1、中文 4480 字 外文文献翻译译文 一、 外文原文 原文： To Improve Performance, Revise Your Pay Cloutier， George 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. Compe
2、nsation 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 behav
3、ioral 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. Modern compensation managem
4、ent researchers found that the impact of the compensation management have a lot of factors, which can be primarily summed up in the four fol.lowing factors. 1.External environment factors Impacting compensation management to the external environment factors including: Economic environment. Macroecon
5、omic situation and development trend will affect the human resources policy formulation and adjustment. Social environment. The change of social values will lead to the organizations staff mentality changed: With the staffs level of education and skills enhancement, the compensation system of enterp
6、rises must make out the appropriate adjustments for employees of these social changes. Political 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. Technological environmen
7、t. 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 contin
8、uously 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 intern
9、al factors Influence 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
10、), and faced life cycle of the specific stages. 3.Work factors The 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 factors The impact of individual actors of compensat
11、ion 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,
12、 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. Compensation is a complex economic and social phenomenon from different angles can perform various classif
13、ications. According to the mechanism of compensation, it can divide into internal and external 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, indivi
14、duals 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. External compensation means enterprises according to the staff for the size of contribut
15、ion they made and that paid the various forms of income to the staff. Its specific manifestations are varied, including wages, bonuses, benefits, allowances and other specific forms: Wages .employees as long as works in enterprises, we will be able to get a regular fixed amount of labor remuneration
16、. The narrow wages paid to workers refer to the monetary reward. From the meaning of generalized wages, including laborers monetary and all the remuneration of non-monetary forms. It is now commonly referred to wages, generally refers to generalized wages. As the wages of staff basic compensation, t
17、he basic amount fixed, it provides a more stable source of income to the employees, and meet the minimum needs of life to staff. Incentives. Incentives refers to the organization to provide staff with the efforts beyond the normal labor or labor and compensation paid to employees, including its divi
18、dend, profit sharing and usually refer to the bonus content. Welfare. Welfare also has broad and narrow, the broad welfare includes wages. The narrow welfare refers paid to the staff in addition to wages or salaries and other forms of remuneration, and more to pay in Physical or the form of services
19、, such as social insurance (life insurance, unemployment , endowment insurance, etc.) the free and discounted of work meal, preferential housing, the provision of free or low-priced canteens bathhouse, clubs, and so on. Subsidy. Subsidies refers to the wage or salary of enterprises difficult to complete, accurately reflect the situation or the special working conditions of staff and job
