【正文】 ditional pay and the cost of living paid staff pensation. These circumstances are: the working environment is detrimental to staff health。 at the same time, appropriate increasing the total pensation, reasonable widening ine gaps. The pensation of production quality piecework system of frontline staff (1)Basic ideas There are 195 frontline workers in the factory, such as latheman, miller, planer, grinder, locksmith and so on, their pensation carry out The pensation of piecework system. Compensation quality piecework system is designing for the operation staff, operation staff workload can be directly calculated. Therefore it can use the work measure to account their wages. The pensation of piecework system is that in accordance with the quantity production of qualified products or the volume of pleted work by staff, according to a prescribed price calculation piece of a kind of pensation. (2) The structure of pensationIts calculation : The pensation of piecework of frontline production staff per month= The pensation of posts standard The pletion rate of target output The pletion rate of target cost quality coefficient + skills wages + allowance. On one hand, take the pensation of posts standard to maintain the basic pletion。 And nonkey positions in the pensation higher than the market level. The pensation of ordinary workers is higher than the market price. From the exterior, nonkey positions ordinary workers of enterprise whose pensation their salary level higher than the average level in society, one side it increases the cost of human and waste the limited financial of enterprises, as ordinary employees in the labor market, especially in the large population of urban areas is a serious oversupply. There is absolutely no need to pay their high pensation, even paid high wages to stimulate all thei r enthusiasm, but is not worth from the input and output view of the relative efficiency , form the internal, noncritical positions in higher pensation levels, contrast, key positions on the low pensation levels, it will increase the sense of unfairness in key positions, in the important positions of workersThe staff of some key posts and important positions of the enterprise, their pensation were lower than the prices of market pensation. As we all know, the pensation level of enterprises i n the talent market, and even the whole society should certainly attractive, In order to attract and retain talent, it can be overe petitors. For firstrate talent should be given firstclass return. If the key employees and the core staff ine low er than the standards of social level, external petitiveness will be relatively weak, it will make the enterprises fail to hold the human, and led to serious unreasonable human resource structure in the enterprise. From the circumstances of investigation by us, on the one hand, many employees discontent the existing pensation system in the reflected rewards。 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 and other nonmoary 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 Inter, broadband, wireless munications and technological development, people39。s vi ew, 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。專門知識的價(jià)值被確認(rèn)，并融入組織和日常管理以應(yīng)付上述壓力 。s goals and intentions of managers to employees, correspond the relationship between staff and enterprises