现代企业的竞争，从根本上讲是人才的竞争，是人力资源综合素质的竞争,其核心在于企业的薪酬管理。薪酬管理，是维持和促进企业员工满意并因此提高工作效率与工作质量的最重要激励手段之一，也是企业吸引和留住人才的关键所在。实践证明，薪酬分配对企业的发展具有持久的影响力，对员工的行为形成内在的驱动力，因此在企业设计薪酬体系时，必须做到系统的思考、谨慎的权衡、科学的规划、严格的贯彻。
薪酬管理在现代市场经济中已成为各国企业人力资源管理的重要环节,对企业的竞争能力有巨大影响。中国加入WTO后，人才市场的开放使得企业必须进行有效的薪酬管理来满足员工的物质、精神需求，促进企业发展。在众多的管理手段中，设计一套公平合理又具有激励性的薪酬体系是企业必不可少的管理方法。一套完善有效地薪酬激励和管理机制,不仅成为企业发展的要素,还直接影响着企业的生存。
本文通过对企业薪酬管理的内涵解释，以隆记公司薪酬管理的成长过程，实际现状为研究对象，通过薪酬管理优化策略的理论阐述，对隆记公司的薪酬管理从薪酬设计的特点、原则、体系、实施方案及实例五个方面提出了对应的薪酬设计。
文章布局采取提出问题、分析问题、解决问题的结构框架，先指出企业薪酬管理的发展中普遍存在的问题，再对薪酬管理问题存在的原因进行深层次的解析，针对这些问题提出了相关企业薪酬设计与多方面薪酬管理的可操作性优化策略。为企业薪酬管理的开展提出了理论依据，指明了方向。建立切合企业实际发展的薪酬体制，照顾到人才对自身价值实现的期望值，企业能更好的吸引人才、留住人才，企业才能发展壮大。
关键词：薪酬管理；问题；优化策略

你好 翻译如下
competitiveness of modern enterprises, are essentially talent competition, human resources are the overall quality of the competition, its core lies in the salaries of the management of enterprises. Pay administration is to maintain and promote employee job satisfaction and thus improve efficiency and quality of work of one of the most important incentives, but also companies to attract and retain key talent. Practice has proved that the salary distribution of the development of enterprises with long-lasting influence on the behavior of employees to form the intrinsic driving force, so the design of remuneration in the enterprise system, the system must be thinking, careful weighing, scientific planning, Strict implementation.
Pay administration in the modern market economy, enterprises have become an important human resource management aspect of the competitiveness of enterprises have a tremendous impact. China's accession to the WTO, opening up the talent market makes enterprises must carry out effective management to meet the salaries of employees of the material, spiritual needs, to promote enterprise development. At a large number of management tools to design a fair and reasonable but also has incentive pay system is essential for the management of enterprises. Effectively pay a sound incentive and management mechanism, not only become a factor in the development of enterprises, but also directly affect the enterprise's survival.
In this paper, the pay-to-business management to explain the connotation to pay long credited the company's growth management process, the actual status quo as the research object, through the pay administration's theory of optimization strategies, on the long credited the company's management from the pay structure of pay the characteristics, principles, system, implementation of programs and examples of the five aspects of the design of the corresponding remuneration.
Article layout to take to raise questions, analyze problems, to solve the problem of the structure of the framework, first pointed out that the enterprises pay the management of the development of widespread problem, and then pay the management problem of the existence of deep-seated causes of the analytic, in view of these issues related to Designed with many enterprises pay remuneration management operational optimization strategies. Pay management for the enterprise to carry out a theoretical basis, specified in the right direction. Meet the actual development of enterprises set up a pay structure for qualified personnel to take care of their own values to achieve the expectations, enterprises can better attract and retain talent, companies can grow and develop.
Keywords: salary management; question; Optimization Strategy