可变薪酬

可变薪酬计划设计的影响因素研究

Study on the Determinants of Variable Pay Plan Design

本文以可变薪酬体系为理论背景，系统探讨了研发人员可变薪酬体系及分配方式。

The paper systematically discusses a variable pay system model for R & D employees on the base of variable pay theory .

由此，可变薪酬应运而生，因其激励性与灵活性被作为一种替代性薪酬而广泛使用。

Therefore , variable-pay is widely used because of its encouraging and flexibility .

薪酬由基本薪酬、可变薪酬和间接薪酬三部分组成。

The compensation includes three parts : basic compensation , variable compensation and indirect compensation .

对可变薪酬的研究，国内还处于初始探索阶段，而国外这方面的研究要更详细更深入。

Currently , domestic research on variable pay remains at an initial stage and foreign studies on this field are more thorough .

但是大多数研究只是对可变薪酬计划进行初步的理论探讨，对可变薪酬计划设计的影响因素尚未做出详细的研究。

However , most research is just introductive theoretic discussion , with insufficient attention given to contextual determinants that may affect variable pay plan design .

本文首先指出了研究可变薪酬计划的必要性，接着给出可变薪酬的定义，并介绍可变薪酬计划的分类与设计过程。

In this paper , we first analyze the necessary of studying on variable pay plan and indicate its definition , classification and design process .

投资银行家的现金可变薪酬将较前一年减少95%，整个集团的薪酬也将较前一年减少80%。

Variable compensation in cash for investment bankers will be 95 per cent down on the previous year , and 80 per cent lower across the group .

可变薪酬机制的研究，可变薪酬的核心是把薪酬与员工的业绩挂钩来提高员工的积极性。

The third is the study of variable compensation mechanism , the core of variable compensation is to elevate the employees ' initiative by connecting the compensation with the achievements .

所有权与经营权分离产生的道德风险问题是公司治理的核心内容之一，可变薪酬方案是解决公司治理的重要方法。

The moral risk , brought forth by the separation of ownership and control , is one of the core problems of corporation governance , while the adjustable compensation scheme is one of the major countermeasures to control it .