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1、此资料由网络收集而来，如有侵权请告知上传者立即删除。资料共分享，我们负责传递知识。薪酬管理毕业论文外文翻译资料篇一：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 AbstractAny effective way of management must rely on a basis: people, all the staff of enterprises. Compensation system as an important asp
2、ect 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
3、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 prin
4、cipals 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 at
5、tract 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 traditiona
6、l 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, Quesnays minimum wage theory is that wages and other commodities, there is
7、 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 employers subjective desire, but the result of the competition in the market. The classical economists Muller believed that certain conditio
8、ns, 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
9、 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 cant satisfy the demand of the workers
10、, so some interests to share views was put forward to motivate workers. On this basis, the Gantt invented the “complete tasks rewarded” system to perfect the incentive measures. Represented by Americaneconomist Beckers theory of human capital school of thought argues that human capital is determined
11、 by the human capital investment, is present in the human body to the content of knowledge, skills, etc. Martin Weizmann share of economic theory that wages should be linked to corporate profits. Increase in profits, employee wages fund, increased profits, and employee wages fund. Between enterprise
12、s and employees is the key of the labor contract is not in a fixed wage of how many, but in the division of labor both sides share proportion. In modern compensation phase, the contents of the compensation has been changed, increased a lot of different compensation models, and more and more pay atte
13、ntion to employees personal feelings and development, employees can even according to individual condition choose different salary portfolio model. Employees can be paid off on surface of the material and spiritual. 3 Pay system overview In the past the traditional pay system, usually are business o
14、wners value orientation as the guide to carry on the design. With the continuous development of the overall market environment, in the modern enterprise management concept has also changed. They are aware of the established compensation system should adapt to the employee benefit as a starting point
15、, the self-interest pursuit and employee demand together, to establish a set of enterprises and employees to maximize the interests of the two-way, so as to achieve win-win situation. Since the 90 s, the westerndeveloped economies in the enterprise owners and managers try to change the traditional f
16、orm of compensation, relocation compensation system, the importance of also constantly try to innovate salary system of design and diversification. Performance pay system is established in accordance with the enterprise organization structure based on the results of the individual or team performance appraisal for salary distribution system. Total compensation is generally associated with individual or team performance. Now the enterprise model is used
