Using utility theory to optimize a salary incentive plan for grant-funded faculty[文献翻译]2011-01-05.docVIP

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Using utility theory to optimize a salary incentive plan for grant-funded faculty[文献翻译]2011-01-05.doc

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Using utility theory to optimize a salary incentive plan for grant-funded faculty[文献翻译]2011-01-05

原文： Using utility theory to optimize a salary incentive plan for grant-funded faculty. Joiner, Keith A. MD Although the pay is not the only means of motivating employees, may not be the best way, but it is a very important and easiest way to use. For the same, different payment equal pay, will produce different results. So, how to achieve the maximum incentive effect is a worthwhile art. Remuneration, including wages and benefits, it is the people entering the labor remuneration in the enterprise, the enterprise must pay the human cost, but also to attract and retain talent is one important means. In the modern human resource management, scientific and effective employee compensation system has become the driving force of professional conduct, become a kind of intangible assets. Survival and development of enterprises depends on the quality of people. The main task of human resource management is the planning, development, scientific management of human resources to acquire, explore the development of enterprises who need the skills and performance. Reflected in the pay system design, is to have employees with work-related skills, knowledge and their actual pay and pay linked to promote, motivate staff continuously expand the knowledge and skills to play their due role. The incentive to make the best, is conducive to team personnel stability, the need to improve incentive pay, while the increase in the system function the use of certain practical skills. Here are several ways to give you some inspiration. 　　In the formation of an enhanced incentive pay Staff from the incentive point of view, the pay can be generalized into two groups: those in health factors (or physiological factors), such as salary, fixed allowances, compulsory social welfare, and other welfare groups to stimulate the internal factors, such as a bonus , incentives, stock and training. If you factor in the health of employees less than expected, employees will feel insecure, in