薪酬管理外文参考文献及翻译 第4页
Compensation management function:
1、 Compensation management is deciding the human resources reasonable disposition and the use:
The resources reasonable disposition question, was considered is an all economic system basic question. Resources finiteness and scarcity already for theory and practice full proof. In resources limited and under scarce condition, causes the resources through certain method to carry on the combination in the different realm of production, enable it to obtain the fullest use, displays its biggest potency, this then is the resources reasonable disposition question. In the management process essence is each kind of resources disposition and the use process. The resources may divide into the material resources, the financial resource resources and the human resources three kinds on the whole. In these three kind of resources, the human resources disposition and uses very important, because the human is in each element of production the decision performance moves the function the essential factor. As the labor force person, its ability to work is many and varied, its latent ability tendency and the development direction also have the very big difference, thus how causes as the labor force people all energy “to enable each person to develop his talents as far as possible, only then it uses”, then becomes in the modern management a core question. In addition, human's ability to work full display and free development, but also relates the entire social development finally ideal and most highest value goal and so on choice as well as with this correlation politics, culture, ethics realizations, therefore, the human resources reasonable disposition and the use has the specially significant significance in the social economy development. The Compensation took the realization human resources reasonable disposition the essential method, is playing the extremely vital role in the human resources development and the management. On the one hand the Compensation is representing the different ability to work quantity and the quality which the worker may provide, is reflecting the labor force supplies aspect basic characteristic, on the other hand is representing the employer the type, quantity and the degree which needs to the human resources, is reflecting the labor force demand aspect characteristic. The Compensation management also is must utilize in the Compensation this human resources the most important economical three numbers, guides the human resources to the reasonable direction movement, thus realization organization goal maximization. In the Compensation management, has two kind of different management mechanisms.One kind is the government leading Compensation management mechanism. This kind of mechanism mainly is through administrative, the instruction, the plan method comes the direct determination different type, the different quality each kind of worker's Compensation level, the Compensation structure, thus guidance human resources disposition. Because this kind of mechanism is unable to reply the human resources have used whether truly in the place which most needs, also is unable to determine whether the human resources did use in most being able truly to display his function place, thus very difficult truly to solve the good person transport charges source reasonable disposition problem. Another kind is the market leading Compensation management mechanism. In this kind of machine-made essence is one kind of efficiency mechanism, it mainly is through the labor force flowing and the market competition, forms the Compensation level and the Compensation difference in the balance between supply and demand guides the human resources the disposition. Obviously, not only this kind of mechanism can prompt, reflect each kind of labor force accurately the scarce degree, the position which also through the flowing moreover can exchange occupation or post realization Compensation maximization found when the worker tries the best, thus causes the human resources the disposition and the use is more reasonable. Therefore, in the Compensation management, for a more reasonable disposition and the use human resources, should use the market leading as far as possible the Compensation management mechanism.
2、 Compensation management is deciding the labor efficiency directly
To human's management, is lets others to human's management essence in make the matter which the superintendent wants to do, but must do by the superintendent the matter which the superintendent wants to do, only if establishes one kind of mechanism, causes to tally by superintendent's behavior superintendent's request, like this manages can be successful.The traditional Compensation management, only has the material reward assignment nature, very little considers by superintendent's behavior characteristic. The modern Compensation management regards as the Compensation the drive labor efficiency the main release lever, not only attention material rewards and so on use wages, bonus, welfare from exterior drive worker, moreover the attention use post multiplicity, the work challenging, obtains the achievement, obtains the approval, undertakes the responsibility, gains the new skill and the enterprise develops the opportunity and so on the energetic reward from the internal drive worker, thus causes the Compensation management process to become worker's drive process. Worker under this kind of Compensation management system, through individual diligently, not only may raise the Compensation level, moreover may enhance personally in organization's status, the prestige and the value. In traditional Compensation management pattern, between work and Compensation this kind of drive mechanism attention very insufficient, If traditional rank wage system, post wage system and so on, although the wage income in the same level different scale, or between the different rank has the difference, this kind of difference also can drive the worker in the organization interior along one kind of
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