UC知道英语高手请进 翻译 论文摘要
来源：百度知道 编辑：UC知道 时间：2024/07/05 14:36:57
全文共分四个部分。在完成了对文章的研究背景、理论基础以及写作思路的铺垫下，深入研究海纳百川公司现行薪酬体系的现状，发现该公司现行薪酬体系与其高新技术企业的特点不协调，未能充分体现高级管理人员以及知识型员工的人力资本价值，致使企业的人力资源管理工作存在一定的问题，且矛盾较为集中的体现在企业的现行薪酬体系上面。本文从现代薪酬管理理论的引导之下，根据海纳百川公司的发展战略及高新技术企业的特点，选择最适合企业自身的薪酬策略，运用现代薪酬体系设计的先进理念和核心技术，并合理的借鉴国内外高新技术企业薪酬体系设计的先进经验，完成了五个岗位类别员工的薪酬水平和薪酬结构设计，并充分体现了短期激励与长期激励相互结合、物质激励与精神激励相互补充的多样性薪酬特点，是一套兼顾科学性与实用性的薪酬体系。
本文得出的结论是：高新技术企业的薪酬体系设计要充分体现出其核心员工的价值，使知识型员工的人力资本得到合理的保值和增值。企业在进行薪酬体系改进设计的过程中，必须以企业的发展战略和核心价值观作为基础，并根据不同层次员工的需求多样化的来系统的设计薪酬方案。同时，一个科学有效地薪酬体系的运行必须在一定的制度保障和良好执行力的护航之下，才能取得成功。
Based on the salary management theory and method of large companies and compensation system current situation of comprehensive and thorough analysis and study of the development strategy of the enterprise, and combining with the characteristics of high-tech enterprise, designed a set of internal more fair compensation system of foreign more competitive.
The article is divided into four parts. In the paper the research background, on the theoretical basis and writing thoughts, deep sea animals research current situation of company and compensation system, it is found that the current compensation system company with the characteristics of high-tech enterprise, not fully reflect the senior management personnel and the value of human capital of the knowledge-type employees, enterprise human resources management work, there are some problems and contradictions are concentrated embodied in the current compensation system of enterprises. From the theory of modern salary managem