【正文】 rce of different post, post and related enterprise, regard it as the basic salary of enterprise inside to reward San shine standard, with the fully embodiment value of labor force, guide the reasonably floating and optimization disposition of labor force. Consider both enterprise benefit, establish the high benefit capital of senior engineer, the distribution idea of low being it low wages press Lao distribution must be the benefit distribution that created according to labor, if a product that worker offers (service) the needs that can not satisfy society, that Me him can not get the labor pay that reflects with market price, therefore must consider both the economic benefits of enterprise. According to employee working ability and acplishment, pull open distribution gap reasonably, hang pay and contribution ability finger working plete level, through the goal reached or the effect realized, the latent ability that reflects and has denotes knowledge with ability synthesize to grasp level as well as experience accumulation level. Salary the role that rewards for is will encourage employee all abilities of having self play, but these abilities must be level and the knowledge of place post first needs. Work acplishment work Jig the size of effect, from the difference in ability can difference. Therefore the pay that worker gets should not be also identical. It is for enterprise, what is beneficial to it really is that the actual labor acplishment of worker, therefore contribute big have to serve move should get higher pay. Establishment the salary found on people reward the system Japanese Hamburg shop of McDonald’s can give employee family members every year always the bonus of a considerable number。 Bonus in considerable level on have lost the meaning of award, bee regular additional wages. What enterprise employee accumulates for a long period is that inertia and safe sense make salary reward and have lost, should be some to encourage function. Though along with enterprise, being thorough as reforming , the manager of human resource also begins to explore new method on salary rewards system , but when designing distribution scheme often lack for modern salary reward the knowledge of theoretical and design method, make scheme deviate from the law of value of the market of labor force. Now, in the wages system of stateowned enterprise and the most of domestic joint stock panies, do not consider that outside and the internal balance of distribution are balanced. The management of human resource replace labor personnel management not the simple displacement of noun, it signifies that from thought and theory, the method of arriving is basic as utilizing to change. Thus each manager must meet the development of socioeconomic culture。 建立合理的薪酬管理制度是每一個(gè)企業(yè)需要解決的問(wèn)題。反映了勞動(dòng)市場(chǎng)的價(jià)值規(guī)律。因此工資的分配主要依據(jù)工齡，學(xué)歷，職能，行政等級(jí)別。不管是上班的時(shí)候有沒(méi)有履行職責(zé)，有沒(méi)有給企業(yè)做出貢獻(xiàn)。它意味著從思想，理論，方法的根本改變。 將薪酬納入市場(chǎng)經(jīng)濟(jì)范疇進(jìn)行管理 將薪酬納入市場(chǎng)經(jīng)濟(jì)范疇進(jìn)行管理，從分配制度、分配機(jī)制、分配管理三大方面進(jìn)行大膽創(chuàng)新。 根據(jù)員工工作能力和成果合理拉開(kāi)分配差距，將報(bào)酬與貢獻(xiàn)掛鈎 能力指工作的完成程度，通過(guò)所達(dá)到的目標(biāo)或所實(shí)現(xiàn)的效果來(lái)反映，而具備的潛在能力則是指知識(shí)和技能的綜合掌握程度以及經(jīng)驗(yàn)積累程度。針對(duì)優(yōu)秀中層 管理 人員，海爾實(shí)行的以定期考核結(jié)果為依據(jù)是四級(jí)動(dòng)態(tài)考核，對(duì) 科技 人員的底薪設(shè)計(jì)是“給你一條船，進(jìn)退浮沈靠自己”，按新產(chǎn)品在市場(chǎng)上獲得的經(jīng)濟(jì)效益的提成獲得薪酬。