我国酒店业薪酬管理存在的问题及对策毕业论文外文翻译资料.doc

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1、洛阳理工学院毕业设计（论文）外文翻译资料系 部： 经济与工商管理系 专 业： 工商管理 学生姓名： 张亚杰 班级学号： B09090522 指导教师姓名： 任焕琴 指导教师职称： 副教授 外文资料Payment managementSince 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 i

2、ncreasing 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, replacin

3、g 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 resou

4、rces 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 i

5、s 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

6、 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 trad

7、itional 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 bec

8、ome 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

9、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 pa

10、y 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 a

11、ppreciated. With the advent of the Internet, broadband, wireless communications and technological development, peoples 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

12、a part of the corporate bandwagon. Online assessment and on-line payment will be widely used many enterprises.The meaning of compensation and compensation managementSalaries and pay the content management Compensation is that the staff turn towards the organizations to provide labor or services and

13、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 adju

14、stment. 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 m

15、anagement 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 fo

16、ur following factors.(1) External environment factorsImpacting compensation management to the external environment factors including:Economic environment. Macroeconomic situation and development trend will affect the human resources policy formulation and adjustment.Social environment. The change of

17、 social values will lead to the organizations staff mentality changed: With the staffs level of education and skills enhancement, the compensation system of enterprises must make out the appropriate adjustments for employees of these social changes.Political environment. Human resources management i

18、s always a certain social and political conditions for the environment, must reflect the spirit of country(enterprises) according to law.Technological environment. Technology environment including the whole process from raw materials and products to the market. In the process from raw materials to t

19、he 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 perso

20、nnel, 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 financ

21、ial 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:

22、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, educa

23、tion, 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

24、 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 differe

25、nt 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 compensatio

26、n 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 compensationE

27、xternal compensation means enterprises according to the staff for the size of contribution 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 wo

28、rks in enterprises, we will be able to get a regular fixed amount of labor remuneration. 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 wa

29、ges, generally refers to generalized wages. As the wages of staff basic compensation, the 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

30、beyond the normal labor or labor and compensation paid to employees, including its dividend, 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 salari

31、es and other forms of remuneration, and more to pay in Physical or the form of services, 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

32、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 characteristics and the specific conditions of the additional pay and the cost of living paid staff compensation. These cir

33、cumstances are: the working environment is detrimental to staff health; The work cause possibility of larger harm to staff; employees involved in the community in some seemingly decent work and so on. People usually associated with the allowance as compensation, and the compensation linked to life a

34、s subsidies. According to the compensation defined as the fundamental basis of the compensation classification, the pay can be divided into time, piece-work pay and outstanding achievement compensation. In addition, according to the compensation whether the monetary form can be obtained directly, di

35、vided into monetary and non-monetary remuneration.The quality and function of compensation.(1) The quality of compensationPay is the same as commodity money contact to a category.Using the two angles as following to define the quality of compensation. From the point of view of productivity, it is pr

36、oduction or other economic activities of human labor input the monetary funds manifestations, is the final cost of the product components. In the conditions of market economy, enterprises mainly through paid to the accounting or measuring production and other economic activities of human labor consu

37、mption. Due to the pressure of competition, enterprises must consider cutting labor costs.From the point of view of the relations of production, compensation for the income distribution reflects the outcome of the staff was the allocation of shares. Under the current social system of our country, co

38、mpensation is the main sources to the means of subsistence consumption of workers. It have a major impact on the level of consumption and the consumption structure , and consumption actually is the process of reproduction labor, reproduction of labor also has an important influence in the next phase

39、 of production. Therefore, the compensations level has great significance for sustained and stable increase production or promote other economic activities.Such a dual character of compensation, it decided that the compensation management is actually reduce expenditure and income distribution on pro

40、duction costs and that continued to improve pay levels of this contradiction and make an adjustment.(2) The function of compensation The function of compensation may from the enterprises, workers and social aspects to inspect: From the point of view of the enterprises, compensation has the following

41、 functions: First, the increment functions. Compensation is not only the costs of purchase labor by enterprises, as well as the investment of live working , it will give employers greater than expected cost benefits. The existence of such benefit, provided the impetus mechanism of labor employment a

42、nd investment labor for the enterprises. Second, the promoting functions. Compensation is a evaluation of workers and operators performance, reflect the quality and quantity conditions of work. Therefore, the compensation can promote staff constantly improve their work efficiency and enthusiasm. Thi

43、rd, the coordination functions. While the movement of compensation, put the organizations goals and 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

44、 of compensation differentials and structure can effectively mediate the conflict between the employees, and harmony the human relationships. From the point of view of the employee, compensation has the following functions: First, the reproduction of labor ensure functions. Staff through the labor a

45、nd services exchange for compensation, so that they could meet the need of food, clothing, shelter, with the basic needs of life, thereby achieving a reproduction of labor force. Second is to achieve functional value. Compensation is an evaluation for enterprises to pay for their employees, also is

46、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 g

47、reater enthusiasm for the work. Third，reasonable compensation 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. From the point of view of the social, compensation has the relocate function of

48、labor force resources for the social. Most people will be willing to the higher compensation regions, departments and the post. As a manager can use the difference compensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resou

49、rces development and maximize efficiency. In addition, compensation also can apply the occupational value and types of work by people, compensation level to a certain extent reflect the types of work or social values, thereby adjust the peoples occupational aspirations and the flows of obtain employment. The Motivation theory of compensati