【正文】 on level to a certain extent reflect the types of work or social values, thereby adjust the people39。計(jì)件薪酬制是按照員工生產(chǎn)的合格產(chǎn)品的數(shù)量或完成作業(yè)量，按預(yù)先規(guī)定的計(jì)件單價(jià)計(jì)算薪酬的一種薪酬形式。 薪酬結(jié)構(gòu)不合理，與市場(chǎng)水平脫節(jié) 由于受傳統(tǒng)體制和傳統(tǒng)觀念的影響，企業(yè)現(xiàn)有的薪酬結(jié)構(gòu)還比較平均，沒(méi)有合理地拉開(kāi)差距，企業(yè)薪酬價(jià)位與勞動(dòng)力市場(chǎng)價(jià)位脫節(jié)，關(guān)鍵崗位的薪酬水平低于外部市場(chǎng)的薪酬水平，不具有外部競(jìng)爭(zhēng)性 ； 而非關(guān)鍵崗位的薪酬卻高于市場(chǎng)水平?？?jī)效是三大知覺(jué)的函數(shù) :期望、關(guān)聯(lián)性和效價(jià)。因此，不僅要研究某種動(dòng)機(jī)是如何產(chǎn)生的，關(guān)鍵更要研究如何促使被管理對(duì)象產(chǎn)生某種特定的動(dòng)機(jī)，如何引導(dǎo)他們拿出自己的全部力量來(lái)為實(shí)現(xiàn)某一目標(biāo)而努力。薪酬是企業(yè)對(duì)員工工作付出的一個(gè)評(píng)價(jià)，是對(duì)員工工作能力和水平的承認(rèn)，也是對(duì)個(gè)人價(jià)值實(shí)現(xiàn)的回報(bào)，是晉升和成功的信號(hào)，它反映了員工在企業(yè)中的相對(duì)地位和作用，能使員工產(chǎn)生滿足感和成就感，并進(jìn)而激發(fā)出更大的工作熱情。在我國(guó)現(xiàn)行社會(huì)制度下，薪酬是勞動(dòng)者獲取生活資料進(jìn)行消費(fèi)的主要來(lái)源。現(xiàn)在人們通常所說(shuō)工資，一般是指廣義上的工資。人力資源管理總是在一定的社會(huì)政治條件環(huán)境中進(jìn)行的，都必須體現(xiàn)依法治國(guó) (企 )的精神。 ②社會(huì)環(huán)境。其具體表現(xiàn)形式是多種多樣的，主要包括工資、獎(jiǎng)金、福利、津貼等具體形式 : ①工資 ( wage) 一個(gè)員工只要在企業(yè)中工作，就能定期拿到一個(gè)固定數(shù)額的勞動(dòng)報(bào)酬。在市場(chǎng)經(jīng)濟(jì)條件下，企業(yè)主要通過(guò)薪酬來(lái)核算或計(jì)量生產(chǎn)與其他經(jīng)濟(jì)活動(dòng)中活勞動(dòng)的消耗。 ②從員工方面看，薪酬具有以下功能：一是勞動(dòng)力再生產(chǎn)保障功能。 激勵(lì) ( Motivation).激勵(lì)原本是一個(gè)心理學(xué) 的概念，就其本質(zhì)而言，它是表示某種動(dòng)機(jī)所產(chǎn)生的原因，即發(fā)生某種行為的動(dòng)機(jī)是如何產(chǎn)生的。身為主管人員，為了有效地激勵(lì)下屬，就必須要了解其下屬需要滿足的是什么。在較大程度上存在著就薪酬論薪酬，把公平、合理地分配薪酬本身當(dāng)成一種目的而不是關(guān)注什么樣的薪酬制度會(huì)在企業(yè)改革與發(fā)展過(guò)程 中有利于企業(yè)戰(zhàn)略和人力資源戰(zhàn)略的實(shí)現(xiàn)，南京 DE閥門(mén)廠沒(méi)有從自身的總體戰(zhàn)略和人力資源戰(zhàn)略出發(fā)來(lái)改革和完善薪酬制度，并沒(méi)有立足于企業(yè)的經(jīng)營(yíng)戰(zhàn)略和人力資源戰(zhàn)略，以勞動(dòng)力市場(chǎng)為依據(jù)，最后形成企業(yè)的薪酬管理系統(tǒng)。 在進(jìn)行薪酬體系設(shè)計(jì)過(guò)程中，努力實(shí)現(xiàn)以下目標(biāo) :能夠?yàn)槠髽I(yè)的薪酬分配提供一個(gè)基本的思路和框架 ，結(jié)構(gòu)合理，可操作性強(qiáng) ； 效率優(yōu)先、兼顧公平 ； 堅(jiān)持同工同酬，體現(xiàn)多勞多得 ； 在適當(dāng)增加工資總額的同時(shí)，合理拉開(kāi)收入差距。s level of education and skills enhancement, the pensation system of enterprises must make out the appropriate adjustments for employees of these social changes. ③ Political environment. Human resources management is always a certain social and political conditions for the environment, must reflect the spirit of country(enterprises) according to law. ④ Technological environment. Technology environment including the whole process from raw materials and products to the market. In the process from raw materials to the products, any technological breakthroughs and improvements, and the staff of enterprises will all have a tremendous impact, therefore, enterprises must continuously reform the pensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encourage technological innovation, in order to gain the petitive advantages of technology, talent and innovation for enterprises. (2)Organization internal factors Influence the anizations of pensation management specific inter nal factors include : the pensation management of financial capability, human resources and remuneration policies, the scale of enterprises, the culture of enterprises, the structure of enterprises (or flatlevel type), and faced life cycle of the specific stages. (3)Work factors The influence of work factors of pensation management specific including: work environment, labor intensity, and plexity of the initiative, and challenges and so on. (4)Individual factors The impact of individual actors of pensation management including: the laborers’ personal ability, personality, character traits and values, seniority, performance, experience, education, the development potential. In summary, the pay is an integrated with the four elements harmony of management, environment, anizations, and individuals, and continuously the process of effective use, in this process, employees gained the satisfaction and a sense of achievement on labor reward and job, and anizations will plete its goals. 2 The structure, quality and function of pensation, and the motivation theory of pensation The structure, quality and function of pensation The structure of pensation Compensation is a plex economic and social phenomenon from different angles can perform various classifications. According to the mechanism of pensation, it can divide into internal and external pensation. (1) Internal pensation Internal pensation means the staff by virtue of their own hard work to ge t honor, success and liability. Internal pensation include : participation in the decisionmaking rights, individuals to play the potential job opportunities, independence and freedom to arrange their working hours, more terms, more interested in the work, personal development opportunities, diversification of activities. (2) External pensation External pensation means enterprises according to the staff for the size of contribution they made and that paid the various forms of ine to the staff. Its specific manifestations are varied, including wages, bonuses, benefits, allowances and other specific forms: ① Wages .employees as long as works in enterprises, we will be able to get a regular fixed amount of labor remuneration. The narrow wages paid to workers refer to the moary reward. From the meaning of generalized wages, including laborers moary and all the remuneration of nonmoary forms. It is now monly referred to wages, generally refers to generalized wages. As the wages of staff basic pensation, the basic amount fixed, it provides a more stable source of ine to the employees, and meet the minimum needs of life to staff. ② Incentives. Incentives refers to the anization to provide staff with the efforts beyond the normal labor or labor and pensation paid to employees, including its dividend, profit sharing and usually refer to the bonus content. ③ Welfare. Welfare also has broad and narrow, the broad welfare includes wages. The narrow welfare refers paid to the staff in addition to wages or salaries and other forms of remuneration, and more to pay in Physical or the form of services, such as social insurance (life insurance, unemployment , endowment insurance, etc.) the free and discounted of work meal, preferential housing, the provision of free or lowpriced canteens bathhouse, clubs, and so on. ④ Subsidy. Subsidies refers to the wage or salary of enterprises difficult to plete, accurately reflect the situation or the special working conditions of staff and job characteristics and the specific conditions of the additional pay and the cost of living paid staff pensation. These circumstances