【正文】 料 Payment management Since the end of the 20th century, the emerging new economy of the modern enterprise human resources management, including the mana gement pays a higher demand. Economic globalization increasing adaptability, innovation and petitiveness, the right talent management imposed a terrible pressure. The value of expertise was recognized and integrated into the anization and daytoday management to cope with pressure。s goals and intentions of managers to employees, correspond the relationship between staff and enterprises, and promote the consistent of staff’ action and enterprises correspond. On the other hand, the reasonable of pensation’ 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, pensation has the following functions: First, the reproduction of labor ensure functions. Staff through the labor and services exchange for pensation, so that they could meet the need of food, clothing, shelter, with the basic needs of life, thereby achieving a reproduction of la bor 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 pensation 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, pensation has the relocate function of labor force resources for the soci al. Most people will be willing to the higher pensation regions, departments and the post. As a manager can use the difference pensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resources development and maximize efficiency. In addition, pensation also can apply the occupational value and types of work by people, pensation level to a certain extent reflect the types of work or social values, thereby adjust the people39。s strategic goals. Greater extent on the existence of pensation to pensation, distribute the Equity and reasonable into the reform and development process as a goal and not what kind of pensation 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 pensation system, and do not foothold in the enterprise business strategy and human resources strategy, according to labor market, Finally formed enterprises pensation management system. Enterprises lack of management experience in professional human resources management sector in the medium and long term development strate gy of Research and deposition 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 pensation management. Although enterprises also pay a certain of reform for pensation 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 pensation, with the disjoint of market level Due to the inference of traditional structure and the traditional concept, the existing pensation structure of enterprise is relatively average, no reasonable began gap, the price of enterprises pensation and lab or market detached from the price of labor market, key positions in the pensation level below the external market pensation level and without external petition。專門知識的價值被確認(rèn)，并融入組織和日常管理以應(yīng)付上述壓力 。 On the other hand, the employees revenue linked to the personal performance appraisal. Of which: The pletion rate of target output target pletion rate = actual output of the month / target yield of the month 100% The pletion rate of target cost = actual cost of the month / target cost of the month 100% Actual cost = the cost of raw materials +the dynamic power of electric power + wages and the cost surcharge + depreciation + other costs. Quality coefficient: its benchmark value is 1, every workshop section for quality records per day, According to the quality coefficient of assess standard to add or button at the end of month, and gain the quality coefficient of the month. Quality coefficient = – the withheld coefficient of the month + the increase coefficient of the month① Established the pensation standards of posts According to the post of technical difficulty, and intensity of work, working conditions and responsibilities for the size to determine the level posts, different levels to determine the different of the pensation standards of posts. ② Determine the pensation of skills The pensation of skills through technical levels to identify and technical level by the technical assessment results to determine. Under the results of technical evaluation, it will be divided into five technical grade. ③ Determination the allowances of postsThe monitor and the teacher is the grassroots frontline operator, but also the management of the grassroots, aim at their responsibility to management positions grant the allowances of posts, every person has 50 subsidy per month. If it meets the exceptional circumstances (such as stop production and overhaul), the staff posts for the allowances of posts of standard.