It includes , apart from basic wages and salaries , cost - of - living allowances , meal benefits , commissions and tips , good attendance bonuses , shift allowances , guaranteed year - end bonuses , and other guaranteed and regular bonuses and allowances 除基本工资及薪金外，工资率亦包括生活津贴、膳食福利、佣金及小费、勤工奖、轮班津贴、固定发放的年终花红及其他固定及定期发放的花红和津贴。
Fatter paychecks . 81 percent of employers said they will increase salaries for existing employees ; 65 percent will raise pay levels by 3 percent or more ; 17 percent will raise their pay levels by 5 percent or more ; 49 percent will increase initial salary offers 丰厚的薪水. 81 %的雇主表示他们要提高目前雇员的薪水. 65 %表示的将会提高工资的三个百分比或更多. 17 %的表示会提高工资的五个百分比或更多. 49 %的表示将会提高基本工资
3 . knowledge employees " cafeteria compensation factors can be divided in eight catalogues ; they are base pay , short - term incentive compensation , long - term incentive compensation , benefits , accessional pay , career development pay , life quality pay and special holiday pay . 4 3 、知识型员工的自助式薪酬要素分为八大类：基本工资、短期激励薪酬、长期激励薪酬、福利、附加薪酬、工作发展报酬、生活质量报酬和特殊假期报酬。
Directing against specialty of science and technology - type corporation , which comes from transmitting r & d institute . to settle more development of enterprise for the future , this paper discusses adopting compensation of property rights incentive type to backbone forces , that is to use base pay short - term and long - term incentive means entirely 针对科研院所转制形成的科技型企业的特点，为促进其今后的深入发展，本文又进一步研究了对骨干人员采取的产权化激励方式，即将基本工资、短期及长期激励相结合的使用方式。
By implement of prompting mechanism such as stock option system , both benefits of the executives and the enterprises can be jointed even more closely , and the activity and creativity of the executive group will be impelled fully , so that both of the enterprise owners and executive group will gain the best benefits and max . wealth 本文认为，股票期权与目前普遍实行的基本工资、年度奖金、年薪制一样，都是企业薪酬制度的重要组成部分。随着市场经济的确立和发展，股票期权在经营者收入中所占的比例将越来越高，其适用范围也将越来越大。
Then we draw out the evaluation content respectively from leader work , economy work and social work and assign ratio , confirm evaluation method in practice , we pay administrators basic wages depending on average net income per farmer in the village when they get values , and we give extra wages depending on surplus values 然后按照村级工作的领导岗位、经济工作岗位、社会工作岗位等三个类别分别抽取出各类别的评价内容，并分配权重，确定测评方法。在具体运用时，达到测评合格分值时按该村农民人均纯收入数额发放基本工资，超过合格分值部分给予浮动工资。
The keystone of the dissertation is position evaluation , ability evaluation and designing the structure of compensation system . in this dissertation , at first , a new compensation strategy is confirmed on the basis of developing stage and strategy objective of g company . and then , the relationship between the function of department and working position is definituded by position evaluation , the inner justice is ensured by position evaluation too ; in order to resolve the problem of competition outside , market research of compensation is carryed out . scientific and reasonable compensation structure is worked out in order to motivate the employees ; in order to ravele out the problems of single rising channel for the r & d employees , many rising channels is designed by marking off position and the title of a technical post ; the compensation of 首先,根据公司的发展阶段和发展战略,制订公司的薪酬策略;通过工作分析明确部门职能和职位关系;通过岗位价值评价来保证薪酬方案具有内部公平性;通过市场薪酬调查,解决薪酬的外部竞争力问题;通过基本工资、绩效工资、奖金等薪酬结构设计,既给员工一定的基本保障,又让员工的薪资与公司效益和个人业绩挂钩,以此来激励员工,提高员工的工作积极性;通过职类、职称等的划分为员工的发展设定多条晋升通道,解决研发人员晋升通道单一的问题;通过员工能力评价,确定每个员工的具体薪级和薪值,激励员工不断提高技能和知识,扩大知识面;通过薪酬评估与修订,使薪酬方案在实施过程中不断得到修正,通过配套措施和改进意见的提出,使薪酬方案更加合理和完善。
