薪酬管理毕业论文外文翻译资料中文 7590 字外文翻译资料系部：经济与工商管理系专业：工商管理外文资料Payment managementSince the end of the20th century,the emerging new economy of the modern enterprise humanresources management, including the management pays a higher demand. Economic globalization increasing adaptability, innovation and petitiveness, theright talent managementimposed a terrible pressure.The value of expertise was recognized and integrated into theorganization and day-to-day management to cope with pressure; unique intellectual capital as a factor of production,replacing wooden side-by-side human capital in the industry,the financial capital in 1997. All these have business or pay Management will bring fundamental changes, which are mainly embodied in the following aspects abuse.Integration in the global economy, trends in theknowledge-based economy, human resources has bee the organization to acquire and maintain petitive advantage in key elements. So talent petition will be on a global scale bylaunching more intense, within the area of humanresources are the most direct consequences of the contest is to pay Slumps.All petitors had to pay is higher than the average market price of the salaries, resulting in human resources rolling risingprices. Echoing this,the profit distribution pattern will have a tremendous transformation,knowledge - has value,personnel labor is the voice of increasingly strong gains will be morewidely shared and not overly concentrated. Organization of humanresources must take a more serious attitude and generous to pay greater human capital investment.Traditional working theory of value will gradually to themarket value on transition. Rely on the work of analysis and calculation of the value of traditional working practices will be at a higher level, pay to reflect moreknowledge of the demandsof a market economy, the management will pay the creation of a dynamic analysis system to adapt to changing market demand.Salaries and benefits design, design flexibility and multi-track system will bee more popular, which contains therules will be more plicated. "disinter grate" phenomenon willbee more mon. The salary management, human design colors willbe more concentrated, delivered psychological principlesrather than principles of economics will play a more important role.Based mainly in the mental age of the knowledge economy, the pay is not purely economics calculation. And even more importantly is the psychology. The meaning will pay moreattention to the value rather than the economic value.To stock options as the main form of capital allocation inthe future people pay the proportion will continue to expand.And bee dominant pattern. Recently, some even offered tonatural capital,including environmental,ecological and other non-moary incentives as a means to the means.Online evaluation and online payments will be part of the enterprises has been highly appreciated.With the advent of the Inter, broadband, wireless munications and technological development, people's work patterns, staff and the concept of enterprise mode of operation will change very much. Working Families, flexible work system and virtual enterprises will bee a fashion, by a part of the corporate bandwagon. Onlineassessment and on-line payment will be widely used many enterprises.The meaning of pensation and pensation managementSalaries and pay the content managementCompensation is that the staff turn towards the organizations to provide labor orservices and aess to various forms of reward or return, isorganization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the levelof theelements to determine thestructure, distribution andadjustment. The respect of traditional pensation managementis material reward, with little consideration on the behavioral characteristics of manager; Moreover modern pensationmanagement shifted the focus to the development of humanresources and use, it takes the process of material reward of management and encouraging staff closely fall together ,turninto a unified organic whole.The influence factors of Compensation management Modern pensation management researchers found that the impact of the pensation management have a lot of factors, which can beprimarily summed up in the four following factors.(1)External environment factorsImpacting pensationmanagement to the external environment factors including:①Economic environment. Macroeconomic situation and development trend will affect the human resources policy formulation and adjustment.②Social environment. The change of social valueswill lead to the organization's staff mentality changed: With thestaff's level of education and skills enhancement, the pensation system of enterprises must make out the appropriateadjustments for employees of these social changes. ③Political environment. Human resources management is always a certain social and political conditions for the environment, mustreflect the spirit of country(enterprises) aording to law.④T echnological environment. Technology environment includingthe whole process from raw materials and products to the market. In the process from raw materials to the products, anytechnological breakthroughs and improvements, and the staff of enterprises will all have a tremendous impact, therefore,enterprises must continuously reform the pensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encouragetechnological innovation, in order to gain the petitiveadvantages of technology, talent and innovation forenterprises.(2)Organization internal factorsInfluence theorganizations of pensation management specific internalfactors include : the pensation management of financialcapability, human resources and remuneration policies, thescale of enterprises,the culture of enterprises,the structure of enterprises (or flat-level type), and faced life cycle ofthe specific stages.(3)Work factorsThe influence of workfactors of pensation management specific including: work environment, labor intensity, and plexity of the initiative,and challenges and so on. (4)Individual factorsThe impact of individual actors of pensation management including: thelaborers ’ 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 processof effective use, in this process, employees gained thesatisfaction and a sense of achievement on labor reward and job, and organizations will plete its goals.The structure, quality and function of pensation, and themotivation theory of pensation .The structure, quality and function of pensationThe structure of pensation Compensation is a plex economicand social phenomenonfrom different angles can perform various classifications.Aording to the mechanism of pensation,it can divide into internal and external pensation. (1) Internalpensation Internal pensation meansthe staff by virtue of their own hard work to get honor, suess and liability. Internalpensation 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 pensationExternal pensation means enterprises aording to外文参考文献文及原文学院管理学院工商管理年班学号学生姓名指教年月日目1薪酬管理的涵与内容⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯11.1 薪酬管理的涵⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯1 1.2 薪酬管理的内容⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 1 2薪酬管理的史考察⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯3 2.1制段⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯32.2“温情主”段⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯32.3科学管理段⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯3 2.4代管理段⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ 4 3薪酬管理的展⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯6 3.1企人力成本将逐步上升⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯63.2薪酬制度的依据将更多地反映市而不是工作本身的价⋯⋯⋯⋯⋯⋯⋯⋯ 63.4薪酬分配形式由主型向本主型渡⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯63.5薪酬支付方式将呈多化⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯7 1 Managementsalaries of the meaning andcontent ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯. ⋯.. ⋯⋯ 81.1 Salary Managementmeaning⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ (8)1.2 Content of salarymanagement⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯. ⋯⋯⋯⋯ 82 Salary management historicalinspection⋯............................................... .. (11)2.1 Despoticstage ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯...⋯⋯.112.2 "Paternalism"stage ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯11 2.3 Scientific managementstage ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯..122.4 Modern Managementstage ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯12 3 Salary management developmenttendency ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯.. ⋯143.1 The enterprise manpower cost gradually willrise ⋯⋯ .. ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯ (14)3.2 The salary system basis more will reflect the market but will not be works itselfvalue ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯. ⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯⋯. ⋯..143.3 A salary welfare design richer elasticity and movestowards the multi-axles 3.4 Salary assignment ⋯⋯ ..15form by currency leadership to capitalleadership transition⋯..153.5 The salary payment way will present thediversification⋯⋯⋯⋯⋯⋯⋯..⋯⋯⋯ 151薪酬管理的涵与内容1.1薪酬管理的涵企的薪酬管理，就是企管理者本企工酬的支付准、放水平、要素构行确定、分配和整的程。