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人力资源管理薪酬管理中英文对照外文翻译文献
人力资源管理薪酬管理中英文对照外文翻译文献
(
文档含英文原文和中文翻译
)
人力资源管理薪酬管理中英文对照外文翻译文献
Payment management
Since
the
end
of
the
20th
century,
the
emerging
new
economy
of
the
modern
enterprise
human
resources
management,
including
the
management
pays
a
higher
demand.
Economic
globalization
increasing
adaptability,
innovation
and
competitiveness,
the
right
talent
management
imposed
a
terrible pressure. The
value of expertise was recognized and integrated
into the
organization
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
the
knowledge-
based
economy,
human
resources
has
become
the
organization
to
acquire
and
maintain competitive advantage in key
elements. So talent competition will be
on
a
global
scale
by
launching
more
intense,
within
the
area
of
human
resources are the most
direct consequences of the contest is to pay
Slumps. All
competitors had to pay is
higher than the average market price of the
salaries,
resulting
in
human
resources
rolling
rising
prices.
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
more
widely
shared
and
not
overly
concentrated.
Organization
of
human
resources
must
take
a
more
serious
attitude
and
generous
to
pay
greater
human
capital
investment.
Traditional working theory of value
will gradually to the market 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
more
人力资源管理薪酬管理中英文对照外文翻译文献
knowledge of the demands of 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 become more
popular, which contains the rules will be more
complicated.
grate
phenomenon
will
become
more
common.
The
salary
management,
human
design
colors
will
be
more
concentrated,
delivered
psychological
principles rather 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 more attention to the value rather than
the
economic value.
To
stock
options
as
the
main
form
of
capital
allocation
in
the
future
people
pay
the
proportion
will
continue
to
expand.
And
become
dominant
pattern.
Recently,
some
even
offered
to
natural
capital,
including
environmental, ecological and other
non-monetary 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 Internet, broadband, wireless
communications 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
become a
fashion, by a part of the
corporate bandwagon. Online assessment and on-line
payment will be widely used many
enterprises.
The meaning of
compensation and compensation management
Salaries
and
pay
the
content management
Compensation
is that
the
staff
turn
towards
the
organizations
to
provide
labor
or
services
and
access
to
various
forms
of
reward
or
return, is
organization
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
level
of
the
人力资源管理薪酬管理中英文对照外文翻译文献
elements to determine thestructure,
distribution and adjustment. The respect of
traditional
compensation
management
is
material
reward,
with
little
consideration on the behavioral
characteristics of manager; Moreover modern
compensation
management
shifted
the
focus
to
the
development
of
human
resources and use, it
takes the process of material reward of management
and
encouraging staff closely fall
together ,turn into a unified organic whole.
The
influence
factors
of
Compensation
management
Modern
compensation
management
researchers
found
that
the
impact
of
the
compensation
management
have
a
lot
of
factors,
which
can
be
primarily
summed up in the four following
factors.
(1)External
environment
factorsImpacting
compensation
management
to
the
external
environment
factors
< br>including:
①
Economic
environment.
Macroeconomic
situation
and
development
trend
will
affect
the
human
resources
policy
formulation
and
adjustment.
②<
/p>
Social
environment.
The
change of social values
will lead to the organization's staff mentality
changed:
With
the
staff's
level
of
education
and
skills
enhancement,
the
compensation
system
of
enterprises
must
make
out
the
appropriate
adjustments
for
employees of these
social changes.
③
Political
environment. Human resources
management
is
always
a
certain
social
and
political
conditions
for
the
environment,
must
reflect
the
spirit
of
country(enterprises)
according
to
law.
④
Technological
environment.
Technology
environment
including
the
whole
process
from
raw materials
and
products
to
the
market.
In
the process
from
raw
materials
to
the
products,
any
technological
breakthroughs
and
improvements, and the
staff of enterprises will all have a tremendous
impact,
therefore,
enterprises
must
continuously
reform
the
compensation
system,
to
mobilize the enthusiasm of key
personnel, the introduction of technology and
retain the key personnel, encourage
technological innovation, in order to gain
the
competitive
advantages
of
technology,
talent
and
innovation
for
enterprises.
人力资源管理薪酬管理中英文对照外文翻译文献
(2)Organization
internal
factorsInfluence
the
organizations
of
compensation management specific
internal factors include : the compensation
management
of
financial
capability,
human
resources
and
remuneration
policies,
the
scale
of
enterprises,
the
culture
of
enterprises,
the
structure
of
enterprises
(or
flat-level
type),
and
faced
life
cycle
of
the
specific
stages.(3)Work
factorsThe
influence
of
work
factors
of
compensation
management
specific
including:
work
environment,
labor
intensity,
and
complexity
of
the
initiative,
and
challenges
and
so
on.
(4)Individual
factorsThe impact of individual actors
of compensation management including:
the laborers’ personal ability,
personality, character traits and values,
seniority,
performance,
experience,
education,
the
development
summary,
the
pay
is
an
integrated
with
the
four
elements
harmony
of
management,
environment,
organizations,
and
individuals,
and
continuously
the
process
of
effective use, in this process,
employees gained the satisfaction and a sense of
achievement
on
labor
reward
and
job,
and
organizations
will
complete
its
goals.
The
structure,
quality
and
function
of
compensation,
and the
motivation
theory of
compensation .
The structure, quality
and function of compensation
The structure of compensation
Compensation is a complex economic and
social phenomenon from different angles
can perform various classifications.
According to the mechanism of
compensation, it can divide into internal and
external
compensation.
(1)
Internal
compensation
Internal
compensation
means
the
staff
by
virtue
of
their
own
hard
work
to
get
honor,
success
and
liability. Internal compensation
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
compensationExternal
compensation
means
enterprises
according
to
人力资源管理薪酬管理中英文对照外文翻译文献
the staff for the size of contribution
they made and that paid the various forms
of income to the staff. Its specific
manifestations are varied, including wages,
bonuses, benefits, allowances and other
specific forms:
①
Wages
.employees
as long as works in
enterprises, we will be able to get a regular
fixed amount
of labor remuneration. The
narrow wages paid to workers refer to the monetary
reward. From the meaning of generalized
wages, including laborers monetary
and
all the remuneration of non-monetary forms. It is
now commonly referred
to
wages,
generally
refers
to
generalized
wages.
As
the
wages
of
staff
basi
c
compensation,
the
basic
amount
fixed,
it
provides
a
more
stable
source
of
income
to
the
employees,
and
meet
the
minimum
needs
of
life
to
staff.
②
Incentives.
Incentives
refers
to
the
organization
to
provide
staff
with
the
efforts
beyond the normal labor or labor and compensation
paid to employees,
including its
dividend, profit sharing and usually refer to the
bonus content.
③
Welfare. Welfare also has broad and
narrow, the broad welfare includes wages.
The narrow welfare refers paid to the
staff in addition to wages or salaries and
other
forms
of
remuneration,
and
more
to
pay
in
Physical
or
the
form
of
services, such as social insurance
(life insurance, unemployment , endowment
insurance, etc.) the free and
discounted of work meal, preferential housing,
t
he
provision
of
free
or
low-
priced
canteens
bathhouse,
clubs,
and
so
on.
④
Subsidy.
Subsidies
refers
to
the
wage
or
salary
of
enterprises
difficult
to
complete, accurately
reflect the situation or the special working
conditions of
staff
and
job
characteristics
and
the
specific
conditions
of
the
additional
pay
and
the
cost
of
living
paid
staff
compensation.
These
circumstances
are:
the
working
environment is detrimental to staff health; The
work cause possibility
of
larger
harm
to
staff;
employees
involved
in
the
community
in
some
seemingly
decent
work
and
so
on.
People
usually
associated
with
the
allowance as compensation, and the
compensation linked to life as subsidies.
According
to
the
compensation
defined
as
the
fundamental
basis
of
the
compensation classification, the pay
can be divided into time, piece-work pay
人力资源管理薪酬管理中英文对照外文翻译文献
and
outstanding
achievement
compensation.
In
addition,
according
to
the
compensation
whether
the
monetary
form
can
be
obtained
directly,
divided
into monetary and non-monetary
remuneration.
The quality and function
of compensation.
(1)The
quality
of
compensationPay
is
the
same
as
commodity
money
contact to a the two angles as
following to define the quality of
compensation.
From
the
point
of
view
of
productivity,
it
is
production
or
other
economic
activities
of
human
labor
input
the
monetary
funds
manifestations, is the
final cost of the product components.
In the conditions
of
market
economy,
enterprises
mainly
through
paid
to
the
accounting
or
measuring
production
and
other
economic
activities
of
human
labor
consumption.
Due
to
the
pressure
of
competition,
enterprises
must
consider
cutting
labor
the
point
of
view
of
the
relations
of
production,
compensation for the income
distribution reflects the outcome of the staff was
the
allocation
of
shares.
Under
the
current
social
system
of
our
country,
compensation is the
main sources to the means of subsistence
consumption of
workers.
It
have
a
major
impact
on
the
level
of
consumption
and
the
consumption
structure
,
and
consumption
actually
is
the
process
of
reproduction
labor,
reproduction
of
labor
also
has
an
important
influence
in
the
next
phase
of
production.
Therefore,
the
compensation’s
level
has
great
significance
for
sustained
and
stable
increase
production
or
promote
other
economic a dual character of
compensation, it decided that the
compensation
management
is
actually
reduce
expenditure
and
income
distribution
on
production
costs
and
that
continued
to
improve
pay
levels
of
this
contradiction and make an adjustment.
(2)The function of compensation The
function of compensation may from
the
enterprises,
workers
and
social
aspects
to
inspect:
①
From
the
point
of
view
of
the
enterprises,
compensation
has
the
following
functions:
First,
the
increment functions.
Compensation is not only the costs of purchase
labor by
人力资源管理薪酬管理中英文对照外文翻译文献
enterprises, as well as the investment
of live working , it will give employers
greater than expected cost benefits.
The existence of such benefit, provided the
impetus
mechanism
of
labor
employment
and
investment
labor
for
the
enterprises. Second, the promoting
functions. Compensation is a evaluation of
workers
and
operators’
performance,
reflect
the
quality
and
quantity
conditions of work.
Therefore, the compensation can promote staff
constantly
improve
their
work
efficiency
and
enthusiasm.
Third,
the
coordination
functions.
While the movement of compensation, put the
organization's goals
and intentions of
managers to employees, correspond the relationship
between
staff
and
enterprises,
and
promote
the
consi
stent
of
staff’
action
and
enterprises
correspond.
On
the
other
hand,
the
reasonable
of
compensation’
differentials
and
structure
can
effectively
mediate
the
conflict
between
the
employees, and harmony the human
relationships.
②
From the
point of view of
the
employee,
compensation
has
the
following
functions:
First,
the
reproduction
of
labor
ensure
functions.
Staff
through
the
labor
and
services
exchange for compensation, so that they
could meet the need of food, clothing,
shelter, with the basic needs of life,
thereby achieving a reproduction of labor
force.
Second
is
to
achieve
functional
value.
Compensation
is
an
evaluation
for
enterprises
to
pay
for
their
employees,
also
is
the
recognition
of
staff
capability and level,
is the returns of the implement of
individuals value, and
the
signal of successful promotion, it reflects the
employees’ relative position
and
function in enterprises, it can make the staff
have a sense of achievement
and
satisfaction,
and
thus
inspire
greater
enthusiasm
for
the
work.
Third
，
reasonable
compensation will be strong the trust of
enterprise by staff ,buildup
the
expected
increase
risk
of
psychological
sense
of
security
and
a
sense
of
security for the staff.
③
From the point of view of
the social, compensation has
the
relocate function of labor force resources for the
social. Most people will
be willing to
the higher compensation regions, departments and
the post. As a
manager
can
use
the
difference
compensation
to
guide
human
resources
人力资源管理薪酬管理中英文对照外文翻译文献
reasonable
flow,
promote
the
effective
distribution
for
human
resources,
implement
the
human
resources
development
and
maximize
efficiency.
In
addition,
compensation
also
can
apply
the
occupational
value
and
types
of
work
by
people,
compensation
level
to
a
certain
extent
reflect
the
types
of
work or social values,
thereby adjust the people's occupational
aspirations and
the flows of obtain
employment.
The
Motivation
theory
of
compensation
Compensation
has
always
been
an
attention task, it is not merely related to each
person's personal interests, is
involved
in
every
organization,
the
whole
community,
and
even
the
entire
country's
socio-economic
development.
Therefore,
compensation
is
that
foreign
scholars
have
always
been
an
important
research
subject.
The
Motivation
theory
of
compensation
is
the
basis
of
the
compensation
management
theory. Motivation is the most important and most
basic functions
in
compensation.
How
to
use
the
compensation
to
motivate
the
staff’
efficiency
and
enthusiasm,
is
the
core
content
of
compensation
study,
design
and
compensation
management.
Reasonable,
fair
and
competitive
compensation
is
the
most
important
factors
to
encourage
the
employees
to
work
hard.
Reasonable,
and
effective
compensation
management
mechanism
between prompting
is a benign interaction. Effective compensation
mechanism
must motivate the staff use
higher quantity and quality to completed tasks,
and
higher
quantity
and
quality
of
work
must
bring
higher
compensation.
Motivation
is
a
psychology
concept,
in
its
essence,
it
is
said
that
some
motivation
by
the
reasons,
some
occurred
motive
acts
is
produced.
For
example,
the
same
person,
why
do
their
sometimes
work
actively,
and
sometimes
flagging
spirit
and
no
mood
to
work,
or
even
negative
go
slow?
Now,
put
the
motivation
concept
into
management
practice,
endow
a
new
meaning. That is
motivation is a spiritual power or state, the
staff has stepped
up,
inspire
and
promote
the
role
and
instruction
or
guidance
staff
conduct
at
the
organization's goals. Therefore, not only to study
some kind of motivation
人力资源管理薪酬管理中英文对照外文翻译文献
how
is,
more
crucial
to
examine
how
to
promote
the
management
of
a
particular object have the motivation
how to guide them with their full force to
achieve a particular goal. Today's
society, more and more motivation by many
managers
in
the
implementation
guidance
and
leadership
is
seen
as
an
important
method
thus
effectively
integrate
human,
using
technology
to
achieve reunification of
all employees ,it will also make the personal ease
of
mind,
the
achievement
of
organizational
the
understanding
the
basis of human, and many
scholars research the needs and conduct of human,
But it has the same purpose of the
study, namely : how to inspire
motivation,
how to analyze
needs, how to determine action, adopted to meet
the needs of
the
people
to
achieve
their
basic
objective,
so
as
to
achieve
an
effective
motivation.
At
present,
domestic
and
foreign
scholars
have
recognized
the
main motivation theory:
Hierarchy of Needs Theory, Two-factor theory,
Equity
Theory,
Expectancy
theory
of
motivation.
This
text
simply
introduce
Hierarchy of Needs
Theory and Expectancy theory of motivation.
Hierarchy
of
Needs
TheoryMaslow
put
forward
the
hierarchy
of
needs
theory, it thinks that
the needs of human is arisen with the arrangement
form,
from
the
junior
programs
need
to
begin
to
move
upwards
to
senior
needs.
Maslow thinks that it generally has
five levels of needs in social life by people:
physiological
needs,
security
needs
and
society
needs,
respect
needs
and
self-
actualization
also
considers
that
when
a
need
to
be
met,
and
a
higher
level
of
need
will
occupy
the
dominant
position,
the
individual
needs of the layer to rise. From the
point of motivation, no a need will be fully
met, However, as long as the meeting is
part of the individual will to pursue
other aspects of their needs. According
to Maslow's view, if we want to inspire
someone, it is imperative to understand
which hierarchy of needs by the person,
then
focused
on
meeting
the
needs
of
this
level
or
above
this
level
needs.
Maslow's
theory
gained
all-pervading
recognition,
especially
gained
the
recogniztion from practice by many
managers. This is mainly due to the theory
人力资源管理薪酬管理中英文对照外文翻译文献
simple
and
clear,
easy
to
understand
the
inherent
logic.
Its
maximize
usefulness
lies
in
the
fact
that
it
points
out
the
need
for
every
person.
As
managers,
in
order
to
effectively,
it
is
necessary
to
understand
their
subordinates what is need to meet.
Expectancy
theory
of
motivationExpectancy
theory
of
motivation
is
proposed by Fulumu(V. H. Vroom) who is
the United States psychologists. The
basic
viewpoints
of
Expectancy
theory
of
motivation
is:
People
expect
their
actions will help to
achieve a certain target circumstances, will be
incentive to
do
certain
things
together
to
achieve
our
goals.
Performance
is
the
three
function of perceived: expectations,
relevance and potency. From the point of
view
of
psychological,
Expectancy
theory
of
motivation
has
three
specific
psychology relation:First, Effort-
performance linkage refers to the perception
of
individuals
through
efforts
to
achieve
the
desired
performance
tarts
possibility. Second,
Performance-reward linkage is a person through a
certain
level
of
the
efforts
to
achieve
the
desired
level
of
pay
y,
Reward
attractiveness
shows
the
achievement
of
the
expected
results
or
remuneration received by the individual
concerned how much importance. As
enterprise
managers,
Expectancy
theory
of
motivation
provides
such
a
management
way:
every
employees
in
the
three
psychological
linked
to
the
drive,
the
choice
and
tropism
usually
through
the
four
steps
:First,
the
work
brings
what
results
to
the
,
the
results
has
how
much
more
attractive
to
the
,
achieve
this
result,
what
need
to
do
by
the
, From the point of view
of staff, achieve such a result needs how
much probability of success.
Nanjing
DE
valve
factory
the
problems
and
causes
of
compensation
management and
the analysis of problem
Compensation
system
lack
of
strategic
thinkingIn
the
reform
process
of
state-owned
enterprise,
the
internal
reform
of
the
compensation
system
is
always
the
summit
concerned
by
all
the
levels
of
managers.
The
reform
of
人力资源管理薪酬管理中英文对照外文翻译文献
enterprises compensation system
throughout the entire process of state-owned
enterprises reform. While managers at
all levels pay great attention to design
and pay system reform in China but the
majority of businesses pay system still
faced with many problems and
shortcomings at present, and many enterprises’
employees
is
not
high
satisfaction
of
the
compensation
system,
the
compensation
system
of
enterprises
has
failed
to
play
the
role
of
incentive,
didn’t become the
norm to workers. Like other state
-owned
enterprises. When
the
Nanjing
DE
valve
factory
carry
through
the
compensation
management,
also
not
fully
understand
that
the
compensation
system
of
enterprises
must
support
and
services
to
the
enterprise's
strategic
goals.
Greater
extent
on
the
existence
of
compensation
to
compensation,
distribute
the
Equity
and
reasonable
into
the
reform
and
development
process
as
a
goal
and
not
what
kind
of
compensation
system
will
be
favorable
to
corporate
strategy
and
the
implement of human resource strategy,
Nanjing DE valve factory do not from
their
own
strategies
and
the
overall
human
resources
strategy
starting
to
reform
and
improve
the
compensation
system,
and
do
not
foothold
in
the
enterprise business strategy and human
resources strategy, according to labor
market,
Finally
formed
enterprises
compensation
management
system.
Enterprises
lack
of
management
experience
in
professional
human
resources
management
sector
in
the
medium
and
long
term
development
strategy
of
Research and
decomposition to the enterprise, according to the
external market
and
the
development
of
enterprises
and
work out
development
strategies that
suit
the
salary
management
system,
lack
of
study
on
compensation
management.
Although
enterprises
also
pay
a
certain
of
reform
for
compensation system in recent years,
but these reforms are not from the height
of corporate strategy and the
enterprise fails to reflect the strategic
objectives
and positioning.
The
illogicality
structure
of
compensation,
with
the
disjoint
of
market
level Due to the
inference of traditional structure and the
traditional concept,