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电力英译中成功案例
 

 

薪酬管理是现代企业管理的重要内容俄语翻译, 薪酬系统的设计对于企业员工的激励效果和积极性的发挥具有重要影响。美国哈佛大学教授威廉·詹姆士研究发现, 在缺乏科学、有效激励的情况下, 人的潜能只能发挥出20-30%, 科学有效的激励机制能够让员工把另外70-80%的潜能也发挥出来。所以企业能否建立起完善的激励机制, 将直接影响到其生存和发展。激励是管理的核心, 而薪酬激励又是企业激励机制中最重要的激励手段, 是目前企业普遍采用的一种有效的激励手段, 它相对于内在激励, 管理者更容易控制, 而且也较容易衡量其使用效果法语翻译, 如果能够真正发挥好薪酬对企业员工的激励作用, 就可以达到企业与员工“双赢”的目的。

 

Compensation management is one of the important content of modern enterprise management while design of compensation system shall take great effect on motivating employee and giving full play of their enthusiasms. William James, Harvard University of US, discovered in his research that only 20-30% potential of a person could be exerted in case of less scientific and effective inspiration while through scientific and effective motivation, the rest of 70-80% potential could be fully exerted. Therefore the issue of establishing a perfect inspiring mechanism or not shall directly determine existence and development of a company. Motivation is the core of management. Moreover compensation motivating is the most important measure among motivating mechanisms of enterprises and a kind of effective motivating measure widely adopted by enterprises. It is much easier for managers to control and measure effects. If the motivating effect of compensation over employee is really exerted, then the purpose of win-win situation between enterprises and employee will be obtained.

改革开放以来, 国有企业在人事制度方面不断深化改革, 在薪酬系统的设计中打破了平均主义的观念, 将员工的个人绩效与报酬联系起来, 对于发掘员工的潜能, 发挥人力资源的作用产生了积极的作用。但是, 受到“抓大放小”等因素的影响, 不同行业、不同企业在此方面改革的步伐有慢有快, 由此产生的激励效果也大相径庭。电力行业事关国计民生, 与其它许多行业相比, 国有化程度高, 长期以来企业没有完全步入市场化, 薪酬体系的改革与许多中小企业相比明显滞后, 影响了企业竞争力的提升, 阻碍了企业的发展。在社会主义市场经济体制已经建立并不断完善的今天, 加快薪酬制度改革, 以调动员工的积极性与创造性, 就显得很有意义。

 

Since the adoption of reform and opening-up policy, state-owned enterprises have gradually deepened reform in personnel system and broken the concept of equalitarianism in designing compensation system by combining personal performance with his/her compensation, which plays an active role in promoting employee potential and exerting functions of human resources. Whereas affected by factors of “focusing on large enterprises and setting small enterprises free” and the like, the step of reform in this field differs in different industries and enterprises and the result coming from the reform is widely divergent. Concerned with national economy and people’s livelihood, the electric power industry, which has high level of nationalization compared with many other industries, have not entirely entered into the market since the adoption of reform. Therefore, compared with many medium- and small-sized companies, the compensation system reform of electric power industry lags behind in evidence. Such situation hinders promotion of competitiveness and development of electric power industry. Nowadays, with the establishment and gradual perfection of social market economy system, it is very meaningful to step up compensation system reform so as to motivate employee’s enthusiasm and creativeness.

 
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