The change of organization structure is likely to reduce the opportunity of vertical promotion . if organizations continue to use traditional job - based pay system , it may be hard to gain , motivate and retain knowledge works 组织结构的改变减少了员工职位晋升的机会,如果组织继续沿用原有的基于职位的薪酬体系则很难激励员工不断学习,提高自己的技能和能力,也无法获取和保留知识型员工。
3 . 40 - in varying degrees , some countries have consolidated the individual performance bonuses into the base pay . others prefer to administer them in the form of one - off payments either as a token for a good years work or a reward for contribution to a project 有些国家已在不同程度上把个人表现奖赏纳入底薪内，有些则选择以一次过的形式发放奖赏，作为员工某年表现良好或对某项工作有贡献的奖励。
Farmers from different areas treat and adopt the seedlings differently . farmers in major production bases pay more attention than other farmers . the rates of adoption of the detoxicated strawberry seedlings by farmers of different categories vary obviously 2 、不同地区的莓农对草莓脱毒苗的认知率、赞同率、采用率三者之间均存在着明显的一致性和协同性，认知率愈高，赞同率、采用率也就愈高。
In most cases where performance rewards have been introduced , staff have generally not been expected to put any of their existing base pay at risk . eliminating automatic annual increments has in some cases , such as australia , initially funded individual performance - based progression within the pay range 某些国家例如澳洲在推行绩效奖励制时，初期把取消常年固定增薪所节省的开支用来资助薪酬幅度内按个人表现的升迁。
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。
In the case study , some theories such as the defenition , the functions , the decision of the pay and the principles of the pay design , the critical decided factors are introduced in the first place . then the scientific tool of position - analysis is used to establish the position - based pay system so as to make the human resource alive in gp 在案例分析中，通过阐述工资的定义、职能、决策及设计原则和工资决定的因素等理论，运用岗位劳动分析的科学工具，在gp公司建立岗位工资制度，实现激活人力资源管理的目的。
This thesis pays key attention to the achievements the reform of position - pay has attained , such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system , promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works , pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive , flexible system , etc . however , there are a lot of inadequacy existing in the position - pay system of bayi corporation , the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase , which became the new egalitarianism and hard to motivate the zeal of employee 本文重点分析了岗薪制改革取得的成效，如薪酬竞争力有了很大的提高；一系列相关分配制度和配套管理制度的实施，规范了薪酬的管理，提高了分配制度的透明度；形成了以岗位为根本的薪酬体系，加强了各项基础工作，推动了人力资源的开发；形成了薪酬的可调节机制和内部竞争、流动机制等。但是，八钢公司的岗薪制体系也存在很多不足，如岗薪工资的基础工作仍不扎实；绩效考核体系不健全；绩效工资只减不加，成为新的“大锅饭” ，难以调动职工的积极性等。
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。
