英语翻译，汉译英

Question

1、薪酬
物质需要始终是人类的第一需要，是人们从事一切社会活动的基本动因。所以，物质激励仍是激励的主要形式。就目前而言，能否提供优厚的薪水（即货币报酬）仍然是影响员工积极性的直接因素。然而，优厚的薪水不一定都能使企业员工得到满足。通常，企业的薪酬体系不能做到内部公平、公正，并与外部市场薪酬水平相吻合，员工便容易产生不满情绪。员工的这些不公平感不能及时解决，将会直接影响员工工作积极性，出现消极怠工、甚至人才流失的现象，从而影响到企业产品和服务的质量。有效解决内部不公平、自我不公平和外部不公平的问题，才能提高员工满意度，激发员工积极性。怎样才能解决这些问题呢？通常在薪酬决策时应综合考虑岗位相对价值、薪资水平、个人绩效三要素，以它们作为制定工资制度的基础。通过以上三要素的有效结合，可以使员工预先知道做得好与差对自己的薪酬收入具体的影响，有利于充分调动员工积极性，并使员工的努力方向符合公司的发展方向，推动公司战略目标的实现，使公司经营目标与个人目标联系起来，实现企业与个人共同发展。

Answer 1

salary
Is always the first need of human, material needs is the basic reason of people engaged in all social activities. So, the material incentive is still the main form of incentive. For now, can you provide competitive salary (monetary compensation) is still the direct factors affect employee motivation. Generous salary, however, is not necessarily can make the enterprise employee satisfaction. Usually, the enterprise salary system can not do internal fairness and justice, and in conformity with the external market salary level, employees will easy to feelings of resentment. Staff the injustice is not solve in time, will directly influence the staff's work enthusiasm, slacking, and even the phenomenon of brain drain, which affect the enterprise the quality of products and services. Effectively solve the external and internal unfair, unfair unfair problem, to improve employee satisfaction and employee motivation. How to solve these problems? Usually in the relative value compensation decisions should be considered when jobs, wages, three key elements of individual performance, to them as to develop the foundation of the salary system. Through the effective combination of the three elements above, can make employees know in advance to do good and bad influence on his salary income concrete, to fully arouse the enthusiasm of employees, and make the employee's effort in the company's development direction, promote to achieve the goals of company strategy, make the company's business goals and personal goals, achieve enterprise and individual common development.

Answer 2

1, remuneration
Material needs are always the first human needs of all people engaged in social activities, the basic motivation. Therefore, material incentives is still the main form of incentives. For now, the ability to provide competitive salary ( ie monetary compensation ) is still a direct factor in employee motivation . However , competitive salary so that employees may not be able to be met . Typically , companies pay system can not do internally a fair, just , and with the external market salary levels coincide, it is easy to generate employee discontent . These employees can not be solved without a sense of fairness , will directly affect employee motivation , there slack , and even the phenomenon of brain drain , which affects the quality of their products and services. Effective solution to the internal unfair , unjust and external self unfair question , in order to improve employee satisfaction, inspire staff enthusiasm. How can we solve these problems? Typically when considering compensation decisions in the relative value of jobs , wages , individual performance of the three elements to them as a basis for wage system . Through the effective combination of these three elements , you can do better so that employees know in advance the specific impact of the difference of their salary income , is conducive to fully mobilize the enthusiasm of the staff , and make efforts to comply with the direction of the staff of the company's direction , pushing the company's strategic goals the realization of the company business goals and personal goals linked to achieving common development of enterprises and individuals.

Answer 3

    1, pay                                                                                                                                     Material is always the first human need, is the basic motivation of people inall social activities. Therefore, the main form is still the material incentivemotivation. At present, can offer a competitive salary (i.e. monetary compensation) is still the direct factors influencing the enthusiasm of the staff. However, the salary is not always so that employees are satisfied.Usually, not compensation system of enterprises achieve internal fairness,justice, and is consistent with the external market pay level, the staff willeasily lead to discontent. Employees of these unfair sense cannot be solved in time, will directly influence the working enthusiasm of the staff, go-slow,appear even the phenomenon of brain drain, which affects the quality of enterprise products and services. To effectively solve the internal unfair,self unfair and external unfair question, in order to improve employee satisfaction, motivating the staff. How can we solve these problems? Usually in the compensation decision should consider position relative value, salary level, individual performance of the three elements in them, as a basis forwage system. By means of combining the above three elements, so that employees can know in advance to do good and bad effects on their salaryincome specific, is conducive to fully mobilize the enthusiasm of the staff,and the direction of the efforts of staff with the development direction of the company, the company strategic target, the company operating the linkedgoals and personal goals, to realize the development of both enterprises and individuals.