【正文】 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. Maslow39。 The work cause possibility of larger harm to staff。 ②確定技能工資 技能工資通過(guò)技術(shù)等級(jí)來(lái)確定，而技術(shù)等級(jí)由技術(shù)考核的結(jié)果來(lái)進(jìn)行確定。 一線生產(chǎn)人員質(zhì)量計(jì)件薪酬制 (1)基本思路 該廠現(xiàn)有車工、銑工、刨工、磨工、鉗工等一線操作工人 195人，他們的薪酬實(shí)行質(zhì)量計(jì)件薪酬制。眾所周知，企業(yè)的薪酬水平在人才市場(chǎng)，甚至全社會(huì)中要一定有吸引力，才能吸引和留住人才，才能戰(zhàn)勝競(jìng)爭(zhēng)對(duì)手。企業(yè)在薪酬管理方面缺乏有經(jīng)驗(yàn)的專業(yè)人力資源管理部門來(lái)對(duì)企業(yè)的中長(zhǎng)期的發(fā)展戰(zhàn)略進(jìn)行研究、分解，并根據(jù)外部市場(chǎng)的發(fā)展情況制定出與企業(yè)發(fā)展戰(zhàn)略相適應(yīng)的薪酬管理體系，對(duì)薪酬管理缺乏系統(tǒng)研究。 第三，要實(shí)現(xiàn)這個(gè)結(jié)果，員工需要如何做。 期望理論 (Expectancy theory of motivation) 期望理論是美國(guó)心理學(xué)家弗魯姆 (. Vroom)提出的。馬斯洛認(rèn)為人們?cè)谏鐣?huì)生活中一般有五個(gè)層次的需要 :生理需要、安全需要、社會(huì)需要、尊重需要、自我實(shí)現(xiàn)的需要。例如，同樣一個(gè)人，為何有時(shí)工作積極，有時(shí)卻精神萎靡不振，無(wú)心做事，甚至消極怠工 ?現(xiàn)在，把激勵(lì)這個(gè)概念引入到管理實(shí)踐中，就賦予了新的含義。所以，薪酬也歷來(lái)是國(guó)內(nèi)外學(xué)者研究的重要課題。員工通過(guò)勞動(dòng)和服務(wù)行為換取薪酬，從而能滿足本人及家庭的吃、穿、住、用等基本生活需求，進(jìn)而實(shí)現(xiàn)著勞動(dòng)力的再生產(chǎn)。這種收益的存在，為企業(yè)主雇傭勞動(dòng)力、投資勞動(dòng)力提供了動(dòng)力機(jī)制。由于競(jìng)爭(zhēng)的壓力，企業(yè)必須考慮不斷降低活勞動(dòng)的成本。這些情況有 :員工的工作環(huán)境對(duì)身體健康有害 ； 員工的工作對(duì)其造成傷害的可能性較大 ； 員工從事的是在社會(huì)有些人看來(lái)不太體面的工作等。狹義的工資是指企業(yè)付給勞動(dòng)者的貨幣形式 的報(bào)酬。 (4)個(gè)人因素 (individual factors) 影響薪酬管理的個(gè)人因素具體包括 :勞動(dòng)者的個(gè)人能力、個(gè)性、性格特征、價(jià)值觀、年資、績(jī)效、經(jīng)驗(yàn)、 受教育的程度、發(fā)展?jié)摿Φ?。社?huì)價(jià)值的轉(zhuǎn)變會(huì)導(dǎo)致在組織中員工的心態(tài) 會(huì)發(fā)生變化 :隨著員工的受教育的程度和技能水平的提升，企業(yè)的薪酬制度必須對(duì)員工的這些社會(huì)變化做出適當(dāng)?shù)恼{(diào)整。本科畢業(yè)設(shè)計(jì)（論文） 外文參考文獻(xiàn)譯文及原文 學(xué) 院 經(jīng)濟(jì)管理學(xué)院 專 業(yè) 工商管理 年級(jí)班別 學(xué) 號(hào) 學(xué)生姓名 指導(dǎo)教師 年 月 日 目 錄 1 薪酬管理的涵義及其影響因素 ………………………………………………………… 1 薪酬與薪酬管理的內(nèi)涵………………………………………… ………………… 1 薪酬管理的影響因素……………………………………………………………… 1 2 薪酬的構(gòu)成、性質(zhì)、功能及與薪酬有關(guān)的激勵(lì)理論 ………………………………… 3 薪酬的構(gòu)成、性質(zhì)和功能………………………………………………………… 3 薪酬的構(gòu)成 ………………………………………………………………… 3 薪酬的性質(zhì)和功能 ………………………………………………………… 4 與薪酬有關(guān)的激勵(lì)理論… ………………………………………………………… 5 需求層次理論 ……………………………………………………………… 6 期望理論 …………………………………………………………………… 6 3 南京 DE閥門廠薪酬管理存在的問(wèn)題及問(wèn)題成因分析 ……………………………… 8 薪酬制度缺乏基于戰(zhàn)略的思考…………………………………………………… 8 薪酬結(jié)構(gòu)不合理，與市場(chǎng)水平脫節(jié)……………………………………………… 8 4 南京 DE閥門廠薪酬管理體系再設(shè)計(jì) ………………………………………………… 10 南京 DE閥門廠薪酬體系設(shè)計(jì)的思路 …………………………… ……………… 10 一線生產(chǎn)人員質(zhì)量計(jì)件薪酬制 ………………………………………………… 10 外文原文 ………………………………………………………………………………… 12 1 薪酬管理的涵義及其影響因素 薪酬與薪酬管理的內(nèi)涵 薪酬 ( pensation)，是員工因向其所在組織提供勞動(dòng)或勞務(wù)而獲得的各種形式的酬勞或答謝，是組織支付給其員工的所有勞動(dòng)報(bào)酬。 ③政治環(huán)境。 綜上所述，薪酬管理是一個(gè)融合環(huán)境、組織、工作和個(gè)人四要素的和諧，并不斷加以有效利用的過(guò)程，在此過(guò)程中，員工得到了勞動(dòng)報(bào)償及工作上的滿足感與成就感，組織則能完成其既定的目標(biāo)。廣義的工資從內(nèi)涵上看，包括勞動(dòng)者貨幣形式與非貨幣形式的所有報(bào)酬。人們通常把與工作聯(lián)系的補(bǔ)償稱為津貼，把與生活聯(lián)系的補(bǔ)償稱作補(bǔ)貼。 從生產(chǎn)關(guān)系角度 看，薪酬體現(xiàn)為收入分配的結(jié)果，是員工所獲得的分配份額。二是激勵(lì)功能。二是價(jià)值實(shí)現(xiàn)功能。 激勵(lì)理論是薪酬管理理論的基礎(chǔ)。也就是說(shuō)激勵(lì)是一種精神力量或狀態(tài)，對(duì)員工起加強(qiáng)、激發(fā)和推動(dòng)作用，并指導(dǎo)或引導(dǎo)員工行為指向組織的目標(biāo)。 馬斯洛還認(rèn)為，當(dāng)一種需要得到滿足后，另一種更高層次的需要就會(huì)占據(jù)主導(dǎo)地位，個(gè)體的需要是逐層上升的。期望理論的基本觀點(diǎn)是 :人們?cè)陬A(yù)期他們的行動(dòng)將會(huì)有助于達(dá)到某個(gè)目標(biāo)的情況下，才會(huì)被激勵(lì)起來(lái) 去做某些事情以達(dá)到目標(biāo)。 第四，在員工看來(lái)，要達(dá)到這樣一個(gè)結(jié)果有多大的成功概率。雖然企業(yè)近年來(lái)也對(duì)薪酬制度進(jìn)行了一定的改革，但是這些改革并不是從企業(yè)戰(zhàn)略的高度來(lái)進(jìn)行的，不能體現(xiàn)企業(yè)的戰(zhàn)略目標(biāo)和定位。對(duì)于一流的人才應(yīng)該給予一流的回報(bào)。計(jì)件薪酬制是根據(jù)企業(yè)中操作層員工而設(shè)計(jì)的，操作層員工的工作量可以直接計(jì)算出來(lái)，所以可以根據(jù)工作計(jì)量來(lái)計(jì)算其工資。根據(jù)技術(shù)考核的結(jié)果，將技術(shù)等級(jí)分為 5人檔次。 employees involved in the munity in some seemingly decent work and so on. People usually associated with the allowance as pensation, and the pensation linked to life as subsidies. According to the pensation defined as the fundamental basis of the pensation classification, the pay can be divided into time, piecework pay and outstanding achievement pensation. In addition, according to the pensation whether the moary form can be obtained directly, divided into moary and nonmoary remuneration. The quality and function of pensation (1)The quality of pensation Pay is the same as modity money contact to a the two angles as following to define the quality of pensation. From the point of view of productivity, it is production or other economic activities of human labor input the moary funds manifestations, is the final cost of the product ponents. 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 petition, enterprises must consider cutting labor costs. From the point of view of the relations of production, pensation for the ine distribution reflects the oute of the staff was the allocation of shares. Under the current social system of our country, pensation 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 pensation’s level has great significance for sustained and stable increase production or promote other economic activities. Such a dual character of pensation, it decided that the pensation management is actually reduce expenditure and ine distribution on production costs and that continued to improve pay levels of this contradiction and make an adjustment. (2)The function of pensation The function of pensation may from the enterprises, workers and social aspects to inspect: ① From the point of view of the enterprises, pensation has the following functions: First, the increment functions. Compensation is not only the costs of purchase labor by 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 pensation can promote staff constantly improve their work efficiency and enthusiasm. Third, the coordination functions. While the movement of pensation, put the anization39。s theory gained allpervading recognition, especially gained the recogniztion from practice by many managers. This is mainly due to the theory simple and clear, easy to understand the inherent lo