需要薪酬

高层管理团队协作需要、薪酬差距和企业绩效：竞赛理论的视角

Top Management Team Coordination Needs , Compensation Dispersion and Firm Performance : A Perspective of Tournament Theory

因此，如何科学、合理地设计一套适合中国企业发展需要的薪酬体系，是一个急需解决的问题。

Therefore , to be how scientific , design a set to suit the salary system which reasonably China enterprise development needs , is an urgently needed solution question .

因此建构一套适合网络服务行业需要的薪酬设计方法和体系，对于充分调动知识型工作者的工作积极性，充分发挥该类行业人力资源管理的效能有极大影响。

Constructing a system of salary distribution and a related evaluating system of achievement-benefit , which meets the requirement of IT companies is of much importance for efficiently stimulating knowledge workers and managing human resources .

要想建立一个好的薪酬体系，就需要了解薪酬的相关理论知识，并掌握薪酬设计的最前沿理念及最实用、最科学的设计方法。

To set up a good payment system , needs to understand the relevant theory and knowledge of the payment , and grasp most advanced ideas and the most practical , most scientific methods that the payment is designed .

解决这些问题，需要在薪酬体系设计中深入的研究，以设计和建立更为科学、合理、规范的薪酬结构，充分调动三支队伍的积极性，为企业稳定、长久地发展奠定坚实的基础。

To solve these problems , deepening study should be made in the design and establish more scientific reasonable standard structure , we should fully mobilize activity of the Three Teams , set up strong basis for the stable and permanent growth of the enterprises .

目前，越来越多的国内企业开始运用国外先进薪酬管理理论和设计理念来优化和设计薪酬体系，制定符合自身发展需要的薪酬体系，取得了很好的激励效果，促进了企业的快速发展。

Currently , more and more domestic enterprises have achieved a very good incentive effects to promote their rapid developments , after they began to use foreign advanced management theories and design concepts to optimize and draft the system in accordance with their own development need .

建立适应企业需要的内部薪酬制度

Establishment of Internal Payment System Meeting Enterprise Need

即在第二章现状分析的基础上，首先指出既有的人事工资制度已不能适应CD所的发展需要，实施全面薪酬管理势在必然；

Based on the analysis of current status in Chapter Two , this chapter first points out that the existing salary system can not meet the development requirement of CD institutes and it necessary to implement overall reward management .

银行还需要裁员和削减薪酬。

Headcount and pay both also need to be cut .

面对入世以及几大运营商激烈竞争的挑战，D公司现有薪酬体系已经不能适应发展的需求，需要改革完善现行薪酬分配体系。

The salary system of D company has been out of date and needs to be updated with China entry into the WTO and the fierce competition in the marketplace .

企业需要改变传统的薪酬模式，搭建有竞争力的薪酬体系以激励和稳定核心人才成为薪酬改革的战略导向和工作重点。

Enterprises need to retire the typical payroll model , and to build a competitive payroll system to encourage people to become the core , the stability , and work-oriented focus .

就此，事务委员会探讨有否需要全面检讨公务员薪酬政策和制度，以及该项检讨需处理的事项。

In this connection , the panel examined the need for a comprehensive review of the civil service pay policy and system as well as issues to be addressed in the review .

在中国，正经历着由计划经济向市场经济转轨的过渡阶段，建立符合社会主义市场经济体制需要的现代企业薪酬体系，也显得迫切需要。

Nowadays in China , it is getting through the peroid of transition of planned economy to market economy . To build a modern company compensation system managing the socialism market economy is also necessary .

研发人员作为知识型员工中的典型代表，有其自身的心理特征和工作特征，更加需要运用适合的薪酬方式对其进行激励。

The research people as the typical representative of the knowledge staffs has its own psychological feature and the operating characteristics , even more needs to utilize the suitable salary way to carry on the drive to it .

为了提高我国企业整体质量，增加国际竞争能力，迫切需要改革传统的薪酬制度，建立包括股票期权在内的与现代企业制度相适应的企业分配制度。

In order to improve whole quality and increase international competition abilities of our enterprises , reforming traditional salary system and establishing a set of new distribution systems in conformity with modern enterprise system including ESO is of urgency .

由于历史性的原因，我国高管市场面对的宏观环境不够优化，很多企业制度的匮乏或不合理不能迎合高管市场发展的需要，尤其是薪酬制度。

As a result of historical reasons , macroscopic environment in our country that professional executive market faced is insufficient optimized ; many enterprises ' deficient or unreasonable system is difficult to cater to the need of professional executive market development , in particular compensation system .

他补充说，为了让薪酬计划产生最大的影响力，公司管理层或许不仅需要考虑向新员工支付多高的薪水，还需要仔细斟酌派发薪酬的时机。

To get the most impact from their pay plans , he adds , companies might consider not only what to pay new hires , but when to pay it .

在知识经济时代，传统的薪酬模式已经不能够满足组织与个人的发展需要，缺乏对知识型员工的有效激励；因此组织需要设计新型薪酬体系以最大程度地激励知识型员工。

In the knowledge economy era , the traditional pay model has not been able to meet the needs of organization and individual development , lack of effective incentive on knowledge staff , so organizations need to design new pay system in order to motivate these employees furthest .