【導讀】薪酬，是員工因向其所在組織提供勞動或勞務(wù)而獲得的各種形式的酬勞或答謝，是組織支付給其員工的所有勞動報酬。薪酬管理，是指企業(yè)管理者對員工報酬的支付標準、發(fā)放水平、要素結(jié)構(gòu)進行確定、分配和調(diào)整的過程?，F(xiàn)代薪酬管理研究者發(fā)現(xiàn)，影響薪酬管理的因素很多，概括起來主要有以下四大因素。宏觀經(jīng)濟形勢及發(fā)展趨勢會影響企業(yè)的人力資源政策的制訂和調(diào)整?？萍辑h(huán)境包括從原料、產(chǎn)品到市場的全過程。依薪酬的發(fā)生機理，可以把薪酬分為內(nèi)在薪酬和外在薪酬。人們通常把與工作聯(lián)系的補償稱為津貼，把與生活聯(lián)系的補償稱作補貼。按照薪酬量的界定作為薪酬分類的基本依據(jù)，可將薪酬劃分為計時、計件和業(yè)績薪酬等。薪酬是同商品貨幣關(guān)系相聯(lián)系的一個范疇。由于競爭的壓力，企業(yè)必須考慮不斷降低活勞動的成本。從生產(chǎn)關(guān)系角度看，薪酬體現(xiàn)為收入分配的結(jié)果，是員工所獲得的分配份額。在我國現(xiàn)行社會制

　　

【正文】 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 thinkingIn 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 management 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 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 in 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 lower 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 enterprises, demanding change, hope that the pay pensation opened for pay truly reflect the quality of workers and the contribution reflected rewards。 On the other hand, there are many staff can not correctly deal with the pensation gap. Staff on the pensation gap issue of love and hate, this bring a big resistance to the reform of pensation, even though the good idea is hardly to implement.As enterprise managers, are not to break the original pattern, the result is to make the large contribu