人力资源管理实务2.doc

1. In Human resources management, organizational remuneration system has three goals and three constraints. Any remuneration system with the goal must be related to an organizations overall goals. Such as :In order to improve the quality of the work ,for the control labor cost ,and in order to increase output . The same as A G Bell Ltd. There are three main objectives: ●The A G Bell Ltd needs doctrine is that the success of the organization can be measured by the method of payment to employees and employers appreciate the measurement method to motivate staff. ●The A G Bell Ltd in order to attract or retain good employees who complete the organizations objectives, an organization relative to other organizations, they must pay must be competitive. ●we must reflect a fair pay system, including internal equity and external equity, employees of the organization in order to avoid dissatisfaction, affect the organizations efficiency. Any remuneration system all could be affected by the following factors restriction ●Affected by corporate profitability and corporate financial . Direct impact on the profitability of the company and determine the companys financial strength, but even the best employees will not pay a high, on the contrary, if a companys financial strength is very strong, then the employees salary should also be ideal. ●Bound by the law. Pay remuneration bound by law there are two of a bill so: fair pay bill and the minimum wage bill. They provided for the organization to pay salaries to employees the minimum standards for the protection of the interests of employees, but the organization is a limit. ●Limited by the external and internal skills employees can be acquired ,such as: Trade union agreement . 2. Basic Rate system: Basic rate systems are the easiest to operate,and are widely used throughout. the worker receives a fixed rate per hour, week or month. When the organization adopt the basic rate systems a worker is paid in relation to a given period of