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留学美国MBA作业-人力资源的福利和报酬。本文是一篇美国留学生MBA课程作业，主要内容是分析很多应聘者首先问你的好处是什么。福利——员工因继续在公司工作而获得的间接财务和非财务报酬——几乎是每个人薪酬的重要组成部分。它们包括健康和人寿保险、养老金、带薪休假和儿童护理援助。美国的大多数全职员工都享受福利。几乎所有雇主都提供一些健康保险。员工福利占工资和薪金的33%-40%（约占工资总额的28%）。由于员工有大量的休息时间，所以不工作时间的工资是最昂贵的福利。下面就是这篇美国MBA作业写作范文，供参考。 
What are your benefits is the first thing many applicants ask. Benefits – indirect financial and nonfinancial payments employees receive for continuing their employment with the company – are an important part of just about everyone’s compensation. They include things like health and life insurance, pensions, time off with pay, and child-care assistance. Most full-time employees in the United States receive benefits. Virtually all employers offer some health insurance coverage. Employee benefits account for between 33% – 40% of wages and salaries (or about 28% of total payrolls). Pay for time not worked is the most costly benefits, because of the large amount of time off employees.
Compensation is a primary motivator for employees. People look for jobs that not only suit their creativity and talents, but compensate them-both in terms of salary and other benefits-accordingly. Compensation is also one of the fastest changing fields in Human Resources, as companies continue to investigate various ways of rewarding employees for performance.
薪酬是员工的主要激励因素。人们寻找的工作不仅适合他们的创造力和才能，而且在薪酬和其他福利方面也会相应地补偿他们。薪酬也是人力资源领域变化最快的领域之一，因为公司继续研究各种奖励员工绩效的方法。
It is important for small business owners to understand the difference between wages and salaries. A wage is based on hours worked. Employees who receive a wage are often called “non-exempt.” A salary is an amount paid for a particular job, regardless of hours worked, and these employees are called “exempt.” The difference between the two is carefully defined by the type of position and the kinds of tasks that employees perform. In general, exempt employees include executives, administrative and professional employees, and others as defined by the Fair Labor Standards Act of 1938. These groups are not covered by minimum wage provisions. Non-exempt employees are covered by minimum wage as well as other provisions.
对于小企业主来说，了解工资和薪水之间的区别很重要。工资是根据工作时间计算的。领取工资的员工通常被称为“非免税”。工资是为特定工作支付的金额，与工作时间无关，这些员工被称为是“免税”。这两者之间的区别是由职位类型和员工执行的任务种类仔细定义的。一般来说，豁免员工包括高管、行政和专业员工以及1938年《公平劳动标准法》规定的其他人员。这些群体不受最低工资规定的限制。非免税雇员受最低工资和其他规定的保障。
It is important to pay careful attention to these definitions when determining whether an individual is to receive a wage or a salary. Improper classification of a position can not only pose legal problems, but often results in employee dissatisfaction, especially if the employee believes that execution of the responsibilities and duties of the position warrant greater compensation than is currently awarded.
在确定个人是领取工资还是薪水时，必须仔细注意这些定义。职位分类不当不仅会带来法律问题，而且往往会导致员工不满，特别是如果员工认为履行职位职责和职责需要获得比目前更高的薪酬。
When setting the level of an employee’s monetary compensation, several factors must be considered. First and foremost, wages must be set high enough to motivate and attract good employees. They must also be equitable-that is, the wage must accurately reflect the value of the labor performed. In order to determine salaries or wages that are both equitable for employees and sustainable for companies, businesses must first make certain that they understand the responsibilities and requirements of the position under review. The next step is to review prevailing rates and classifications for similar jobs. This process requires research of the competitive rate for a particular job within a given geographical area. Wage surveys can be helpful in defining wage and salary structures, but these should be undertaken by a professional (when possible) to achieve the most accurate results. In addition, professional wage surveys can sometimes be found through local employment bureaus or in the pages of trade publications. Job analysis not only helps to set wages and salaries, but ties into several other Human Resource functions such as hiring, training, and performance appraisal. As the job is defined, a wage can be determined and the needs for hiring and training can be evaluated. The evaluation criteria for performance appraisal can also be constructed as the specific responsibilities of a position are defined. Other factors to consider when settling on a salary for a position include Availability of people capable of fulfilling the obligations and responsibilities of the job, Level of demand elsewhere in the community and/or industry for prospective employees, Cost of living in the area, Attractiveness of the community in which the company operates, Compensation levels already in existence elsewhere in the company.
在确定员工的货币补偿水平时，必须考虑几个因素。首先，工资必须设定得足够高，以激励和吸引优秀员工。它们也必须是公平的，即工资必须准确地反映劳动的价值。为了确定既对员工公平又对公司可持续的薪酬或工资，企业必须首先确保他们了解所审查职位的职责和要求。下一步是审查类似工作的现行费率和分类。这一过程需要研究特定地理区域内特定工作的竞争率。工资调查有助于确定工资和薪金结构，但应由专业人员（如有可能）进行，以获得最准确的结果。此外，职业工资调查有时可以通过当地就业局或行业出版物的页面找到。工作分析不仅有助于确定工资和薪水，还与其他人力资源职能部门（如招聘、培训和绩效评估）联系在一起。随着工作的定义，可以确定工资，并评估招聘和培训的需求。绩效评估的评估标准也可以根据职位的具体职责来制定。在确定一个职位的薪酬时，需要考虑的其他因素包括：是否有能力履行工作义务和责任的人员；社区和/或行业其他地方对未来员工的需求水平；该地区的生活成本；公司所在社区的吸引力，公司其他地方已经存在的薪酬水平。
There are many federal, state, and local employment and tax laws that impact compensation. These laws define certain aspects of pay, influence how much pay a person may receive, and shape general benefits plans.
有许多联邦、州和地方就业和税收法律会影响薪酬。这些法律规定了薪酬的某些方面，影响了一个人可能获得的薪酬，并制定了一般福利计划。
The Fair Labor Standards Act (FLSA) is probably the most important piece of compensation legislation. Small business owners should be thoroughly familiar with it. This act contains five major compensation laws governing minimum wage, overtime pay, equal pay, recordkeeping requirement, and child labor, and it has been amended on several occasions over the years. Most of the regulations set out in the FLSA impact non-exempt employees, but this is not true across the board.
《公平劳动标准法》（FLSA）可能是最重要的补偿立法。小企业主应该非常熟悉这一法案。该法案包含五项主要的补偿法律，涉及最低工资、加班费、同工同酬、记录保存要求和童工，并且在过去几年中多次修改。FLSA中规定的大多数规定都影响非免税员工，但并非所有员工都如此。
The Equal Pay Act of 1963 is an amendment to FLSA, which prohibits differences in compensation based on sex for men and women in the same workplace whose jobs are similar. It does not prohibit seniority systems, merit systems, or systems that pay for performance, and it does not consider exempt or non-exempt status.
1963年的《同酬法》是对FLSA的一项修正案，该修正案禁止同一工作场所中工作相似的男女在基于性别的补偿上存在差异。它不禁止资历制度、考绩制度或绩效工资制度，也不考虑豁免或非豁免地位。
In addition, the United States government has passed several other laws that have had an impact, in one way or another, on compensation issues. These include the Consumer Credit Protection Act of 1968, which deals with wage garnishments; the Employee Retirement Income Security Act of 1974 (ERISA), which regulates pension programs; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which forms the basis for most benefits programs; and implementation of unemployment insurance, equal employment, worker’s comp, Social Security, Medicare, and Medicaid programs and laws. For the most part, traditional methods of compensation involve set pay levels (wage or salary) with regular increases.
此外，美国政府还通过了其他几项法律，这些法律在某种程度上对赔偿问题产生了影响。其中包括1968年的《消费者信用保护法》，该法涉及工资扣押；1974年《雇员退休收入保障法》（ERISA），该法规定了养老金计划；老年、幸存者、残疾和健康保险计划（OASDHI），这是大多数福利计划的基础；实施失业保险、平等就业、工人补偿、社会保障、医疗保险和医疗补助计划和法律。在大多数情况下，传统的补偿方法包括固定工资水平（工资或薪金）并定期增加。
Increases can be given for a variety of reasons, but are typically given for promotions, merit increases, or cost of living increases. The Hay Group points out that there is less distinction today between merit increases and cost of living increases: “Because of the low levels (3 to 4 percent) of salary budget funding, most merit raises are perceived as little more than cost of living increases. Employees have come to expect them.” This “base pay” system is one that most people are familiar with. Often, it includes a set salary or wage, a set schedule for merit increases, and a set benefits package.
加薪的原因有很多，但通常是升职、加薪或生活成本上涨。Hay Group指出，如今，绩效提升和生活成本提升之间的区别越来越小：“由于工资预算资金的水平很低（3%至4%），大多数绩效提升被认为只不过是生活成本的提升。员工已经开始期待它们了。”这种“基本工资”制度是大多数人都熟悉的制度。通常，它包括固定的薪水或工资、固定的绩效提升时间表和固定的福利待遇。
Benefits are an important part of an employee’s total compensation package. Benefits packages became popular after World War II, when wage controls made it more difficult to give competitive salaries. Benefits were added to monetary compensation to attract, retain, and motivate employees, and they still perform that function today. They are not cash rewards, but they do have monetary value (for example, spiraling health care costs make health benefits particularly essential to today’s families). Many of these benefits are nontaxable to the employee and deductible by the employer.
福利是员工薪酬总额的重要组成部分。第二次世界大战后，福利待遇开始流行，当时工资控制使得提供有竞争力的薪酬变得更加困难。为了吸引、留住和激励员工，福利被添加到货币薪酬中，而如今，他们仍在履行这一职能。它们不是现金奖励，但它们确实具有货币价值（例如，不断上涨的医疗保健费用使健康福利对当今家庭尤为重要）。其中许多福利对雇员不征税，雇主可以扣除。
Many benefits are not required by law, but are nonetheless common in total compensation packages. These include health insurance, accidental death and dismemberment insurance, some form of retirement plan (including profit-sharing, stock option programs, 401(k) and employee stock ownership plans), vacation and holiday pay, and sick leave. Companies may also offer various services, such as day care, to employees, either free or at a reduced cost. It is also common to provide employees with discounted services or products offered by the company itself. In addition, there are also certain benefits that are required by either state or federal law. Federal law, for example, requires the employer to pay into Social Security, and unemployment insurance is mandated under OASDHI. State laws govern worker’s compensation.
许多福利是法律不要求的，但在总体薪酬方案中很常见。其中包括健康保险、意外死亡和肢解保险、某种形式的退休计划（包括利润分享、股票期权计划、401（k）和员工持股计划）、假期和假日工资以及病假。公司还可以免费或降低成本向员工提供各种服务，如日托。向员工提供公司自己提供的折扣服务或产品也很常见。此外，州或联邦法律也要求某些福利。例如，联邦法律要求雇主缴纳社会保障金，失业保险是OASDHI规定的。州法律规定了工人的补偿。
As businesses change their focus, their approach to compensation must change as well. Traditional compensation methods may hold a company back from adequately rewarding its best workers. When compensation is tied to a base salary and a position, there is little flexibility in the reward system. Some new compensation systems, on the other hand, focus on reward for skills and performance, with the work force sharing in company profit or loss. One core belief of new compensation policies is that as employees become employee owners, they are likely to work harder to ensure the success of the company. Indeed, programs that promote employee ownership-and thus employee responsibility and emotional investment-are becoming increasingly popular. Examples of these types of programs include gain sharing, in which employees earn bonuses by finding ways to save the company money; pay for knowledge, in which compensation is based on job knowledge and skill rather than on position (and in which employees can increase base pay by learning a variety of jobs); and incentive plans such as employee stock options plans (ESOPs).
随着企业改变重点，他们的薪酬方法也必须改变。传统的薪酬方法可能会阻碍公司充分奖励最优秀的员工。当薪酬与基本工资和职位挂钩时，薪酬制度几乎没有灵活性。另一方面，一些新的薪酬制度侧重于对技能和绩效的奖励，员工在公司利润或损失中分担。新薪酬政策的一个核心信念是，随着员工成为员工所有者，他们可能会更加努力地工作，以确保公司的成功。事实上，促进员工所有权，从而促进员工责任感和情感投资的项目正变得越来越受欢迎。这类计划的例子包括收益分享，员工通过寻找方法节省公司资金来获得奖金；知识付费，薪酬基于工作知识和技能，而不是职位（员工可以通过学习各种工作来提高基本工资）；以及员工股票期权计划（ESOP）等激励计划。
Compensation programs and policies must be communicated clearly and thoroughly to employees. Employees naturally want to have a clear understanding of what they can reasonably expect in terms of compensation (both in terms of monetary compensation and benefits) and performance appraisal. To ensure that this takes place, consultants urge business owners to detail all aspects of their compensation programs in writing. Taking this step not only helps reassure employees, but also provides the owner with additional legal protection from unfair labor practices accusations.
薪酬计划和政策必须清楚、彻底地传达给员工。员工自然希望清楚了解他们在薪酬（包括货币薪酬和福利）和绩效考核方面的合理期望。为了确保这一点，顾问敦促企业主以书面形式详细说明其薪酬计划的各个方面。采取这一步骤不仅有助于让员工放心，还为业主提供了额外的法律保护，使其免受不公平劳动行为的指控。
Today’s competitive business environment is forcing companies to rethink how to attract and retain top talent without sacrificing business goals. Employee compensation and benefits are an employer’s primary tools to attract and retain talented employees, but they are facing more scrutiny now than ever. Plan fiduciaries are under increased pressure to adhere to rigid standards in light of recent corporate scandals. Waves of employee benefits legislation and regulation threaten to swamp employee benefit plan administration.
当今竞争激烈的商业环境迫使企业重新思考如何在不牺牲商业目标的情况下吸引和留住顶尖人才。员工薪酬和福利是雇主吸引和留住优秀员工的主要工具，但他们现在面临的审查比以往任何时候都多。鉴于最近的公司丑闻，计划受托人面临着更大的压力，要求他们遵守严格的标准。一波又一波的员工福利立法和法规可能会淹没员工福利计划管理。
Many companies are faced with unmotivated employees whose poor attitude can greatly affect the growth of the company. By introducing incentives, companies can boost employee morale tremendously. A few examples of employee incentives are paid vacations, company sponsored social activities, stock options, and bonuses or pay increases based on performance. These are just a few activities that can lead to a more productive work environment. HR is usually faced with suggestions but is unable to put them into company policy.
许多公司都面临着缺乏动力的员工，他们糟糕的态度会极大地影响公司的发展。通过引入激励措施，公司可以极大地提高员工的士气。员工激励的几个例子是带薪假期、公司赞助的社会活动、股票期权以及基于绩效的奖金或加薪。这些只是一些可以带来更高效工作环境的活动。人力资源部通常面临建议，但无法将其纳入公司政策。
The most challenge Human Resources department facing is employee’s turnover. Meeting the demands of today’s changing business environment requires building and retaining a loyal and motivated staff. Therefore, finding and keeping quality employees so as to reducing turnover is one of the key challenges of HR department. Employees who feel they’re underpaid will also feel they’re undervalued and are more open to potential offers from outside firms. To a firm, the effects of turnover can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into a firm’s bottom line. Besides the costs, especially for the high-technology companies, employees’ turnover means high risks of losing its important technologies and clients.
人力资源部面临的最大挑战是员工流动。要满足当今不断变化的商业环境的要求，需要培养和留住一名忠诚、积极的员工。因此，寻找并留住高素质员工，以减少员工流失是人力资源部面临的关键挑战之一。员工如果觉得自己薪酬过低，也会觉得自己被低估了，更愿意接受外部公司的潜在报价。对一家公司来说，营业额的影响可能代价高昂。招聘、重新雇用和留住员工所需的时间和金钱会很快削减公司的底线。除了成本之外，尤其是对高科技公司而言，员工流失意味着失去其重要技术和客户的高风险。
To develop a loyal, motivated workforce and keeping turnover at a minimum, the first step is finding and hiring good people. Therefore, It’s crucial to have a recruiting strategy in place. Secondly, it certainly takes more than money alone to attract and retain skilled professionals, it’s helpful to offer competitive compensation packages, for example: to be flexible and tailor compensation to individual employees; pay a little more than prevailing salaries at other firms; acknowledge your employees’ contributions as frequently as possible; offer staff members opportunity and reward them when they succeed. Thirdly, creating an employee-friendly work environment also play a role. The implication is clear: The more enriching your work environment, the more likely you are to retain a staff of satisfied, productive employees.
要培养一支忠诚、积极的员工队伍，并将营业额保持在最低水平，第一步是找到并雇佣优秀的员工。因此，制定招聘战略至关重要。第二，吸引和留住熟练的专业人员肯定不仅仅需要钱，提供有竞争力的薪酬方案是有帮助的，例如：灵活并为员工量身定制薪酬；支付的工资略高于其他公司的现行工资；尽可能频繁地确认员工的贡献；为员工提供机会，并在他们成功时给予奖励。第三，创造一个员工友好的工作环境也发挥了作用。这意味着：你的工作环境越丰富，你就越有可能留住一批满意、高效的员工。
The single most challenging issue facing HR executives today is the benefits package a company offers to its employees. Such benefits as retirement plans, healthcare, family leave plans and vacation time are becoming increasingly important to employees.
如今，人力资源管理人员面临的最具挑战性的问题是公司为员工提供的福利待遇。退休计划、医疗保健、家庭休假计划和休假时间等福利对员工越来越重要。
However, such benefits are costing companies a tremendous amount of money each year and it’s on the rise. Human Resource executives must find a middle ground that will not only please its employees, but also be affordable to the company.
然而，这些好处每年都会给公司带来巨大的损失，而且还在增加。人力资源主管必须找到一个既能取悦员工又能让公司负担得起的中间地带。
The most challenging HR issue facing companies today is the ability to offer a competitive incentive package. Employees today want to work for a company that offers reasonable salaries, excellent health benefits, a pension plan and comprehensive 401k plans. Not to mention tuition reimbursement, child care centers, fitness centers, life insurance, and the all-important paid time off. Each of these perks is very costly to the company, but without them the quality of their workforce would be sacrificed. Companies seem to be adding more benefits to attract and retain employees, but with the increases in the cost of these benefits who know how long they will last. HR executives need to understand their company and be able to offer as many benefits as possible without hurting the profitability of the company.
当今公司面临的最具挑战性的人力资源问题是提供具有竞争力的激励方案的能力。如今，员工希望为一家提供合理薪酬、卓越健康福利、养老金计划和全面401k计划的公司工作。更不用说学费报销、儿童护理中心、健身中心、人寿保险以及最重要的带薪休假。这些福利对公司来说都是非常昂贵的，但如果没有这些福利，员工的素质就会受到损害。公司似乎在增加更多的福利来吸引和留住员工，但随着这些福利成本的增加，谁知道这些福利会持续多久。人力资源管理人员需要了解他们的公司，并能够在不损害公司盈利能力的情况下提供尽可能多的好处。
If you own your own business, your employee compensation and benefits package can be the deciding factor for many potential employees. And it’s not just the money. To make your company competitive and attractive to job candidates, you have to offer an exceptional total benefits package. That makes it a very important part of your business planning and management process if you hope to hire (and keep) top employees.
如果你拥有自己的企业，你的员工薪酬和福利待遇可能是许多潜在员工的决定因素。这不仅仅是钱。为了使你的公司具有竞争力并吸引求职者，你必须提供一个特殊的整体福利。如果你希望雇佣（并留住）顶尖员工，这将成为你业务规划和管理过程中非常重要的一部分。
Of all the disciplines in the human resources field, compensation is one of the most complex. Handling compensation issues requires knowledge of employment trends, the value of experience and credentials for various positions and industries, negotiation skills, company budget and the organization’s bottom line. Economic conditions also play an important role in compensation and benefits issues. Addressing compensation issues can range from developing competitive wage scales to weighing the advantage of bonus and incentive payments.
在人力资源领域的所有学科中，薪酬是最复杂的学科之一。处理薪酬问题需要了解就业趋势、各种职位和行业的经验和证书价值、谈判技巧、公司预算和组织的底线。经济条件在薪酬和福利问题上也起着重要作用。解决薪酬问题的范围可以从制定有竞争力的工资标准到权衡奖金和奖励金的优势。
The term compensation means financial payments such as wages and salary paid to employees. Compensation also includes bonus and incentive payments, raises and company stock awarded to employees. Compensation specialists often have knowledge of both compensation and employee benefits. This is one reason why human resources departments sometimes combine compensation and benefits into one departmental function.
术语补偿是指支付给员工的工资和薪金等财务支付。薪酬还包括向员工发放的奖金和奖励、加薪和公司股票。薪酬专家通常了解薪酬和员工福利。这也是人力资源部门有时将薪酬和福利合并为一个部门职能的原因之一。
HR’s efforts to integrate compensation strategies and practices are a key component of successful mergers and acquisitions. In today’s whirlwind of mergers and acquisitions (M&As), everyday HR issues such as employee compensation may get blown aside as countless financial and legal priorities take center stage. However, recent research suggests that HR could play a greater role in successful M&As, and, the earlier HR gets involved, the better.
人力资源部整合薪酬战略和实践的努力是成功并购的关键组成部分。在今天的并购旋风中，员工薪酬等日常人力资源问题可能会被抛到一边，因为无数的财务和法律优先事项占据了中心位置。然而，最近的研究表明，人力资源可以在成功的并购中发挥更大的作用，而且人力资源参与得越早越好。
Depending on the circumstances of the deal-and the compensation policies of the merging companies-HR may be called on to splice disparate payment plans into a program that fits the new organization, or HR may have to discard the original plans and then create a program from scratch that complements the merged entities. Either way, old and new employees will be concerned about what is happening with their pay, so HR also must develop an effective communications plan to inform and reassure them.
根据交易的情况和合并公司的薪酬政策，人力资源部可能会被要求将不同的支付计划拼接成适合新组织的计划，或者人力资源部必须放弃原有计划，然后从头开始创建一个补充合并实体的计划。无论是哪种方式，新老员工都会关心他们的薪酬状况，因此人力资源部也必须制定一个有效的沟通计划，以告知他们并让他们放心。
Compensation represents the largest of all expenses in most organizations, and it is in turmoil. The Federal government’s statements are inconsistent and have resulted in much uncertainty. Executive Compensation is a global issue, including who is an executive, CERP implications, and long and short-term incentives. While some employers are reducing hiring and merit budgets, freezing salaries, decreasing bonuses and pay, passing on of benefit costs, and – gasp – cutting out 401k contributions – they should also remain concerned about holding on to their most talented employees when the economy recovers. With decreasing revenues, sales compensation structures are being revised, such as the trend away from a revenue basis to a profit basis. Then there are the changes in 401(k) and other plans Companies are cutting their match, and the IRS is providing guidance.
在大多数组织中，薪酬是所有开支中最大的一笔，而且处于混乱之中。联邦政府的声明前后不一致，导致了很多不确定性。高管薪酬是一个全球性问题，包括谁是高管、CERP影响以及长期和短期激励措施。尽管一些雇主正在减少招聘和绩效预算，冻结工资，减少奖金和薪酬，转嫁福利成本，甚至削减401k捐款，但他们也应该继续关注经济复苏时留住最有才华的员工。随着收入的减少，销售薪酬结构正在调整，例如从收入基础转向利润基础的趋势。然后是401k和其他计划的变化，公司正在削减它们的匹配，国税局正在提供指导。
It is the biggest pain of Compensation and Benefits – how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations – the transparency and fairness of the compensation policy can be a real issue to the employees.
这是薪酬和福利的最大难题——如何向组织引入公平透明的薪酬政策。在公共部门，这一问题很容易解决，因为他们的薪酬制度相当僵化，人们已经习惯了。但在大公司，薪酬政策的透明度和公平性对员工来说是一个真正的问题。
The organizations usually know what it means to have a fair and transparent compensation policy. But the pressure of the business and the constant need to change makes almost impossible to make the compensation policy transparent and fair to all the employees. It needs a lot of time and effort.
这些组织通常知道拥有公平透明的薪酬政策意味着什么。但企业的压力和不断变化的需求使薪酬政策几乎不可能对所有员工透明和公平。这需要很多时间和精力。
Fair Compensation Policy needs a clear definition of job descriptions and job profiles in the organization. The value of each job must be evaluated and the organization must develop a clear system of jobs within the organization. In this stage the HRM is under a big pressure as the managers know about the impact of the job evaluation to the real salaries and bonuses. The whole system must be clearly supported by the Top Management of the company. When the organization has a clear system of job evaluation and all the job positions are put in the correct order, the organization can develop the Fair Compensation Policy. The fair compensation policy takes the following inputs, job, evaluation, job market situation, business strategy, preferences of the organization.
公平薪酬政策需要明确定义组织中的职位描述和职位简介。必须评估每项工作的价值，组织必须在组织内建立一个明确的工作体系。在这个阶段，人力资源管理局面临着巨大的压力，因为管理人员知道工作评估对实际工资和奖金的影响。整个系统必须得到公司最高管理层的明确支持。当组织有一个明确的工作评估体系，并且所有工作职位都按正确的顺序排列时，组织就可以制定公平薪酬政策。公平薪酬政策考虑以下因素：工作、评估、就业市场状况、业务战略、组织偏好。
Based on the inputs the HRM can prepare the fair compensation policy, which enables the company to reach better performance. The HRM is responsible for the correct setting and keeping the rules during the procedure of creation of the fair compensation policy. The fair compensation policy means the fair value of each job in the organization and clear process of reaching this fair value.
基于这些投入，人力资源管理局可以制定公平的薪酬政策，从而使公司取得更好的业绩。在制定公平薪酬政策的过程中，人力资源管理局负责正确设置和遵守规则。公平薪酬政策是指组织中每项工作的公平价值以及实现公平价值的明确过程。
Transparent Compensation Policy is about opening the rules for the compensation policy to employees. When the employees have a chance to understand the principles of the compensation policy and they can take them as fair to them, you are successful in the implementation of the Transparent Compensation Policy. The Transparent Compensation Policy is about the courage to open the rules and the compensation policy must be ready to be open. In case, the compensation policy is not fully implemented and the employees are not fully in the compensation range, it is very dangerous to make compensation policy transparent.
透明的薪酬政策是向员工开放薪酬政策的规则。当员工有机会了解薪酬政策的原则，并能对其公平对待时，您就成功实施了透明薪酬政策。透明的薪酬政策是关于勇于开放规则的，薪酬政策必须准备好开放。如果薪酬政策没有得到充分执行，员工也没有完全在薪酬范围内，那么让薪酬政策透明是非常危险的。
Honestly, these basic rules about the Fair and Transparent Compensation Policy are easy to write, but very hard to follow in the real business life. But every HRM should implement Fair and Transparent Compensation Policy to support the performance of the business and to increase satisfaction of employees.
作业提出这些关于公平和透明薪酬政策的基本规则很容易编写，但在实际商业生活中很难遵循。但是，每个人力资源管理局都应该实施公平和透明的薪酬政策，以支持企业的绩效并提高员工的满意度。本站提供各国各专业留学生作业写作指导服务，如有需要可咨询本平台。
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