薪酬2000年：按绩效付薪外文翻译.docVIP

本科毕业论文（设计） 外 文 翻 译 题 目 激励薪酬在现代人力资源管理中的作用研究 学 院 商学院 专 业 人力资源管理 班 级 学 号 学生姓名 指导教师 原文： Compensation in the year 2000: pay for performance? Abstract Notes the attempts by many companies today to identify innovative compensation strategies that are directly linked to improving organizational performance. Observes that there are many approaches to incentive compensation such as cash bonuses, stock purchase and profit sharing. Examines the individual and group incentive concepts that reward performance based on predetermined organizational goals and metrics, several behavioural theories that can be associated with reward and compensation, and convergent and divergent views and conclusions from the business community Introduction In an ever more competitive business environment, both locally and globally, many companies today are attempting to identify innovative compensation strategies that are directly linked to improving organizational performance. But this is not a new concept. For many years, incentive compensation in one form or another has been a common feature of employment contracts in North America. The use of incentive systems is not only a defence mechanism on the part of failing firms, but more often is also a positive action in recognition of the strategic role of compensation in furthering corporate goals. The bottom line is that many companies are beginning to experiment with compensation alternatives, as the flexibility to try new forms of management is an important need for the close of the 1990s. This issue is critical for organizational effectiveness. The basics of incentive pay and how it correlates with known organizational behaviour theories can be linked with the achievement of corpora