篇一：薪酬管理毕业论文外文翻译资料
中文7590字
外文翻译资料
系 部： 经济与工商管理系 专 业： 工商管理
外文资料
Payment management
Since the end of the 20th century, the emerging new economy of the modern enterprise human resources management, including the management pays a higher demand. Economic globalization increasing adaptability, innovation and competitiveness, the right talent management imposed a terrible pressure. The value of expertise was recognized and integrated into the organization and day-to-day management to cope with pressure; unique intellectual capital as a factor of production, replacing wooden side-by-side human capital in the industry, the financial capital in 1997. All these have business or pay Management will bring fundamental changes, which are mainly embodied in the following aspects abuse.
Integration in the global economy, trends in the knowledge-based economy, human resources has become the organization to acquire and maintain competitive advantage in key elements. So talent competition 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 competitors 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 become more popular, which contains the rules will be more complicated. "disinter grate" phenomenon will become more common. 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 become dominant pattern. Recently, some even offered to natural capital, including environmental, ecological and other non-monetary incentives as a means to the means.
Online evaluation and online payments will be part of the enterprises has been highly appreciated. With the advent of the Internet, broadband, wireless communications and technological development, people'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 become a fashion, by a part of the corporate bandwagon. Online assessment and on-line payment will be widely used many enterprises.
The meaning of compensation and compensation management
Salaries and pay the content management Compensation is that the staff turn towards the organizations to provide labor or services and access to various forms of reward or return, is organization 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 compensation management is material reward, with little consideration on the behavioral characteristics of manager; Moreover modern compensation management shifted the focus to the development of human resources and use, it takes the process of material reward of management and encouraging staff closely fall together ,turn into a unified organic whole.
The influence factors of Compensation management Modern compensation management researchers found that the impact of the compensation management have a lot of factors, which can be primarily summed up in the four following factors.
(1)External environment factorsImpacting compensation management to the external environment factors including:①Economic environment. Macroeconomic situation and development trend will affect the human resources policy formulation and adjustment.②Social environment. The change of social values will lead to the organization's staff mentality changed: With the staff's level of education and skills enhancement, the compensation system of enterprises must make out the appropriate adjustments for employees of these social changes.③Political environment. Human resources management is always a certain social and political conditions for the environment, must reflect the spirit of country(enterprises) according to law.④Technological environment. Technology environment including the whole process from raw materials and products to the market. In the process from raw materials to the products, any technological breakthroughs and improvements, and the staff of enterprises will all have a tremendous impact, therefore, enterprises must continuously reform the compensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encourage technological innovation, in order to gain the competitive advantages of technology, talent and innovation for enterprises.
(2)Organization internal factorsInfluence the organizations of compensation management specific internal factors include : the compensation management of financial capability, human resources and remuneration policies, the scale of enterprises, the culture of enterprises, the structure of enterprises (or flat-level type), and faced life cycle of the specific stages.(3)Work factorsThe influence of work factors of compensation management specific including: work environment, labor intensity, and complexity of the initiative, and challenges and so on. (4)Individual factorsThe impact of individual actors of compensation management including: the laborers’ personal ability, personality, character traits and values, seniority, performance, experience, education, the development potential.In summary, the pay is an integrated with the four elements harmony of management, environment, organizations, and individuals, and continuously the process of effective use, in this process, employees gained the satisfaction and a sense of achievement on labor reward and job, and organizations will complete its goals.
The structure, quality and function of compensation, and the motivation theory of compensation .
The structure, quality and function of compensation
The structure of compensation Compensation is a complex economic and social phenomenon from different angles can perform various classifications. According to the mechanism of compensation, it can divide into internal and external compensation. (1) Internal compensation Internal compensation means the staff by virtue of their own hard work to get honor, success and liability. Internal compensation include : participation in the decision-making rights, individuals to play the potential job opportunities, independence and freedom to arrange their working hours, more terms, more interested in the work, personal development opportunities, diversification of activities.(2) External compensationExternal compensation means enterprises according to
篇二：薪酬管理外文翻译
本科毕业设计（论文）
外文参考文献译文及原文
学 院 经济管理学院专 业 工商管理
年级班别
学 号
学生姓名
指导教师
年月 日
目 录
1 薪酬管理的涵义与内容…………………………………………………………………1
1.1 薪酬管理的涵义……………………………………………………………………1
1.2 薪酬管理的内容……………………………………………………………………1 2 薪酬管理的历史考察……………………………………………………………………3
2.1 专制阶段……………………………………………………………………………3
2.2 “温情主义”阶段…………………………………………………………………3
2.3 科学管理阶段………………………………………………………………………3
2.4 现代管理阶段………………………………………………………………………4 3 薪酬管理的发展趋势……………………………………………………………………6
3.1 企业人力成本将逐步上升…………………………………………………………6
3.2 薪酬制度的依据将更多地反映市场而不是工作本身的价值……………………6
3.3 薪酬福利设计更富弹性并走向多轨化……………………………………………6
3.4 薪酬分配形式由货币主导型向资本主导型过渡…………………………………6
3.5 薪酬支付方式将呈现多样化………………………………………………………7 1 Management salaries of the meaning and content…………………………….…..……8
1.1 Salary Management meaning………………………………………………………...8
1.2 Content of salary management…………………………………………….…………8
2 Salary management historical inspection…...................................................................11
2.1 Despotic stage………………………………………………………………...…….11
2.2 "Paternalism" stage…………………………………………………………………11
2.3 Scientific management stage………………………………………………………..12
2.4 Modern Management stage…………………………………………………………12 3 Salary management development tendency………………………………………..…14
3.1 The enterprise manpower cost gradually will rise……..…………………………...14
3.2 The salary system basis more will reflect the market but will not be works itself
value………………………………………….………………………………….…..14
3.3 A salary welfare design richer elasticity and moves towards the multi-axles……..15
3.4 Salary assignment form by currency leadership to capital leadership transition…..15
3.5 The salary payment way will present the diversification…………………..………15
1 薪酬管理的涵义与内容
1.1薪酬管理的涵义
企业的薪酬管理，就是企业管理者对本企业员工报酬的支付标准、发放水平、要素结构进行确定、分配和调整的过程。
传统薪酬管理仅具有物质报酬分配的性质，而对被管理者的行为特征考虑较少，其着眼点是物质报酬。现代企业薪酬管理理念发生了完全不同的变化，薪酬管理的着眼点转移到了人。企业经营首先要树立目标，企业目标的实现有赖于对员工的激励。激励分为外部和内部两种。按照传统的类别划分，工资、奖金、福利等物质报酬是外部激励要素；而岗位的多样化、从事挑战性的工作、取得成就、得到认可、承担责任、获取新技能和事业发展的机会等则是员工的内部激励要素。现代薪酬管理将物质报酬的管理过程与员工激励过程紧密结合起来，成为一个有机的整体。
1.2薪酬管理的内容
企业薪酬管理主要包括以下几个方面的内容:
1、确定薪酬管理目标
薪酬管理目标根据企业的人力资源战略确定，具体地讲包括以下二个方面:
(1)建立稳定的员工队伍，吸引高素质的人才；(2)激发员工的工作热情，创造高绩效；
(3)努力实现组织目标员工和个人发展目标的协调。
2、选择薪酬政策
所谓企业薪酬政策，就是企业管理者对企业薪酬管理运行的目标、任务和手段和组合，是企业在员工薪酬土所采取的方针策略。(1)企业薪酬成木投入政策。比如，根据企业组织发展的需要，采取扩张劳动力成本或紧缩劳动力成本政策。(2)根据企业的自身情况选择企业合理的工资制度。例如，是采取稳定员T收入的政策，还是激励员工绩效的政策?前者多与等级和岗位工资制度相结合，后者与绩效工资制度相结合。(3)确定企业的工资结构以及工资水平。例如，是采取向高额1资倾斜的工资结构，还是采取均等化，或者向低额结构倾斜的工资政策?前者要加大高级员工比例，提高其薪酬水平；后者要缩减高薪人员比例，降低其员工薪酬水平。因此薪酬政策是企业管理者审时度势的结果，决策正确，企业薪酬机制就会充分发挥作用，运行就会畅通、高效。反之，决策失误，管理就会受到影响，引起企业管理一系列的困扰。
3、制定薪酬计划
一个好的薪酬计划是企业薪酬政策的具体化。
所谓薪酬计划，就是企业预计要实施的员工薪酬支付水平、支付结构及薪酬管理重点等。企业在制定薪酬计划时，要通盘考虑，同时要把握一系列原则。(1)与企业目标管理相协调的原则。在企业人事管理非规范化阶段，员工的薪酬管理也缺乏科学性。例如，一些企业不是根据企业自身发展的需要选择工资制度和薪酬标准，而是在很大程度上模仿其他企业。事实上，并不存在一个对任何企业都适用的薪酬模式。对此，一些企业明确指出，企业薪酬计划应该与企业的经营计划相结合。例如，在工资支付水平上，很多企业都不再单纯考虑与同行业工资率的攀比，而主要取决于三个要素的综合考虑:其一，该水平是否能够留住企业优秀人才；其二，企业的支付能力:其三，该水平是否符合企业的发展目标。(2)以增强企业竞争力为原则。工资是企业的成本支出，压低工资有利于提高企业的竞争能力，但是，过低的工资义会导致极力的弱化。所以企业既要根据其外部境的变化，也要从内部管理的角度，选择和调整适合企业经营发展的工资计划。任何工作计划都不是固定的，必须在实施过程中根据需要随时调整。
4、调整薪酬结构
薪酬结构是指企业员工之间的各种薪酬比例及其构成。主要包括:企业工资成本在不同员工之间的分配;职务和岗位工资率的确定；员工基本、辅助和浮动工资的比例以及基本工资及奖励工资的调整等等。对薪酬结构的确定和调整主要掌握一个基本原则，即给予员工最大激励的原则。公平付薪是企业管理的宗旨。要避免员工的报酬不是给得过多，就是给得太少的现象。给多了会造成不称职员工不努力工作；给少了会造成高素质的人才外流。同时，对薪酬结构的确定还必须与企业的人事结构相一致，如企业中高级员工的比重较大，那这一块的工资成本就高。
篇三：薪酬管理体系中英文对照外文翻译文献
中英文对照外文翻译
(文档含英文原文和中文翻译)
Enterprises salary system design and
performance evaluation
Abstract
Any effective way of management must rely on a basis: people, all the staff of enterprises. Compensation system as an important aspect of enterprise management system, for an enterprise to attract, retain and motivate employees have a significant impact, attract, retain and motivate key talent, has become the core of the enterprise recognized goal. The compensation system design is not only an effective way to realize the core objective, is also an important content of modern enterprise development.
Key words: salary system and equity incentive, senior executives, design
1 Introduction
Human capital to the enterprise wealth maximization, the greatest degree of retaining key talent, attract potential talent, the basic principals and successful is perfect competitive compensation system. With the concept of human capital is more and more people Heart, attract, retain and motivate key talent, has become the core of enterprise determine target, compensation system for enterprises An important aspect of the system, to attract talents play an important role. Compensation system design is an effective way to reality is the core objective, but also an important content of the development of the enterprise to modernization, so the height weight by enterprises Depending on the.
2 Literature review
Early in the traditional compensation phase, the employers always minimize workers to cut costs as much as possible, and through this method make the Labor of workers have to work harder in order to get paid enough to make a living. William. First, Quesnay’s minimum wage theory is that wages and other commodities, there is a natural value, namely maintain staff minimum standard of living life information value，the minimum wage for workers does not depend on the enterprise or the employer's subjective desire, but the result of the competition in the market. The classical economists Muller believed that certain conditions, the total capital in the enterprise salary depends on the labor force and for the purchase of labor relationship between capital and other capital; For the payment of capital wage fund is difficult to change in the short term. Wages fund quantity depends on two factors: one is a worker, directly or indirectly, in the production of products and services production efficiency; the other one is in the process of production of these goods directly or indirectly employ labor quantity. With the development of era, the simple forms of employment have already can't satisfy the demand of the workers, so some interests to share views was put forward to motivate workers.
On this basis, the Gantt invented the "complete tasks rewarded" system to perfect the incentive measures. Represented by American
economist Becker’s theory of human capital school of thought argues that human capital is determined by the human capital investment, is present in the human body to the content of knowledge, skills, etc. Martin Weizmann share of economic theory that wages should be linked to corporate profits. Increase in profits, employee wages fund, increased profits, and employee wages fund. Between enterprises and employees is the key of the labor contract is not in a fixed wage of how many, but in the division of labor both sides share proportion. In modern compensation phase, the contents of the compensation has been changed, increased a lot of different compensation models, and more and more pay attention to employee's personal feelings and development, employees can even according to individual condition choose different salary portfolio model. Employees can be paid off on surface of the material and spiritual.
3 Pay system overview
In the past the traditional pay system, usually are business owners value orientation as the guide to carry on the design. With the continuous development of the overall market environment, in the modern enterprise management concept has also changed. They are aware of the established compensation system should adapt to the employee benefit as a starting point, the self-interest pursuit and employee demand together, to establish a set of enterprises and employees to maximize the interests of the two-way, so as to achieve win-win situation. Since the 90 s, the western
developed economies in the enterprise owners and managers try to change the traditional form of compensation, relocation compensation system, the importance of also constantly try to innovate salary system of design and diversification.
Performance pay system is established in accordance with the enterprise organization structure based on the results of the individual or team performance appraisal for salary distribution system. Total compensation is generally associated with individual or team performance. Now the enterprise model is used to combine individual performance and team performance. At the same time will be long term incentive and short-term incentive flexible model. In this kind of pay structure, contains a variety of forms of performance pay.
Skill-based pay system on the basis of employees' skill determine employee wages level, and to the improvement of skills as their employees progress criteria. The compensation model can encourage employees to continuously learn new knowledge, to keep up with The Times, is the industry leader, when technology and equipment upgrades to the fastest response time to complete the change, and is helpful to form the learning corporate culture. If for flat organization structure, management jobs and opportunities for advancement are less, the compensation system can be very skillful professionals to make up for in terms of compensation. But with technical compensation system with the
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