薪酬管理外文文献翻译 第4页
2.3 Scientific management stage
On a worldwide scale, this phase occurred in the first half of the 20th century leaves, the emergence of this stage comes from the following events : (1) Taylor's scientific management theory, and the rapid dissemination; (2) staff to enhance the organization, organize the staff developed a impressive force; (3) Because of the revolution, some enterprises, the ownership and management of the separation occurred, Enterprise managers gradually become its own independent interest groups in society.
Pay in this stage management, enterprise managers began more deeply understand that the staff salaries is to stimulate potential lever, Therefore, the deduction of staff salaries is not necessarily a wise move; ; paid to the workers higher salaries may enable enterprises to get more returns. Managers of the management concept change in the management of enterprises and its practice of refraction, Some enterprises so that the pay increase and the development of enterprises established between a benign interaction mechanisms. The result is that not only the external staff salary increase, the internal staff salaries have also been enhanced to a certain degree, human resources frictional with dramatic cost reduction. 本文来自辣.文~论-文'网
2.4 Modern Management stage
At this stage, a management pay some encouraging changes, mainly due to the occurrence of the following events : (1) particularly in the developed market economy countries, the development of social productive forces level, People on economic and social equity issues such as raising awareness of the reasons that the "welfare state" concept and practice, For businesses, this practice a more "humane" management salaries certainly have had a dramatic impact; (2) With the behavioral sciences, management, psychology, human resources management theories have, People pay to have the incentive more profound understanding; (3) the improvement of people's living and social life of diversification, Owing to the multiple needs of people with better performance.
This stage pays management changes highlighted in the following three aspects:
At first, particularly in the more developed market economy countries, the level of pay or even somewhat surprised many people.
At second, the staff of the diversification of the form. Pay incentives with deep understanding, in order to achieve human resources management multi-level goals, People will pay a corresponding form of innovation. Of course, sometimes it does not even pay the diversification of forms of the most important reasons, The most important reason may be the enterprise managers hoped that the staff is more thoughtful concern, enterprises to make them have a better sense of identity, so that it can more fully exploit its potential, This is especially so at the play with the enterprise managers expect consistency.
Third, managers understand that money is limited and therefore the inherent right of staff salary has paid more attention. U.S. management of Jurists Sam W. GeIterman said: "Money is the most prone to be exaggerated, the worst effects. Spend the most expensive and most complex incentive tool. "He further pointed out: People certainly hope that the better, but whether they will earn more money to work? In most cases, the answer is "no." Some management expert note: Staff has self-motivation by instinct, enterprise managers with the mission of love and staff development initiative of self-motivation, or even no charge. Staff self-motivation, an ability based on the fact that individuals have to be insulted sense of belonging, a sense of self-esteem, a sense of accomplishment filled with desire. Appropriate to meet the needs of these workers, it will arouse their exuberant acts of self-motivation. As Japanese entrepreneurs Inayama Yoshihiro said: "The reward is the work itself." 3 Salary management development tendency
Since 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 increasing 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, replacing 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.毕业论文
http://www.751com.cn/3.1 The enterprise manpower cost gradually will rise
Integration in the global economy, trends in the knowledge-based economy, human resources 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 is 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 and not overly concentrated. Organization of human resources must take a more serious attitude and generous to pay greater human capital investment.
3.2 The salary system basis more will reflect the market but will not be works itself value
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 traditional 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.
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