薪酬管理毕业论文外文翻译资料(2)

(2)Organization internal factorsInfluence the organizations of compensation management specific internal factors include : the compensation 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 compensation management specific including: work environment, labor intensity, and complexity of the initiative, and challenges and so on. (4)Individual factorsThe impact of individual actors of compensation 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 complete its goals.

The structure, quality and function of compensation, and the motivation theory of compensation .

The structure, quality and function of compensation

The structure of compensation Compensation is a complex economic and social phenomenon from different angles can perform various classifications. According to the mechanism of compensation, it can divide into internal and external compensation. (1) Internal compensation Internal compensation means the staff by virtue of their own hard work to get honor, success and liability. Internal compensation 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 compensationExternal compensation means enterprises according to

篇二：薪酬管理外文翻译

本科毕业设计（论文）

外文参考文献译文及原文

学 院 经济管理学院专 业 工商管理

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目 录

1 薪酬管理的涵义与内容…………………………………………………………………1

1.1 薪酬管理的涵义……………………………………………………………………1

1.2 薪酬管理的内容……………………………………………………………………1 2 薪酬管理的历史考察……………………………………………………………………3

2.1 专制阶段……………………………………………………………………………3

2.2 “温情主义”阶段…………………………………………………………………3

2.3 科学管理阶段………………………………………………………………………3

2.4 现代管理阶段………………………………………………………………………4 3 薪酬管理的发展趋势……………………………………………………………………6

3.1 企业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场而不是工作本身的价值……………………6

3.3 薪酬福利设计更富弹性并走向多轨化……………………………………………6

3.4 薪酬分配形式由货币主导型向资本主导型过渡…………………………………6

3.5 薪酬支付方式将呈现多样化………………………………………………………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……..15

3.4 Salary assignment form by currency leadership to capital leadership transition…..15

3.5 The salary payment way will present the diversification…………………..………15

1 薪酬管理的涵义与内容

1.1薪酬管理的涵义

企业的薪酬管理，就是企业管理者对本企业员工报酬的支付标准、发放水平、要素结构进行确定、分配和调整的过程。

传统薪酬管理仅具有物质报酬分配的性质，而对被管理者的行为特征考虑较少，其着眼点是物质报酬。现代企业薪酬管理理念发生了完全不同的变化，薪酬管理的着眼点转移到了人。企业经营首先要树立目标，企业目标的实现有赖于对员工的激励。激励分为外部和内部两种。按照传统的类别划分，工资、奖金、福利等物质报酬是外部激励要素；而岗位的多样化、从事挑战性的工作、取得成就、得到认可、承担责任、获取新技能和事业发展的机会等则是员工的内部激励要素。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。 …… 此处隐藏：1536字，全部文档内容请下载后查看。喜欢就下载吧 ……