薪酬外文文獻

A. 求兩篇關於薪酬管理的外文文獻。417786765@QQ郵箱

已發送QQ郵箱，請查收，希望能滿足你的需要，能幫到你，多多給點懸賞分吧，急用的話請多選賞點分吧，這樣更多的知友才會及時幫到你，我找到也是很花時間的

B. 急需有關薪酬管理的外文文獻、、

外文文獻已發送，翻譯沒有，翻譯得靠你自己了，希望能滿足你的需要，能幫到你，多多給點懸賞分吧，急用的話請多選賞點分吧，這樣更多的知友才會及時幫到你，我找到也是很花時間的

C. 寫畢業論文，求與薪酬管理有關的外文文獻3000、5000字都可以，謝謝！！

D. 薪酬管理的英文文獻

1] Qigang "management of the development trend of pay", China Business, January 12, 2004

[2]鄭曉明a "modern enterprise human resources management Introction", Machinery Instry Press, 2002 edition

[3] to the peak leaf book "examination and pay the staff management", Enterprise Management Press, 1999 edition

[4] Xinmin delirium of "design skills pay", the Guangdong Economic Press, 2002 edition

[5]丁向陽"of Chinese enterprises and the pay structure of pay" contained in the "China Human Resources Development" in 2004 the first three

[6] Wang Chunxiao "equity management business to pay employees the impact of job performance" contained, "Journal of Sun Yat-sen University (Social Science Edition)", 2006 4

[7] History of Yongchuan "Chinese enterprises pay administration Problems and Solutions," contains "Market Forum", in 2006 the first three

[8] Zhang Yi, "On the salaries of enterprise management system," contained, "Journal of Liaoning Institute of Administration", 2005 2

[9] Chan, "Incentives and pay Talent Management" contained, "Journal of Liaoning Radio and Television University", 2004 2

[10]陳思明"On the modern concept of pay administration and characteristics of" containing "Journal of Tongji University (Social Science Edition)", 2004 2

E. 求一篇關於薪酬管理的外文文獻，3000、5000字都可以，謝謝。寫畢業論文用~

好的，提綱要嗎。我先擬一個給你

F. 急！！！求助：外文文獻一篇，有關薪酬激勵的

內容、年份等內詳
National differences in incentive compensation practices: The differing roles of financial performance measurement in the United States and the Netherlands
EP Jansen, KA Merchant , organizations and society, 2009
下載鏈接：http://www.disas.unisi.it/mat_did/riccaboni/643/Jansen,Merchant,Van_der_Stede.pdf

The Promise of Hedge Fund Governance: How Incentive Compensation Can Enhance Institutional Investor Monitoring
RC Illig - Alabama Law Review, 2008
下載鏈接：http://www.law.uoregon.e/faculty/rillig/docs/governance.pdf

下載有問題，追問！！

G. 求兩篇關於薪酬管理的外文文獻，5000字左右的，正在寫畢業論文，謝謝!

關於薪酬管理形式, 我們 應該是有此方面的.

H. 求薪酬激勵英文文獻

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 indivial 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 ecation, skills, and previous related experience. When an indivial meets the minimum qualifications of the position, the salary is normally set at the minimum of the salary range. However, if an indivial has directly related prior job experience, or if the market warrants, the salary may be established above the minimum. Starting salaries are not normally set above the midpoint of the salary range. Exceptions to this policy must be approved by the Manager of Compensation and Classification.

207.3 Merit Increases
The University recognizes and rewards indivial performance by awarding merit increases. The funds available for merit increases vary from year to year depending upon budgetary considerations, salaries paid in the identified marketplace and economic conditions. The University develops merit increase guidelines which establish ranges for indivial merit increases based on performance criteria.

Merit increases are usually awarded on an annual basis and are normally effective on July 1. Merit increases are recommended by supervisors to Salary Coordinators and Human Resources based on the supervisor's evaluation of performance and other salary considerations. Merit increases are not subject to the grievance procere.

207.4 Promotion
A promotion is an authorized reassignment from one position to another position in a higher salary grade. Upon promotion, an employee is eligible for a salary increase. Promotion increases are determined on an indivial-case basis within guidelines that range from 7 to 15 percent or the minimum of the new salary grade, whichever is greater.

Factors generally considered when determining a promotion increase are previous experience or ecation which might now be relevant, the salary range of the new position, internal salary relationships, and length of service. Promotion increases outside of the guidelines occur only in exceptional circumstances and must be approved by the Director of Personnel Services for the Central/Science campus, the Director of Human Resources for the School of Medicine, or the Director of Library Personnel Services for the Library. In no case shall the new salary exceed the maximum of the new salary grade. Promotion increases are not subject to the grievance procere.

Xref: OPM 411

207.5 Upward Reclassification
When a position is reclassified upward into a higher salary grade as a result of a job audit, the incumbent may be eligible for a salary adjustment depending upon the position of salary within the new range. Such increases normally should not exceed 7 percent of current salary or the minimum of the new salary grade, whichever is greater. In no case shall the new salary exceed the maximum of the new salary grade. Reclassification adjustments are not subject to the grievance procere.

207.6 Lateral Transfer
A lateral transfer is a change in job assignment within the same salary grade. Because the assignments are in the same salary grade, the same salary range applies. Lateral transfers do not result in a change in salary. There are, however, certain rare situations that may justify salary adjustments, which must be requested in writing and approved in advance by the Manager of Compensation and Classification.

Xref: OPM 411

207.7 Demotion
A demotion is a reassignment from one position to another position in a lower salary grade.

Involuntary demotions may occur if work is eliminated, abolished or reorganized, or if a staff member is unable to perform the work satisfactorily and is involuntarily reassigned. The salary for an indivial who is involuntarily reassigned to a position in a lower salary grade will be established by the Manager of Compensation and Classification for the Central/Science Campus, the Senior Compensation Representative in the School of Medicine, or the Director of Library Personnel Services. In no case will the salary exceed the maximum of the new grade.

The salary for an indivial, who, for personal reasons, chooses to take a vacant position in a lower salary grade, will be based on previous related experience and internal equity considerations and determined by the Manager of Compensation and Classification, the Senior Compensation Representative in the School of Medicine, or the Director of Library Personnel Services.

Xref: OPM 411

207.8 Special Salary Adjustments
Certain rare and exceptional circumstances may occur from time to time that warrant special salary adjustments. Such adjustments are not part of the normal compensation plan for staff. Requests for special salary adjustments must be made in writing to the appropriate Compensation Representative and require the approval of the Manager of Compensation and Classification.

207.9 Temporary Assignment of Responsibilities in Higher Classification
Additional compensation is appropriate when an indivial is assigned, in writing, a major component of a job at a higher salary grade and is held accountable for the full scope of the job on a temporary basis in the absence of another member of the organization. All employees are expected to fill in for vacations and other short-term absences; however, when the temporary assignment exceeds 30 calendar days, additional temporary compensation is warranted. The amount of compensation will typically range between 7 to 15 percent of the employee's current base salary. Requests for additional compensation must be made in advance and in writing to the Compensation and Classification Sections of Human Resources or Library Personnel Services.

Xref: OPM 414 and 417

207.10 Rehire
A former Yale employee who is rehired as a regular employee is not automatically reinstated for privileges and benefits unless returning from layoff. Rehired employees must qualify for privileges and benefits as new hires except that in certain circumstances past service may be counted for pension purposes, for the scholarship plan, and for vacation bonuses.

If a person is rehired into a different job classification, regardless of the length of time since the previous termination, the new starting salary is determined in the same manner as it would be for a new hire.

207.11 Recall/Transfer from Layoff Status
An employee who has been laid off and who is recalled while on layoff status for the same position in the same department, will receive the previous salary or the minimum of the salary grade, whichever is greater, with full privileges and benefits.

If an employee on layoff status is offered and accepts a voluntary transfer to a different position, the salary will be determined in the same manner as it would be for a new hire.

Xref: PPP 107.4

參考資料：http://www.yale.e/ppdev/PersPracWeb/207.html