【正文】 the aspect, has given the achievements outstanding candidates quite great Compensation rise space. The employee drove longterm, the Compensation stockholder39。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 relationsTake the team as the foundation development project, emphasized in the team cooperates working more and more popular, adapts with it, should aim at the team to design the special drive plan and the Compensation plan, its drive effect the simple single drove the effect is better than. The team rewards the plan to suit the population to be few especially, emphasis cooperation organization.Compensation refinementThe Compensation refinement first is the Compensation constitution refinement, in the past planned economy time that kind sole, the deathly stiff Compensation constitution already no longer met the modern enterprise39。s need, displaced was the multiplication, multilevel, the nimble new Compensation constitution. Next is the specialist Compensation design specialization, for example: The marketing personnel affects greatly, specialist39。s exclusiveness in the pany quite is strong, the temporary worker status is special, when designs these personnel39。s Compensation should not adopt with other department personnel39。s same Compensation system. In addition, in some target formulation process, also must the refinement, avoid as far as possible “all at once ”procedure. For example, the job evaluation, the achievements performance review system, the different position level and the heterogeneity post examination and critique should formulate the standard separately.Compensation system transparenceShould publicize about the Compensation payment way transparently, this question always has the quite great dispute. Looked from the recent material that, supports the transparence the call to be more and more high, because keeps secret after all the Compensation system causes the drive function which the Compensation should have to sell at a discount greatly. Moreover, implements the security Compensation system the enterprise to appear such phenomenon frequently: The intense curious psychology causes the staff through each kind of channel to inquire colleague39。s amount of wages, caused the security Compensation which just formulated very quickly to turn transparently, even if formulated the strict secrecy system very to be also difficult to prevent this kind of phenomenon. Since the security Compensation does not play the security role, was inferior uses the transparent Compensation directly. Implements the Compensation transparence, in fact has transmitted this kind of information to the staff: Company39。s Compensation system, is not the unnecessary concealment, the Compensation high person to have its high truth, low person also innate its deficiency。 Wele all staffs to supervise its fairness, if has the unsatisfied place to own Compensation, may give the ment or the appeal. The transparence is actually the establishment in fair fair and the public foundation, includes following several procedures specifically: (1) lets the staff participate in the Compensation the formulation, when formulation Compensation system, leads besides various departments, also should have certain quantity staff representative. When (2) job evaluation, uses the straightforward procedure as far as possible, makes it easily to understand.(3) issue document in detail explains the wages to the staff the formulation process. After (4) evaluation formulates the wage payment system, the description is by all means must detailed, does not let the staff have the misunderstanding as far as possible.(5) sets up a staff mailbox, explains the staff as necessary in the Compensation aspect question, processes the staff to sue..willowy, may choose welfare systemThe pany in the welfare aspect investment the proportion which occupies in the total cost is quite high, but this part of disbursements are often neglected by the staff, thought was inferior the monetary form the Compensation is solid, some one kind does a thankless job feeling。 Moreover, the staff also is by chance is different from person to person in the welfare aspect, extreme personalization. Solves this problem, at present the most monly used method uses the selective welfare, namely lets the staff the welfare bination which chooses in the stipulation scope oneself likes. Compensation information obtains day by day takesExtraneous information: Refers to same local, the similar profession, the similar nature, the similar scale enterprise39。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。t fill to the Compensation management suggestion is in, then for formulates the new Compensation system to build the foundation.