【正文】 ale of enterprises, the culture of enterprises, the structure of enterprises (or flatlevel type), and faced life cycle of the specific stages.(3)Work factorsThe influence of work factors 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: 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, anizations, 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 anizations will plete its goals. The structure, quality and function of pensation, and the motivation theory of pensation . The structure, quality and function of pensation The structure of pensation Compensation is a plex economic and social phenomenon from different angles can perform various classifications. According to the mechanism of pensation, it can divide into internal and external pensation. (1) Internal pensation Internal pensa tion means the staff by virtue of their own hard work to get honor, success and liability. Internal pensation include : participation in the decisionmaking 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 according to the staff for the size of contribution they made and that paid the various forms of ine 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 moary reward. From the meaning of generalized wages, including laborers moary and all the remuneration of nonmoary forms. It is now monly referred to wages, generally refers to generalized wages. As the wages of staff basic pensation, the basic amount fixed, it provides a more stable source of ine to the employees, and meet the minimum needs of life to staff. ② Incentives. Incentives refers to the anization to provide staff with the efforts beyond the normal labor or labor and pensation paid to employee s, 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, the provision of free or lowpriced canteens bathhouse, clubs, and so on. ④ Subsidy. Subsidies refers to the wage or salary of enterprises difficult to plete, 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 pensation. These circumstances are: the working environment is detrimental to staff health。 unique intellectual capital as a factor of production, replacing wooden side byside human capital in the industry, the financial capital in 1997. All these have business or pay Management will bring fundamental changes, w hich are mainly embodied in the following aspects abuse. Integration in the global economy, trends in the knowledgebased economy, human resources has bee the anization to acquire and maintain petitive advantage in key elements. So talent petition 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 petitors 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 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 bee more popular, which contains the rules will be more plicated. disinter grate phenomenon will bee more mon. 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 bee dominant pattern. Recently, some even offered to natural capital, including environmental, ecological