企业管理-人力资源-毕业设计论文-外文翻译-中英文：企业薪酬管理

单位代码____________学号____________分类号____________密级____________毕业论文文献翻译2012年5月15日EnterprisesalaryrewardmanagementSalarytheoverallfunctionoffunctionandthemanagementofhumanresourcethatrewardisconsistentalsoforiscanattractandencouragethehumanresourceneededbyenterprisefromlaboreconomyanglespeaksalaryrewardhave3greatmeritscan:Guaranteefunction,encouragefunctionandregulationfunction.Referringtotheofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyitisencouragefunctionthesalarywithreasonableestablishmentrewardmanagementsystemiseveryproblemthatenterpriseneedssolve,Inrecentyears,enterprisemanages,mechanismchangeandestablishmodernenterprisesystemstepneeds,thebuilt-inwagesdegreeofassignmentsystemofenterprisetheselfwhochangesenterpriseintograduallyfromgovernmentbehavior.Thereforehowtomeetmarketneedsestablishwithmodernenterprisesystemappearancethesupplementalsalary,thatsuitsenterpriseselfdevelopmentrewardmanagementsystemanddistributionscheme,highlimitlanddevelopmententerprisehumanresourcelancan,becomeeveryimportantprogramofcurrentChineseenterprise.Salarythesubstancethatreward,titisthatenterprise,foremployee,isthecontributiondonebyenterprisethatfunctionandpurposesalaryreward,includerealizationJigeffect，correspondingrepaymentandthateffort，time，knowledge，ability，experienceandcreationpaythatpaidoutorthank。Essentially，itisakindoffairdistributionprinciplethatexchangesortradesandhasembodiedsocialistmarketeconomy。Andaccordingtocontributiondistributionforimplicitthemeaningoftheexchangeofequalvalueofintrinsic，havereflectedthelawofvalueofvalueofthemarketoflaborforce.Salarytheoverallfunctionofandthemanagementofhumanresourcesthatrewardsisconsistent，itisalsotobeabletoattractandencouragethehumanresourceneededbyenterprise.Sayfromlaboreconomyangle，salaryrewardhave3greatmeritscanguaranteefunction，encouragefunctionandregulations.Referringtotheangleofthemanagementofhumanresourcesalaryrewardshouldembodyandplaymainlyitisencouragefunction.Theexistentproblemofthetraditionalwagesdegreeofassignmentsystemisinternaltolackfairsense,theexternalincomedegreeofassignmentsystemthatlacksthetraditionalstate-ownedenterpriseofcompetitionabilitymajorspecialZhenisimplementplannedinstructionandpolicyregulation,wagesmanagementsystemfromintherestrictionthatgetsplannedeconomy,employeelancanrealityplaywillnotoftenarouseofpeople,so,thedistributionofwagesismajortowaitaccordingtostanding,educationalbackground,titleandadministrativerank,andoverlookaseveryemployeedoes,workanalysis,donotmoreconsiderthediscrepancyofworkingpostandthecontributionofemployee.Forrealizingenterprisegoalfully.Itisveryfairthatrhiskindofsystemlook,butactuallyisforworkingvaluenegate,ishardtoembodytrunkthegooddrydifferenceofbad,horizontaldifferenceindegree,it’sresultcanonlybe“everybodyeatingfromthesamepot”ofequalitarianism.ThereforeundermarketeconomicconditioncontinuethiskindofpracticeHourfruitisenterpriserecruitdonotenterpersonalsoreservedonotliveperson,isinternaltobackfairsense,isexternaltolackcompetitionability.Salaryrewardisthecontributionthatenterprisedoesforemployeeforenterprise,includerealizationJigeffect,thetime,knowledge,ability,experienceandcreationandeffortthatpaidoutarecorrespondingaspayingtoreplayorthank,areakindoffairdistributionprinciplethatexchangesortradesandhasembodiedsocialistmarketeconomyessentially,andaccordingtocontributiondistributionforimplicitthemeaningoftheexchangeofequalvalueofintrinsic,havereflectedthelawofvalueofthemarketoflaborforce.Onknowledgewiththemistakedistrictinoperationpass,thefunctionunderstandingthatrewardedforsalaryonpassfrequentlyinquite,noticesalaryonlythefunctionofhealthprotectionthatrewards,andhaveoverlookedsalaryrewardencouragefunction.Nomattergoingtowork,donotperformdutyfromtimetorime,havetoenterprisetomakecontribution,“gotoworktotakemoney”havebecomeperfectlyjustified;Bonusinconsiderablelevelonhavelostthemeaningofaward,becomeregularadditionalwages.Whatenterpriseemployeeaccumulatesforalongperiodisthatinertiaandsafesensemakesalaryrewardandhavelost,shouldbesometoencouragefunction.Thoughalongwithenterprise,beingthroughasreforming,themanagerofhumanresourcealsobeingstoexplorenewmethodonsalaryrewardssystem,butwhendesigningdistributionschemeoftenlackformodernsalaryrewardtheknowledgeoftheoreticalanddesignmethod,makeschemedeviatefromthelawofvalueofthemarketoflaborforce.Now,inthewagessystemofstate-ownedenterpriseandthemostofdomesticjointstockcompanies,donotconsiderthatoutsideandtheinternalbalanceofdistributionarebalanced.Themanagementofhumanresourcereplacelaborpersonnelmanagementnotthesimpledisplacementofnoun,itsignifiesthatfromthoughtandtheory,themethodofarrivingisbasicasutilizingtochange.Thuseachmanagermustmeetthedevelopmentofsocioeconomicculture;systemacceptsnewmanagementthought.Theoryandmethod,setsupthebrand-newmanagementconceptofhumanresource.DesignsalaryscientificallytorewardthedistributionschemeJapaneseeconomicfriendshipassociationofcentralsectionencourageconditionforthefirstbigsmallandmediumsizedbusinesstothirdproductiondepartmentcarryoutinvest