1、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Enterprise salary reward managementSalary the overall function of function and the management of human resource that reward is consistent also for is can attract and encourage the human resource needed by enterprise from labor economy angle speak salary re
2、ward have 3 great merits can:Guarantee function, encourage function and regulation function .Referring to the of the management of human resource salary reward should embody and play mainly it is encourage function the salary with reasonable establishment reward management system is every problem th
3、at enterprise needs solve, In recent years, enterprise manages, mechanism change and establish modern enterprise system step needs, the built-in wages degree of assignment system of enterprise the self who changes enterprise into gradually from government behavior. Therefore how to meet market needs
4、 establish with modern enterprise system appearance the supplemental salary, that suits enterprise self development reward management system and distribution scheme, high limit land development enterprise human resource lan can ,become every important program of current Chinese enterprise.Salary the
5、 substance that reward ,tit is that enterprise ,for employee, is the contribution done by enterprise that function and purpose salary reward, include realization Jig effect，corresponding repayment and that effort，time，knowledge， ability， experience and creation pay that paid out or thank 。Essentiall
6、y，it is a kind of fair distribution principle that exchanges or trades and has embodied socialist market economy。 And according to contribution distribution for implicit the meaning of the exchange of equal value of intrinsic ， have reflected the law of value of value of the market of labor force.Sa
7、lary the overall function of and the management of human resources that rewards is consistent，it is also to be able to attract and encourage the human resource needed by enterprise. Say from labor economy angle，salary reward have 3 great merits can guarantee function，encourage function and regulatio
8、ns. Referring to the angle of the management of human resource salary reward should embody and play mainly it is encourage function. The existent problem of the traditional wages degree of assignment system is internal to lack fair sense, the external income degree of assignment system that lacks th
9、e traditional state-owned enterprise of competition ability major special Zhen is implement planned instruction and policy regulation, wages management system from in the restriction that gets planned economy, employee lan can reality play will not often arouse of people, so, the distribution of wag
10、es is major to wait according to standing, educational background, title and administrative rank, and overlook as every employee does, work analysis ,do not more consider the discrepancy of working post and the contribution of employee.For realizing enterprise goal fully. It is very fair that rhis k
11、ind of system look, but actually is for working value negate, is hard to embody trunk the good dry difference of bad, horizontal difference in degree, its result can only be “everybody eating from the same pot” of equalitarianism. Therefore under market economic condition continue this kind of pract
12、ice Hour fruit is enterprise recruit do not enter person also reserve do not live person , is internal to back fair sense, is external to lack competition ability.Salary reward is the contribution that enterprise does for employee for enterprise, include realization Jig effect, the time, knowledge,
13、ability, experience and creation and effort that paid out are corresponding as paying to replay or thank, are a kind of fair distribution principle that exchanges or trades and has embodied socialist market economy essentially, and according to contribution distribution for implicit the meaning of t
14、he exchange of equal value of intrinsic, have reflected the law of value of the market of labor force. On knowledge with the mistake district in operation pass, the function understanding that rewarded for salary on pass frequently in quite, notice salary only the function of health protection that
15、rewards, and have overlooked salary reward encourage function. No matter going to work, do not perform duty from time to rime, have to enterprise to make contribution, “go to work to take money ” have become perfectly justified; Bonus in considerable level on have lost the meaning of award, become r
16、egular additional wages. What enterprise employee accumulates for a long period is that inertia and safe sense make salary reward and have lost, should be some to encourage function. Though along with enterprise, being through as reforming, the manager of human resource also beings to explore new me
17、thod on salary rewards system, but when designing distribution scheme often lack for modern salary reward the knowledge of theoretical and design method, make scheme deviate from the law of value of the market of labor force.Now, in the wages system of state-owned enterprise and the most of domestic
18、 joint stock companies, do not consider that outside and the internal balance of distribution are balanced. The management of human resource replace labor personnel management not the simple displacement of noun, it signifies that from thought and theory, the method of arriving is basic as utilizing
19、 to change. Thus each manager must meet the development of socioeconomic culture; system accepts new management thought. Theory and method, sets up the brand-new management concept of human resource.Design salary scientifically to reward the distribution scheme Japanese economic friendship associati
20、on of central section encourage condition for the first big small and medium sized business to third production department carry out investigation, show as a result. In initiating vigor factor wages the only row position of 8th, and in weakening vigor factor, wages row is in the first place. It is b
21、een wages high wages high that this explains and can not initiate vigor, and wages low definite reduction, vigor, therefore the difference in degree of pay for promote employee enthusiasm aspect influence great. Now a lot of western companies in salary reward aspect the experience of having explored
22、 some successes, share for example profit, profit share, stock option, employee holds share plan (EOSP), is balanced to tally to block, key Jig effect index and group team spirit, and when establishing salary to reward policy, have considered the relation of short period of short period, mid-term an
23、d long-term pay fully, and design for special talent” special salary reward scheme”, purpose is to make salary reward distribution scheme with encourage machine made, arouse creativity and the working enthusiasm of employee group team fully.Reward salary to fit into market economic category manage w
24、ill salary reward fit into market economic category manage, from the distribution mechanism, 3 distribution management big aspects and degree of assignment system, carry out bold innovation. The degree innovation of assignment system is basic, distribution machine made innovation is crucial, managem
25、ent innovation is basic.Establish in order to press Lao distribution is main part. According to the salary the distribution of factor of production reward distribution structure establishment press Lao distribution with press factor of production distribution combination get up salary reward the deg
26、ree of assignment system, it is the inevitable requirement of the development of socialist market economy, therefore modern enterprise salary reward distribution structure should be with press Lao distribution is main part，press Lao distribution with press factor of production the basic general layo
27、ut distribution. Part is the income degree of assignment system in the row in cost, part is in tax Hour the degree factor of assignment system of row in profit, make salary reward the technical, knowledge capital profit of distribution scheme design and employee labor income and employee appearance
28、suit.Lead into market distribution mechanism, make the market and price of labor force conform the market price of labor force is the market labor that forms through market competition, is decided by the supply demand relations of labor force. Therefore when designing salary to reward distribution s
29、cheme, will consider the market price of labor force, establish the price system of labor force different post and related enterprise, regard it as the basic salary of enterprise inside to reward San standard, with the fully embodiment value of labor force, guide the reasonably floating and optimiza
30、tion disposition of labor force.Consider both enterprise benefit , establish the high benefit capital of senior engineer, the distribution idea of low being it low wages press Lao distribution must be the benefit distribution that created according to labor, if a product that worker offers the needs
31、 that can not satisfy society, that Me him can not pay that reflects with market price, therefore must consider both the economic benefits of enterprise.According to employee working ability and accomplishment, pull open distribution gap reasonably, hang pay and contribution ability working complete
32、 level, through the goal reached or the effect realized, the latent ability that reflects and has denotes knowledge with ability synthesize to grasp level as well as experience accumulation level. Salary the role that rewards for is will encourage employee all abilities of having self play, but thes
33、e abilities must be level and the knowledge of place post first needs. Work accomplishment work Jig the size of effect, from the difference in ability can difference. Therefore the pay that worker gets should not be also identical. It is for enterprise, what is beneficial to it really is that the ac
34、tual labor accomplishment of worker, therefore contribute big have to serve move should get higher pay.Establishment the salary “found on people” reward the system Japanese Hamburg shop of McDonalds can give employee family members every year always the bonus of a considerable number; when they pass
35、 birthday, can send person to send last fresh flower. American chain hospital company in salary reward payment in much a extra hours-“have oxygen sport challenge plan”, employee must reach every month minimum standard as jog 30 miles, play wall ball for 15 hours above etc, can be just qualified hour
36、s. Haier in salary reward the system design of payment aspect is difference” the horse in 1000 the competitive platform “ it is not same to put up and have built”, “as ordinary employee carries out”, 3 works coexist , development conversion excellent worker, qualified worker and trial worker, enter
37、factory worker all recently have certain probation period, expire acceptable turn for qualified worker, otherwise, excellent worker turns probably because of working fault, is qualified worker or trial worker. It is 4 level development checks that according to excellent middle-level administrator, w
38、hat Haier carry out is taking regularly check result as basis, it is “give your a ship, advance or retreat to float Sheen lean self” to design for the base salary of brainpower, according to the commission of economic benefits that new product gets in the market, get salary to reward.It is identical
39、 that the effect of leading work depends on the campaign in subordinate mainly, but each subordinate does not let in the aspects such as ability and wishes. Therefore leader must so implement different leading way as subordinate is going to analyze and find out discrepancy carefully, then can get th
40、e leading effect of the best. It is also such to reward systematic design for salad rye, employee demand has discrepancy, different employee or same employee in not at the same wait demand possible difference. For low wages crowd, the role of bonus is every important. For taking in higher crowed esp
41、ecially knowledge share is with management cadre, promote post, respect personality, appointment title and encouragement the freely degree etc. of innovation and work look more important; For being engage in, it is heavy, dangerous. The physical labor with bad environment staff, the possibilities su
42、ch as labor protection, labor condition and post subsidy are effective. Therefore to make salary reward system to develop larger effect, first want the needs for employee have employee have ample understanding. If leader wants to make encouraging level for subordinate reach the biggest demand that m
43、elts and must value them, knows the variation of demand and makes positive reaction, embody really found on people thought .企业薪酬管理薪酬管理的功能和人力资源管理的功能总体来说是一致的。它能吸引和激励企业需要的人力资源。从经济学讲人力资源，它具有三大功能：保障功能，激励功能和调节功能。从人力资源方面来看，薪酬主要体现在激励功能。建立合理的薪酬管理制度是每个企业需要解决的问题。几年来，随着企业经营的慢慢转换和建立现代化企业需求，它的内部工资制度由政府转化为企业自身。所以，
44、如何适应市场需求，建立与现代化企业相匹配，适合企业滋生发展的薪酬制度与分配制度，最大限度的开发企业的人力潜能。成为当前中国企业的重要课题。薪酬的实质，功能和目的。薪酬是企业对员工为企业所作的贡献，其中包括绩效，努力，时间，学识，技能，经验与创造所付出的回报与答谢。本质上是一种公平的交易和交换。按贡献本身就隐含着等价交换的意义。反映了劳动市场的价值规律。薪酬功能与人力资源管理的功能总体上是一致的。就是吸引和激励企业需要的人力资源。从经济学角度来讲，它有三大功能：保障功能，激励功能和调节功能。从人力资源的角度来讲，主要体现在它的激励功能。传统工资的分配制度存在着问题：对内缺乏公平，对外缺乏竞争。传
45、统国家的分配制度主要是实行计划和政策调节。工资管理的体系受到计划经济的制约。员工潜能的发挥往往不会引起人们的注意。因此工资的分配主要依据工龄，学历，职能，行政等级别。没有充分考虑工作岗位的差异性和员工对实现企业目标的贡献。这种制度看上去很公平，实际上是对工作价值的否定，难以体现干好干坏，水平高低的区别。因此在市场经济的协调下，延续这种做法的结果是企业招不住人也留不住人。对内缺乏安全，对外缺乏竞争。薪酬是企业对员工为企业所做的贡献，包括实现的绩效，付出的努力，时间，学识，技能，经验与创造所付给的相应回报或答谢，实质上是一种公平的交换或交易，体现了社会主义市场经济的分配原则，愕然贡献分配本身就隐含
46、着内在的等价交换的意义，反映了劳动力市场的价值规律。认识上和操作上的区别，过去对薪酬功能的理解上过于偏颇。注意了解薪酬的保健方面的功能，而忽视了薪酬的激励功能。不管是上班的时候有没有履行职责，有没有给企业做出贡献。奖金上已经失去了奖金所具备的意义，而变成固定的工资。企业员工长期积累下来的事惰性和安全感，使得薪酬失去了原来有的激励功能。尽管企业改革的不断深入，人力资源管理者也开始在薪酬上探究新的模式。但是在设计方案上，玩玩缺乏对现代薪酬管理理论的设计方法的认识。从而使得方案背离了市场价值规律。目前国内企业和国内大部分股份制企业的工资制度中，都没有考虑到分配的内部均衡和外部均衡。人力资源管理取代劳
47、动认识管理，并不是简单的置换。它意味着从思想，理论，方法的根本改变。从而每一个管理者必须适应社会经济的发展，系统接受新的思想，理论和方法。树立新的人力资源管理制度。科学设计薪酬分配方案。日本中部经济有好协会就曾经激励对第一至第三产业大中小企业进行调查。结果：在引发干劲因素中，工资排在首位。这说明工资高并不能引发干劲，而工资低则肯定降低干劲，因此报酬的高低对促进员工的积极性方面影响很大。目前，许多西方公司在薪酬方面探索出了一些成功的经验，比如收益分享，利润分享，股票期权，雇员持股计划，平衡记分卡，关键绩效指标和团队精神等，而且在制定薪酬政策时充分考虑了短期，中期，长期报酬的关系，并为特殊人才设计
48、特殊的薪酬方案，目的都是促使薪酬分配方案与激励机制挂钩，充分调动员工团队的工作积极性和创造性。将薪酬纳入市场经济范畴进行管理，从分配制度，分配机制，分配管理三大方面进行大胆创新。分配制度创新是根本，分配机制创新是关键，管理创新是基础。建立以按劳分配为主体。按生产要素分配相结合的薪酬分配结构。建立以按劳分配与按生产要素分配结合的薪酬分配制度，是社会主义市场经济发展的必然要求，因此，现代企业薪酬分配结构应以按劳分配为主体，按劳分配与按生产要素相结合的基本格局。即一部分是在成本内列支的收入分配制度，一部分是在税后利润中的要素分配制度，是薪酬分配方案设计与员工劳动收入及员工的技术、知识资本收益相适应。
49、引入市场分配机制，使劳动力价格与市场接轨。劳动力市场价格是通过市场竞争形成的市场工资率，是由劳动力供求关系决定的。因此再设计薪酬分配方案时，要考虑劳动力市场价格，建立起不同岗位、职务及相关企业劳动力价格体系，把它作为企业内部基本的薪酬参照标准，以充分体现劳动力价值，引导劳动力的合理流动和优化配置。兼顾企业利益，确立高效益高工资、低效益低工资的分配观念。按劳分配必须是按劳动创造的效益分配，如果一个劳动者提供的产品或服务布恩能够满足社会的需要，那么他就不能获取以市场价格反映的劳动报酬，因此必须兼顾企业的经济效益。根据员工工作能力和成果合理拉开分配差距，讲报酬与贡献挂钩，能力指工作的完成程度，通过所达到的目标或所实现的效果来反映，而具备的潜在能力则是指知识和技能的综合掌握程度以及经验积累程度。薪酬的作用就是要激励员工把自己所具备的全部能力都发挥出来，但这些能力必须是所在岗位需要的知识和水平。工作成果即工作绩效的大小，有能力的不同会不同。因此，劳动者得到的报酬也不相同。对企业来说，真正对其有利的是劳动者的实际劳动成果，因此，共吸纳大的有效劳动应获得较高的报酬。建立以人为本薪酬体系日本麦当劳汉堡店每年总会发给员工家属一笔数
