动态薪酬 meaning in English
dynamic salary
Examples
- Now the compensation systems of our country have many problems : lack of uniform guideline and design basis ; lack of developmental perspective and systemic vision ; lack of flexibility of adapt to the rapid development and changes of enterprises . the reason causing these problems is that the enterprises realize the importance of compensation , but they always pay attention to basic systems design and related techniques directly in actual operation . without the direction of business strategy , they will fail in build a successful compensation system which satisfies the staff and benefits the enterprise
其次,将薪酬体系的构建分为战略、执行和技术三个层次,从薪酬战略的制定、薪酬策略的选择、薪酬计划的安排、薪酬设计和薪酬动态管理五个部分详细阐述了战略性薪酬体系的构建框架;在分析薪酬战略影响因素的基础上,将薪酬战略细分为薪酬激励重点、薪酬支付基础、薪酬水平、薪酬组合、薪酬制度五项基本策略,在企业薪酬的人员和财务计划下,进行薪酬设计,并通过动态薪酬管理使企业弹性地适应内外环境的变化。 - This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture , the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america , korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management , by using relevant theories , manpower - resource - management , organizing behaviouristics psychcholoics , ecmomics , operationreserch , statistics , management . . . ect , this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines . this text also sets up four major salary systems : basic wages , rewarding wages ( the prize ) , additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization , totalization , electronic data processing and benefiting from the salary management
本文分析了中国企业薪酬管理现状及存在的问题，比较系统地学习和借鉴了国内外关于薪酬管理的理论和做法；阐述分析了研究企业所在国家的人文化、企业管理概况及相关企业先进的薪酬管理的办法，并将该国的管理制度与美国、韩国等发达国际进行了比较；在此基础上分析了所研究企业的背景与薪酬管理的现状，通过运用人力资源管理学、组织行为学、心理学、经济学、运筹学、统计学、管理学等相关学科的理论，结合实际，建立了中国西北航空公司日本地区办事处日本雇员薪酬管理系统；设立了日本雇员基本薪资、奖励薪资(奖金) 、附加薪资和福利等四大项薪酬内容，最终确定了动态薪酬标准，实现了薪酬管理数量化、综合化、电算化、效益化，较好地调动了日本雇员的工作热情，使企业内部管理工作走上了良性循环轨道。