【正文】 nd intentions of managers to employees, correspond the relationship between staff and enterprises, and promote the consistent of staff’ action and enterprises correspond. On the other hand, the reasonable of pensation’ differentials and structure can effectively mediate the conflict between the employees, and harmony the human relationships. ② From the point of view of the employee, pensation has the following functions: First, the reproduction of labor ensure functions. Staff through the labor and services exchange for pensation, so that they could meet the need of food, clothing, shelter, with the basic needs of life, thereby achieving a reproduction of la bor force. Second is to achieve functional value. Compensation is an evaluation for enterprises to pay for their employees, also is the recognition of staff capability and level, is the returns of the implement of individuals value, and the signal of successful promotion, it reflects the employees’ relative position and function in enterprises, it can make the staff have a sense of achievement and satisfaction, and thus inspire greater enthusiasm for the work. Third，reasonable pensation will be strong the trust of enterprise by staff ,buildup the expected increase risk of psychological sense of security and a sense of security for the staff. ③ From the point of view of the social, pensation has the relocate function of labor force resources for the soci al. Most people will be willing to the higher pensation regions, departments and the post. As a manager can use the difference pensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resources development and maximize efficiency. In addition, pensation also can apply the occupational value and types of work by people, pensation level to a certain extent reflect the types of work or social values, thereby adjust the people39。 The work cause possibility of larger harm to staff。s staff mentality changed: With the staff39。s work patterns, staff and the concept of enterprise mode of operation will change very much. Working Families, flexible work system and virtual enterprises will bee a fashion, by a part of the corporate bandwagon. Online assessment and online payment will be widely used many enterprises. The meaning of pensation and pensation management Salaries and pay the content management Compensation is that the staff turn towards the anizations to provide labor or services and access to various forms of reward or return, is anization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the level of the elements to determine thestructure, distribution and adjustment. The respect of traditional pensation management is material reward, with little consideration on the behavioral characteristics of manager。 中文 7590 字 外文翻譯資料 系 部 ： 經(jīng)濟(jì)與工商管理系 專 業(yè) ： 工商管理 外文資料 Payment management Since the end of the 20th century, the emerging new economy of the modern enterprise human resources management, including the mana gement pays a higher demand. Economic globalization increasing adaptability, innovation and petitiveness, the right talent management imposed a terrible pressure. The value of expertise was recognized and integrated into the anization and daytoday management to cope with pressure。 unique intellectual capital as a factor of production, replacing wooden side byside human capital in the industry, the financial capital in 1997. All these have business or pay Management will bring fundamental changes, w hich are mainly embodied in the following aspects abuse. Integration in the global economy, trends in the knowledgebased economy, human resources has bee the anization to acquire and maintain petitive advantage in key elements. So talent petition will be on a global scale by launching more intense, within the area of human resources are the most direct consequences of the contest is to pay Slumps. All petitors had to pay is higher than the average market price of the salaries, resulting in human resources rolling rising prices. Echoing this, the profit distribution pattern will have a tremendous transformation, knowledge has value, personnel labor is the voice of increasingly strong gains will be more widely shared and not overly concentrated. Organization of human resources must take a more serious attitude and generous to pay greater human capital investment. Traditional working theory of value will gradually to the market value on transition. Rely on the work of analysis and calculation of the value of traditional working practices will be at a higher level, pay to reflect more knowledge of the demands of a market economy, the management will pay the creation of a dynamic analysis system to adapt to changing market demand. Salaries and benefits design, design flexibility and multi track system will bee more popular, which contains the rules will be more plicated. disinter grate phenomenon will bee more mon. The salary management, human design colors will be more concentrated, delivered psychological principles rather than principles of economics will play a more important role. Based mainly in the mental age of the knowledge economy, the pay is not purely economics calculation. And even more importantly is the psychology. The meaning will pay more attention to the value rather than the economic value. To stock options as the main form of capital allocation in the future people pay the proportion will continue to expand. And bee dominant pattern. Recently, some even offered to natural capital, including environmental, ecological and other no