【正文】 low person also innate its deficiency。s exclusiveness in the pany quite is strong, the temporary worker status is special, when designs these personnel39。s in work selfrealization through individual contribution reward, thus manifests humanism idea, and causes the worker to understand, only then the good professional dedication, can realize individual value。s ability to work full display and free development, but also relates the entire social development finally ideal and most highest value goal and so on choice as well as with this correlation politics, culture, ethics realizations, therefore, the human resources reasonable disposition and the use has the specially significant significance in the social economy development. The Compensation took the realization human resources reasonable disposition the essential method, is playing the extremely vital role in the human resources development and the management. On the one hand the Compensation is representing the different ability to work quantity and the quality which the worker may provide, is reflecting the labor force supplies aspect basic characteristic, on the other hand is representing the employer the type, quantity and the degree which needs to the human resources, is reflecting the labor force demand aspect characteristic. The Compensation management also is must utilize in the Compensation this human resources the most important economical three numbers, guides the human resources to the reasonable direction movement, thus realization organization goal maximization. In the Compensation management, has two kind of different management kind is the government leading Compensation management mechanism. This kind of mechanism mainly is through administrative, the instruction, the plan method es the direct determination different type, the different quality each kind of worker39。s Compensation system must achieve a higher goal to have to have the thorough plan.We knew the enterprise the drive measure mainly has three kinds: The Compensation drove, the sentiment drove, the system keeps the human. The sentiment drove mainly is refers to between staff39。實行薪酬透明化，實際上是向員工傳達了這樣一個信息：公司的薪酬制度，沒有必要隱瞞，薪酬高的人有其高的道理，低的人也自有其不足之處；歡迎所有員工監(jiān)督其公正性，如果對自己的薪酬有不滿意之處，可以提出意見或者申訴。而從薪酬結構上看，績效工資的出現(xiàn)豐富了薪酬的內(nèi)涵，過去的那種單一的僵死的薪酬制度已經(jīng)越來越少，取而代之的是與個人績效和團隊績效緊密掛鉤的靈活的薪酬體系。在傳統(tǒng)的薪酬管理模式中，勞動與薪酬之間的這種激勵機制注重的很不夠，如傳統(tǒng)的等級工資制、崗位工資制等，雖然工資收入在同級不同檔次，或不同級別之間存在差別，這種差別也能激勵勞動者在組織內(nèi)部沿著一種縱向的結構攀登，但這種激勵機制存在明顯的缺陷，表現(xiàn)在：它只注意了物質激勵，忽視了精神激勵；只考慮了一個組織內(nèi)的薪酬差別，沒有考慮外部環(huán)境變化對勞動者薪酬多少的影響；只考慮了雇主和管理者的需要，沒有考慮雇員和被管理者的行為方式。此外，人的勞動能力的充分發(fā)揮和自由發(fā)展，還關系到整個社會發(fā)展的最終理想和最高價值選擇以及與此相關的政治、文化、倫理等目標的實現(xiàn)，因此，人力資源的合理配置與使用在社會經(jīng)濟發(fā)展中具有特別重大的意義。我們在現(xiàn)實中經(jīng)常會遇到這樣的情況，就是給員工漲了工資，但是到了最后它還是跳槽了，這就是薪酬激勵政策的失敗?，F(xiàn)在我們來看第一項：薪酬激勵。資源大體上可分為物質資源、財力資源和人力資源三類。傳統(tǒng)的薪酬管理，僅具有物質報酬分配性質，很少考慮被管理者的行為特徵。內(nèi)在薪酬和外在薪酬應該完美結合，偏重任何一方都是跛腳走路。從最近的資料來看，支持透明化的呼聲越來越高，因為畢竟保密的薪酬制度使薪酬應有的激勵作用大打折扣。 Third guarantee enterprise39。s psychological expected values is 2000 Yuan, but another unit is engaged in the identical work the base pay is 2000 Yuan staff39。s behavior way. Specially afterwards in execution certain years, because regards as the wages safeguards the worker basic living standard the tool, between the work and the reward relations desalinate day by day, drove the mechanism also day by day loses, finally evolved has done does the few type “the mess”. The modern Compensation management changed this traditional drive mechanism, the attention is to following three kind of machinemade synthesis utilization: One is the material mechanism, it through pays according to one39。s rights goal is in order to the talented person and the technology who detain the key, stable staff troop. Its way mainly has: The staff stock choice plans (ESOP), the stock increment power, the hypothesized stock plan, the stock option and so on. takes the Compensation and team39。s Compensation level, the Compensation structure, the Compensation value orientation and so on, the extraneous information mainly is obtains through the Compensation investigation. Can cause the enterprise when the formulation and the adjustment Compensation plan, has material which may refer.Internal information: Mainly is refers to the staff degree of satisfaction investigation and the staff rationalization proposal. The degree of satisfaction investigation function not necessarily lies in the understanding to have how many staffs to the Compensation is satisfied, but is understood which aspects the staff as well as doesn39。s basic life can e under the influence, the labor force consumption cannot obtain the plete pensation, If the Compensation standard determines excessively high, also can affect greatly to the product cost constitution, when specially the Compensation growth generally surpasses the labor productivity the growth, but also can cause the costpush inflation, once this kind of bloating appears, first from domestic, on the one hand can give the lives of the people to have the serious influence directly。s drive process. Worker under this kind of Compensation management system, through individual diligently, not only may raise the Compensation level, moreover may enhance personally in organization39。s psychological expected value, staff39。滿意度調(diào)查的功能并不一定在于了解有多少員工對薪酬是滿意的，而是了解員工對薪酬管理的建議以及不滿到底是在哪些方面，進而為制定新的薪酬制度打下基礎。團隊獎勵計劃尤其適合人數(shù)較少，強調(diào)協(xié)作的組織。作為消費性的薪酬，保障了勞動者的生活需要，實現(xiàn)了勞動者勞動力的再生產(chǎn)。這種機制由於無法回答人力資源是否真正用於了最需要的地方，也無法確定人力資源是否真正用於了最能發(fā)揮了他的作用的地方，因而很難真正解決好人力資源的合理配置問題。員工的心理平衡感 薪酬的作用是激勵，激勵的一個前提條件就是要做到公平，公平的概念不僅是領導與工人要站在同一水平線上，而且對從事相同工作的員工也要有同樣的政策。本科畢業(yè)設計（論文）外文參考文獻譯文及原文 學 院 經(jīng)濟管理學院 專 業(yè) 工商管理 年級班別 學 號 學生姓名 指導教師 年 月 日