【導(dǎo)讀】的酬勞或答謝，是組織支付給其員工的所有勞動(dòng)報(bào)酬。傳統(tǒng)薪酬管理的著眼點(diǎn)是物質(zhì)報(bào)酬，較少考慮被管理者的行為特征；員工激勵(lì)過(guò)程緊密地結(jié)合起來(lái)，成為一個(gè)統(tǒng)一的有機(jī)整體。宏觀(guān)經(jīng)濟(jì)形勢(shì)及發(fā)展趨勢(shì)會(huì)影響企業(yè)的人力資源政策的制訂和調(diào)整。社會(huì)價(jià)值的轉(zhuǎn)變會(huì)導(dǎo)致在組織中員工的心態(tài)會(huì)發(fā)生變化:隨著員工的?？萍辑h(huán)境包括從原料、產(chǎn)品到市場(chǎng)的全過(guò)程。勵(lì)科技創(chuàng)新，為企業(yè)獲得在技術(shù)、人才和創(chuàng)新方面的競(jìng)爭(zhēng)優(yōu)勢(shì)?？梽t能完成其既定的目標(biāo)。發(fā)生機(jī)理，可以把薪酬分為內(nèi)在薪酬和外在薪酬。括勞動(dòng)者貨幣形式與非貨幣形式的所有報(bào)酬。作為員工基本薪酬的工資，其數(shù)額基本固定，能為員工提供一個(gè)較穩(wěn)定的收入。系的補(bǔ)償稱(chēng)為津貼，把與生活聯(lián)系的補(bǔ)償稱(chēng)作補(bǔ)貼。薪酬是同商品貨幣關(guān)系相聯(lián)系的一個(gè)范疇。式，是產(chǎn)品最終成本的構(gòu)成要素。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

　　

【正文】 ll to pursue other aspects of their needs. According to Maslow39。s view, 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。s theory gained allpervading recognition, especially gained the recogniztion from practice by many managers. This is mainly due to the theory simple and clear, easy to understand the inherent logic. Its maximize usefulness lies in the fact that it points out the need for every person. As managers, in order to effectively inspire subordinates, it is necessary to understand their subordinates what is need to meet. Expectancy theory of motivation Expectancy theory of motivation is proposed by Fulumu(V. H. Vroom) who is the United States psychologists. The basic viewpoints of Expectancy theory of motivation is: People expect their actions will help to achieve a certain target circumstances, will be incentive to do certain things together to achieve our goals. Performance is the three function of perceived: expectations, relevance and potency. From the point of view of psychological, Expectancy theory of motivation has three specific psychology relation: First, Effortperformance linkage refers to the perception of individuals through efforts to achieve the desired performance tarts possibility. Second, Performancereward linkage is a person through a certain level of the efforts to achieve the desired level of pay determined. Finally, Reward attractiveness shows the achievement of the expected results or remuneration received by the individual concerned how much importance. As enterprise managers, Expectancy theory of motivation provides such a management way: every employees in the three psychological linked to the drive, the choice and tropism usually through the four steps : First, the work brings what results to the staff. Second, the results has how much more attractive to the staff. Third, achieve this result, what need to do by the staff. Fourth, From the point of view of staff, achieve such a result needs how much probability of success. 3 Nanjing DE valve factory the problems and causes of pensation management and the analysis of problem Compensation system lack of strategic thinking In the reform process of stateowned enterprise, the internal reform of the pensation system is always the summit concerned by all the levels of managers. The reform of enterprises pensation system throughout the entire process of stateowned enterprises reform. While managers at all levels pay great attention to design and pay system reform in China but the majority of businesses pay system still faced with many problems and shortings at present, and many enterprises’ employees is not high satisfaction of the pensation system, the pensation system of enterprises has failed to play the role of incentive, didn’t bee the norm to workers. Like other stateowned enterprises. When the Nanjing DE valve factory carry through the pensation management, also not fully understand that the pensation system of enterprises must support and services to the enterprise39。s strategic goals. Greater extent on the existence of pensation to pensation, distribute the Equity and reasonable into the reform and development process as a goal and not what kind of pensation system will be favorable to corporate strategy and the implement of human resource strategy, Nanjing DE valve factory do not from their own strategies and the overall human resources strategy starting to reform and improve the pensation system, and do not foothold in the enterprise business strategy and human resources strategy, according to labor market, Finally formed enterprises pensation ma nagement system. Enterprises lack of management experience in professional human resources management sector in the medium and long term development strategy of Research and deposition to the enterprise, according to the external market and the development of enterprises and work out development strategies that suit the salary management system, lack of study on pensation management. Although enterprises also pay a certain of reform for pensation system in recent years, but these reforms are not from the height of corporate strategy and the enterprise fails to reflect the strategic objectives and positioning. The illogicality structure of pensation, with the disjoint of market level Due to the inference of traditional structure and the traditional concept, the existing pensation structure of enterprise is relatively average, no reasonable began gap, the price of enterprises pensation and labor market detached from the price of labor market, key positions in the pensation level below the external market pensation level and without external petition。 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 their 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 workers The staff of some key posts and important positions of the enterpris