外文翻译如何激励员工

外文翻译如何激励员工内容摘要：

dvantage, the objectives of management。 (three) the scope of the strategy, the modern human resources management is the full participation in democratic management。 (four) measures in the strategy of modern human resources management is the use of systematic scientific methods and human art contingency management. And nonhuman resources management, pared to human resources management through the incentives to achieve, it is the core of human resources management. The socalled incentive to meet people from the multilevel and diversified needs of different employees and reward performance standards set value, a maximum staff to stimulate enthusiasm and creativity to achieve the objectives of the Organization. An enterprise of how the use of human resources is determined by many plex factors in the result of the coupling, but the role of management incentives is one of the most important factors. Unlike other nonhuman resources of the fundamental characteristics of human resources is that it attached to the staff and the existence of the human body, personal moment with the staff can not be separated, such other person or anization to use human resources, both by its natural all the people of positive take the initiative can be achieved with. Therefore, human resources management can peopleoriented and effectively to stimulate the enthusiasm of employees, to maximize the staff39。 s initiative and creativity, has bee the decision of the merits of enterprise production and management of key performance factors and human resources management business success core of the problem. Incentive management system for the management of incentive and motivation of the two systems. Mainly refers to the socalled management incentives in the enterprise human resources management process, managers are faced with a reality of the individual, so human resources and incentive to maintain the daytoday use of it must vary from person to person, be treated differently. This requires the management of the main there is the climax of the movement of skills and techniques, to make prehensive use of political science, sociology, psychology ergonomics or even all the human science of knowledge and technology, effectively disposable people to the DirectorGeneral that is, to stimulate the enthusiasm of each employee to maximize the use of its human resources, in order to contribute to production and operation. It is a nonsymmetric relationships, managers stressed that leaders of authorityzhirenshanren, understand the public39。 s sentiments, people decisions and so on. In short, is a scientific, administrative in nature, not the procedures and methods, such as to reflect, in turn inspired by the meaning of the realization of the democratic nature of the requirements of the people. But on the other hand, the economic behavior of the system that is established under the environmental constraints to maximize their own interests to pursue, it is the most basic human behavior, the most mon, and therefore the most dominant type is the most important provisions and manifestations. Therefore, the primary human resources management task is to ply with their natural owners of such properties of economic behavior, in accordance with the equal treatment principle of fairness, design and establish a unified, standardized, with the incentive system operability. And in the implementation of enterprisewide, and in all arrangements of the enterprise system, the most fundamental is the core system of property rights. This requires from the enterprise ownership structure of corporate governance arrangements and a high degree of property rights to establish the status of human capital to ensure their physical power and the realization of the rights and interests, that is, the design and implementation of full ownership and democratic control of the equity incentive plans and measures, as well as corporate culture, teamwork informal institutional arrangements, regardless of the specific system of property rights or the rules and regulations, formal or informal systems, and implementation period are flying day, but after longterm, interactive game and exert an imperceptible influence on the cumulative can be achieved gradually. So, relatively speaking, the system of incentives is a need to establish longterm stability of the fundamental incentive mechanism, which is the basis of management incentive or premise. In today39。 s world, human resources management model inspired EastWest cultural background and differences in the adaptability of the Western cultural emphasis on contract system, the focus on Eastern culture, gangcanghuman relations. Against the background of oriental culture of human resources management in the typical form of incentive is the Japanese model. Its basic features. Is to focus on management incentives, stressed the sovereignty of staff practitioners, who take full advantage of the social or teamwork of the motives, the adoption of lifetime employment, the annual wage order, internal promotion and development of training, human resources management incentives. Western culture against the backdrop of human resources management of the typical form of incentive is the American model, with the economics of the system close to motivation theory. The basic features can be summed up as: focus on incentive system, focus on the use of the。