薪酬管理毕业论文外文翻译资料(3)

1.2薪酬管理的内容

企业薪酬管理主要包括以下几个方面的内容:

1、确定薪酬管理目标

薪酬管理目标根据企业的人力资源战略确定，具体地讲包括以下二个方面:

(1)建立稳定的员工队伍，吸引高素质的人才；(2)激发员工的工作热情，创造高绩效；

(3)努力实现组织目标员工和个人发展目标的协调。

2、选择薪酬政策

所谓企业薪酬政策，就是企业管理者对企业薪酬管理运行的目标、任务和手段和组合，是企业在员工薪酬土所采取的方针策略。(1)企业薪酬成木投入政策。比如，根据企业组织发展的需要，采取扩张劳动力成本或紧缩劳动力成本政策。(2)根据企业的自身情况选择企业合理的工资制度。例如，是采取稳定员T收入的政策，还是激励员工绩效的政策?前者多与等级和岗位工资制度相结合，后者与绩效工资制度相结合。(3)确定企业的工资结构以及工资水平。例如，是采取向高额1资倾斜的工资结构，还是采取均等化，或者向低额结构倾斜的工资政策?前者要加大高级员工比例，提高其薪酬水平；后者要缩减高薪人员比例，降低其员工薪酬水平。因此薪酬政策是企业管理者审时度势的结果，决策正确，企业薪酬机制就会充分发挥作用，运行就会畅通、高效。反之，决策失误，管理就会受到影响，引起企业管理一系列的困扰。

3、制定薪酬计划

一个好的薪酬计划是企业薪酬政策的具体化。

所谓薪酬计划，就是企业预计要实施的员工薪酬支付水平、支付结构及薪酬管理重点等。企业在制定薪酬计划时，要通盘考虑，同时要把握一系列原则。(1)与企业目标管理相协调的原则。在企业人事管理非规范化阶段，员工的薪酬管理也缺乏科学性。例如，一些企业不是根据企业自身发展的需要选择工资制度和薪酬标准，而是在很大程度上模仿其他企业。事实上，并不存在一个对任何企业都适用的薪酬模式。对此，一些企业明确指出，企业薪酬计划应该与企业的经营计划相结合。例如，在工资支付水平上，很多企业都不再单纯考虑与同行业工资率的攀比，而主要取决于三个要素的综合考虑:其一，该水平是否能够留住企业优秀人才；其二，企业的支付能力:其三，该水平是否符合企业的发展目标。(2)以增强企业竞争力为原则。工资是企业的成本支出，压低工资有利于提高企业的竞争能力，但是，过低的工资义会导致极力的弱化。所以企业既要根据其外部境的变化，也要从内部管理的角度，选择和调整适合企业经营发展的工资计划。任何工作计划都不是固定的，必须在实施过程中根据需要随时调整。

4、调整薪酬结构

薪酬结构是指企业员工之间的各种薪酬比例及其构成。主要包括:企业工资成本在不同员工之间的分配;职务和岗位工资率的确定；员工基本、辅助和浮动工资的比例以及基本工资及奖励工资的调整等等。对薪酬结构的确定和调整主要掌握一个基本原则，即给予员工最大激励的原则。公平付薪是企业管理的宗旨。要避免员工的报酬不是给得过多，就是给得太少的现象。给多了会造成不称职员工不努力工作；给少了会造成高素质的人才外流。同时，对薪酬结构的确定还必须与企业的人事结构相一致，如企业中高级员工的比重较大，那这一块的工资成本就高。

篇三：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)

Enterprises salary system design and

performance evaluation

Abstract

Any effective way of management must rely on a basis: people, all the staff of enterprises. Compensation system as an important aspect of enterprise management system, for an enterprise to attract, retain and motivate employees have a significant impact, attract, retain and motivate key talent, has become the core of the enterprise recognized goal. The compensation system design is not only an effective way to realize the core objective, is also an important content of modern enterprise development.

Key words: salary system and equity incentive, senior executives, design

1 Introduction

Human capital to the enterprise wealth maximization, the greatest degree of retaining key talent, attract potential talent, the basic principals and successful is perfect competitive compensation system. With the concept of human capital is more and more people Heart, attract, retain and motivate key talent, has become the core of enterprise determine target, compensation system for enterprises An important aspect of the system, to attract talents play an important role. Compensation system design is an effective way to reality is the core objective, but also an important content of the development of the enterprise to modernization, so the height weight by enterprises Depending on the.

2 Literature review

Early in the traditional compensation phase, the employers always minimize workers to cut costs as much as possible, and through this method make the Labor of workers have to work harder in order to get paid enough to make a living. William. First, Quesnay’s minimum wage theory is that wages and other commodities, there is a natural value, namely maintain staff minimum standard of living life information value，the minimum wage for workers does not depend on the enterprise or the employer's subjective desire, but the result of the competition in the market. The classical economists Muller believed that certain conditions, the total capital in the enterprise salary depends on the labor force and for the purchase of labor relationship between capital and other capital; For the payment of capital wage fund is difficult to change in the short term. Wages fund quantity depends on two factors: one is a worker, directly or indirectly, in the production of products and services production efficiency; the other one is in the process of production of these goods directly or indirectly employ labor quantity. With the development of era, the simple forms of employment have already can't satisfy the demand of the workers, so some interests to share views was put forward to motivate workers. …… 此处隐藏：2108字，全部文档内容请下载后查看。喜欢就下载吧 ……