[兼顾内外部公平的薪酬体系设计]建立有效的报酬激励机制将充分调动员工的工作热情，提高组织绩效，减少道德风险。薪酬体系设计通常要遵循公平性、竞争性、激励性和经济性等原则。 薪酬的公平性原则包括外部公...+阅读
浅谈零售企业薪酬体系设计 On Designing the Salary System of the Retail Enterprise 美国著名零售企业的薪酬制度（doc 5）内容简介
一、美国著名零售企业的固定工资加利润分享计划
二、诺德斯特龙的单一销售佣金制度
三、梅西百货的小时工资加销售佣金制度 零售企业利润的增加主要来源于销售额的增加和成本的减少，二者都与零售员工的积极性和成本息息相关，而员工的积极性和成本又与报酬制度紧密相连。美国著名的零售企业有三种典型的员工薪酬制度：一是固定工资加利润分享计划，以美国著名零售企业（wd-mart）为代表；二是单纯的销售佣金制度，以诺德斯特龙（nodstrom）为代表；三是小时工资加销售佣金制度，以梅西百货（macy）为代表。
一、美国著名零售企业的固定工资加利润分享计划 1962年美国美国著名零售企业公司创立于美国西部的一个小镇，1991成为美国第一大零售企业，2001年以后连续名列世界5∞强第一的位置，2002年销售额达到2465亿美元。美国著名零售企业公司有折扣商店、仓储商店、购物广场和邻里商店四种零售业态，店铺4694个，员工人数约100万人，分布在全球十余个国家。如此庞大的企业实现低成本高效率地运行，与其实施的员工薪酬制度有着重要的关系。美国著名零售企业的薪酬制度是：固定工资+利润分享计划+员工购股计划+损耗奖励计划+其他福利。 Well-known U.S. retail enterprises pay system (doc 5) as a brief, well-known U.S. retail business fixed wage plus profit sharing scheme Second, the single-Nuodesite sales commission system 3, Macy's department store sales increase the hourly wage commission system The increase in corporate profits mainly came from increased sales and cost reduction, both retail and the enthusiasm of the staff and is closely related to the cost, and the enthusiasm of the staff and costs and compensation system are closely linked. A well-known U.S. retail enterprises have three typical employees pay system: First, a fixed wage plus profit sharing scheme to a well-known U.S. retail enterprises (wd-mart), represented the second is purely a sales commission system to Nuodesite Long (Nodstrom) as representatives; three-hour wage increase is sales commission system, to Macy's Department Store (macy) as the representative. First, a well-known U.S. retail business fixed wage plus profit sharing scheme 1962 United States United States leading retail enterprises company was founded in a small town in the western United States, the United States in 1991 to become the largest retail enterprises, in 2001 after a row ranked as the world's first 5 ∞ strong position, in 2002 annual sales reached 246.5 billion U.S. dollars. U.S. retail enterprises are well-known discount stores, warehouse stores, shopping malls and neighbourhood stores are Retail Trade, shop 4694, the number of employees of some 100 million people, distributed in more than 10 countries worldwide. Such a huge enterprise to achieve cost-efficient operation, with the implementation of the staff salary system has an important relationship. Well-known U.S. retail enterprises pay system is: a fixed profit-sharing scheme wages + + + employee share purchase plans Loss scheme + other benefits.
关于导游薪酬制度方面的外文文献哪里找
1. Land Tour Jobs - Earnings and Benefits
这个文章没有太多新意，但是把当导游的好处用英文说了出来。可以抄来用。
2. Play or not to play—An analysis of the mechanism of the zero-commission Chinese outbound tours through a game theory approach
这篇文章深入多了。但是不是只限于薪酬的问题，
只有摘要。如果要看详细的话，要付款。。
3. Average Tourist Guide Salaries
这个有一些薪资的数据，可以参考
可以用学校的网路系统查查。。 建议输入下列几个关键字，应该不难找相关的文章
Tourist guide ,salary , forming ,payroll,
急需薪酬管理相关英文文献加中文翻译
It is the University's policy to establish and administer salaries in line with its compensation objectives. 207.1 Salary Ranges 207.2 Newly-Hired Employees 207.3 Merit Increases 207.4 Promotion 207.5 Upward Reclassification 207.6 Lateral Transfer 207.7 Demotion 207.8 Special Salary Adjustments 207.9 Temporary Assignment of Responsibilities in Higher Classification 207.10 Rehire 207.11 Recall/Transfer from Layoff Status 207.1 Salary Ranges Each salary grade has an established salary range. These ranges define the minimum and maximum salaries to be paid for a job, but also allow sufficient latitude for an individual to progress through the salary range as a result of merit increases. Salary ranges are reviewed annually, and may be adjusted periodically to respond to economic and market conditions. Staff members are paid at least the minimum of the appropriate salary range, but not more than the maximum of the salary range except in special approved circumstances. Staff members whose salaries are at or above the maximum of their assigned salary ranges are not eligible for regular merit increases. They are, however, eligible to receive half of their recommended merit increase as a base building increase and the remaining half as a non-base building increase. The salary adjustment will be based on performance and the guidelines issued by Human Resources for merit increases. Exceptions to this policy must be requested in writing and approved by the Vice President for Finance and Administration and the Provost of the University. 207.2 Newly-Hired Employees The salaries of new employees are set based on the classification of the position, the salaries paid in the market, and the applicant's education, skills, and previous related experience. When an individual meets the minimum qualifications of the position, the salary is normally set at the minimum of the salary range. However, if an individual has directly related prior job expe
求一篇有关于民办高校薪酬体系研究的英文文献
Kleiner,MorrisM.Tabor.Markets and Human ResourceManagement【M】.London:Scott,Foresman
McClelland,D.C.(1961),TheAchieving Socitety,Princeton,NJ-VanNos trand.M cclelalnd,D.C.(1965),Theory of Motive Acquisit ion,American Psychologist,20(5),321-33.
Hamel,Heen.A Competence-based ompetition【M】.Wshinfton:John Wiley&SonsLtd.1994.
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