiderthemarketpriceoflaborforce,establishthepricesystemoflaborforceofdifferentpost,postandrelatedenterprise,regarditasthebasicsalaryofenterpriseinsidetorewardSanshinestandard,withthefullyembodimentvalueoflaborforce,guidethereasonablyfloatingandoptimizationdispositionoflaborforce.Consid

26、erbothenterprisebenefit,establishthehighbenefitcapitalofseniorengineer,thedistributionideaoflowbeingitlowwagespressLaodistributionmustbethebenefitdistributionthatcreatedaccordingtolabor,ifaproductthatworkeroffers(service)theneedsthatcannotsatisfysociety,thatMehimcannotgetthelaborpaythatreflectswithm

27、arketprice,thereforemustconsiderboththeeconomicbenefitsofenterprise.Accordingtoemployeeworkingabilityandaccomplishment,pullopendistributiongapreasonably,hangpayandcontributionabilityfingerworkingcompletelevel,throughthegoalreachedortheeffectrealized,thelatentabilitythatreflectsandhasdenotesknowledge

28、withabilitysynthesizetograsplevelaswellasexperienceaccumulationlevel.Salarytherolethatrewardsforiswillencourageemployeeallabilitiesofhavingselfplay,buttheseabilitiesmustbelevelandtheknowledgeofplacepostfirstneeds.WorkaccomplishmentworkJigthesizeofeffect,fromthedifferenceinabilitycandifference.Theref

29、orethepaythatworkergetsshouldnotbealsoidentical.Itisforenterprise,whatisbeneficialtoitreallyisthattheactuallaboraccomplishmentofworker,thereforecontributebighavetoservemoveshouldgethigherpay.EstablishmentthesalaryfoundonpeoplerewardthesystemJapaneseHamburgshopofMcDonaldscangiveemployeefamilymemberse

30、veryyearalwaysthebonusofaconsiderablenumber;Whentheypassbirthday,cansendpersontosendlastfreshflower.Americanchainhospitalcompanyinsalaryrewardpaymentinmuchaextrabonushaveoxygensportchallengeplan,employeemustreacheverymonthminimumstandardasjog30miles,playwallballfor15hoursaboveetc.,canbejustqualified

31、bonus.Haierinsalaryrewardthesystemdesignofpaymentaspectisdifferencethehorsein1000thecompetitiveplatformitisnotsametoputupandhavebuilt,asordinaryemployeecarriesout,3workscoexist,developmentconversionexcellentworker,qualifiedworkerandtrialworker,enterfactoryworkerallrecentlyhavecertainprobationperiod,

32、expireacceptableturnforqualifiedworker,otherwise,excellentworkerturnsprobablybecauseofworkingfault,isqualifiedworkerortrialworker.Itis4leveldevelopmentchecksthataccordingtoexcellentmiddle-leveladministrator,whatHaiercarryoutistakingregularlycheckresultasbasis,itisgiveyouraship,advanceorretreattofloa

33、tSheenleanselftodesignforthebasesalaryofbrainpower,accordingtothecommissionofeconomicbenefitsthatnewproductgetsinthemarket,getsalarytoreward.Itisidenticalthattheeffectofleadingworkdependsonthecampaigninsubordinatemainly,buteachsubordinatedoesnotletintheaspectssuchasabilityandwishes.Thereforeleadermu

34、stsoimplementdifferentleadingwayassubordinateisgoingtoanalyzeandfindoutdiscrepancycarefully,thencangettheleadingeffectofthebest.Itisalsosuchtorewardsystematicdesignforsaladrye,employeedemandhasdiscrepancy,differentemployeeorsameemployeeinnotatthesametimewaitdemandpossibledifference.Forlowwagescrowd,

35、theroleofbonusisveryimportant;Fortakinginhighercrowdespeciallyknowledgeshareiswithmanagementcadre,promotepost,respectpersonality,appointmenttitleandencouragementthefreelydegreeetc.ofinnovationandworklookmoreimportant;Forbeingengagein,itisheavy,dangerous.Thephysicallaborwithbadenvironmentstaff,thepos

36、sibilitiessuchaslaborprotection,laborconditionandpostsubsidyareeffective.Thereforetomakesalaryrewardsystemtodeveloplargereffect,firstwanttheneedsforemployeehaveampleunderstanding.Ifleaderwantstomakeencouraginglevelforsubordinatereachthebiggestdemandthatmeltsandmustvaluethem,knowsthevariationofdemand

37、andmakespositivereaction,embodyreallyfoundonpeoplethought.中文譯文企業(yè)薪酬管理MAOkotoh薪酬管理的功能和人力資源管理的功能總體來說是一致的。它能吸引和鼓勵企業(yè)需要的人力資源。從經(jīng)濟學講人力資源,它具有三大功能:保障功能,鼓勵功能和調(diào)節(jié)功能。從人力資源方面來看,薪酬主要表達在鼓勵功能。建立合理的薪酬管理制度是每一個企業(yè)需要解決的問題。幾年來,隨著企業(yè)經(jīng)營的慢慢轉(zhuǎn)換盒建立現(xiàn)代化企業(yè)的需求,它的內(nèi)部工資制度由政府轉(zhuǎn)化為企業(yè)自身。所以,如何適應市場的需要,建立與現(xiàn)代企業(yè)相匹配,適合企業(yè)自身開展的薪酬制度與分配的制度,最大限度的開發(fā)企業(yè)的人

38、力潛能，成為當前中國企業(yè)的重要課題。薪酬獎勵的實質(zhì)是企業(yè)對于員工是企業(yè)所做的功能和目的薪酬獎勵，包括實現(xiàn)跳汰效果，相應的還款和努力，時間，知識，能力，經(jīng)驗和創(chuàng)造性支付付出或感謝。從本質(zhì)上講，交易或者交易是表達社會主義市場經(jīng)濟的一種公平分配原那么。而根據(jù)奉獻分配隱含的內(nèi)在價值交換的含義，表達了勞動力市場價值規(guī)律。薪酬功能的總體功能與獎勵一致的人力資源管理是一致的，也是能夠吸引和鼓勵企業(yè)所需的人力資源。從勞動經(jīng)濟角度講，薪酬獎勵有三大優(yōu)點可以保證功能，鼓勵功能和調(diào)節(jié)功能。提到人力資源薪酬鼓勵管理的角度應該表達和發(fā)揮主要是鼓勵功能。傳統(tǒng)薪酬分配制度存在的問題是內(nèi)部缺乏公平感，缺乏競爭力的傳統(tǒng)國有企業(yè)

39、專業(yè)甄別的分配制度的外部收益程度是實施方案指導和政策規(guī)定，工資管理制度從在方案經(jīng)濟的限制中，員工能夠真實地把握現(xiàn)實情況不會經(jīng)常引起人們的注意，因此，工資的分配主要根據(jù)職位，學歷，職稱和管理級別而定，并且如同每個員工做工作分析，不要再考慮工作崗位和員工奉獻的差異。充分實現(xiàn)企業(yè)目標。這種系統(tǒng)看起來很公平，但實際上是為了工作價值的否認，很難表達主干壞，水平差的好干差，其結(jié)果只能是“大家吃同一鍋的平均主義。因此在市場經(jīng)濟條件下繼續(xù)這種做法時果是企業(yè)招不入人還保存不住人，內(nèi)部缺乏公平感，缺乏競爭能力。薪酬獎勵是企業(yè)為員工為企業(yè)做出的奉獻，包括實現(xiàn)跳汰效果，支付的時間，知識，能力，經(jīng)驗和創(chuàng)造與努力相對應作

40、為歸還或謝絕，是一種公平的分配原那么交換或交易，實質(zhì)上表達了社會主義市場經(jīng)濟體制，并根據(jù)奉獻分配隱含內(nèi)在價值的等價交換的意義，表達了勞動力市場價值規(guī)律。在運營過程中誤區(qū)的知識比擬頻繁，在薪酬上的功能認識頻繁，注意薪酬只有獎勵的健康保障功能，并忽略了薪酬獎勵鼓勵功能。無論上班，不履行責任，不得不為企業(yè)作出奉獻，“上班拿錢已成為絕對正當理由;獎勵在相當程度上失去了獎勵的意義，成為正規(guī)的附加工資。企業(yè)員工長期積累的是慣性和平安感使工資獎勵失去了，應該是一些鼓勵功能。雖然隨著企業(yè)改革的深入，人力資源經(jīng)理也開始探索薪酬獎勵制度的新方法，但在設計分銷方案時往往缺乏現(xiàn)代薪酬獎勵理論和設計方法的知識，使得方案

41、偏離了勞動力市場價值規(guī)律?，F(xiàn)在，在國有企業(yè)的工資制度和國內(nèi)大局部股份公司中，不要認為外部和內(nèi)部的分配平衡是平衡的。人力資源管理取代勞動人事管理不是簡單的名詞移位，它表示從思想和理論上，到達的方法是根本的利用變化。因此，每位經(jīng)理必須符合社會經(jīng)濟文化的開展;體系接受新的管理思想，理論和方法，樹立全新的人力資源管理理念?？茖W設計薪酬獎勵分配方案日本經(jīng)濟友好協(xié)會中央部門鼓勵第一大中小企業(yè)對第三生產(chǎn)部門的情況進行調(diào)查，結(jié)果顯示：在啟動活力因素工資第8位的唯一排名位置，而在活力因素減弱的情況下，工資排在第一位。這說明并不能引發(fā)活力，而且工資降低，活力下降，因此促進員工積極性方面的薪酬差異影響很大?，F(xiàn)在很多西方公司在薪酬獎勵方面探索過一些成功經(jīng)驗，例如分享利潤，利潤分享，股票期權，員工持股方案EOSP，平衡對沖積分，重點跳汰效果指標和團隊團隊精神，在設立薪酬獎勵政策時，充分考慮了短期，中期和長期薪酬的關系，并設計了專門人才特殊薪酬獎勵方案，目的是制定薪酬獎勵分配方案鼓勵機器制造，充分調(diào)發(fā)動工團隊的創(chuàng)造力和工作積極性。獎勵工資適應市場經(jīng)濟類型管理將工資獎勵納入市場經(jīng)濟類管理，從分配機制，分配管理大方面和分配制度程度三個方面進行大膽創(chuàng)新。分配制度的