【正文】 所有這些都給企業(yè)的薪酬管理帶來或?qū)砀拘缘淖兏?，這主要體現(xiàn)在以下兒個(gè)方面： 在全球經(jīng)濟(jì)一體化、知識(shí)經(jīng)濟(jì)的趨勢下，人力資源己成為。專門知識(shí)的價(jià)值被確認(rèn)，并融入組織和日常管理以應(yīng)付上述壓力 。 On the other hand, the employees revenue linked to the personal performance appraisal. Of which: The pletion rate of target output target pletion rate = actual output of the month / target yield of the month 100% The pletion rate of target cost = actual cost of the month / target cost of the month 100% Actual cost = the cost of raw materials +the dynamic power of electric power + wages and the cost surcharge + depreciation + other costs. Quality coefficient: its benchmark value is 1, every workshop section for quality records per day, According to the quality coefficient of assess standard to add or button at the end of month, and gain the quality coefficient of the month. Quality coefficient = – the withheld coefficient of the month + the increase coefficient of the month① Established the pensation standards of posts According to the post of technical difficulty, and intensity of work, working conditions and responsibilities for the size to determine the level posts, different levels to determine the different of the pensation standards of posts. ② Determine the pensation of skills The pensation of skills through technical levels to identify and technical level by the technical assessment results to determine. Under the results of technical evaluation, it will be divided into five technical grade. ③ Determination the allowances of postsThe monitor and the teacher is the grassroots frontline operator, but also the management of the grassroots, aim at their responsibility to management positions grant the allowances of posts, every person has 50 subsidy per month. If it meets the exceptional circumstances (such as stop production and overhaul), the staff posts for the allowances of posts of standard. 薪酬管理 自 20世紀(jì)末以來，悄然興起的新經(jīng)濟(jì)逐漸對(duì)現(xiàn)代企業(yè)人力資源管理包括薪酬管理提出了更高的要求。 adhere to equal pensation for equal work, embodied 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 enterprise managers, are not to break the original pattern, the result is to make the large contribution of staff and Core staff lost their jobs initiative and creativity, even cause the missing of talent in the enterprises. The reengineering of pensation management system Nanjing DE valve factory . The ideas of design of pensation system in Nanjing DE valve factory Through the design of pensation in Nanjing DE valve factory, which broke the original pattern of the pensation system, redesigning the pensation structure, recycling a pensation, under a new establishment of the guidance of modern theory of incentives, enterprise opera tions and staff pensation levels closely fall together, bine the ine of employees and work performance closely, It will be able to maximize the mobilization of staff enthusiasm, initiative and creativity, strengthen the staff of responsibility and urgency, improve work efficiency, increase performance, make greatest contribution to meet the development goals of enterprise, to adapt the changes in the internal and external environment, protect the longterm stable and healthy development of the new pensation system. During the process of design of pensation system, and strive to achieve the following objectives: Providing a basic ideas and framework for the pensation of distribution to the enterprises, reasonable structure, strong maneuverability。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 strate gy 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 lab or market detached from the price of labor market, key positions in the pensation level below the external market pensation level and without external petition。s vi ew, 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 goals. Therefore, not only to study some kind of motivation how is, more crucial to examine how to promote the mana gement of a particular object have the motivation how to guide them with their full force to achieve a particular goal. Today39。s personal interests, is involved in every anization, the whole munity, and even the entire country39。s goals a