，即外部因素、组织因素和内外部因素相结合。外部因素分为经济压力、政府政策、法律法规、外部利益相关者、文化习俗等几类。然后在组织因素上又分为战略技术、人力资本、人力资源政策、员工接受度和成本影响。所有这些因素都可以在下面的图1中进行解释；
Source: Milkovich and Newman (2008)
In external factors, there is economic pressure which has been studied before by Adam Smith and Karl Marx, which also determine marginal productivity that what need of an input (factor of production) the extra is output that can be produced by one using more units of the input and then supply and demand needed for paid wages and purchasing products. In government policies, laws and regulations are which every organization must follow to stay operational in certain country they business on. Finally on culture and customs according G. Hoefstede (1980) is ‘the mental programming for processing information that the people share in common’. This also translate into organization culture that help organizational values to develop organizational norms, guidelines, or expectations that prescribe appropriate kinds of behaviour by employees in particular situations and control the behaviour of organizational members towards one another.
在外部因素中，有亚当·斯密和卡尔·马克思以前研究过的经济压力，这也决定了边际生产力，即需要投入（生产要素）的是额外的产出，即一个人可以使用更多单位的投入来生产，然后是支付工资和购买产品所需的供求。在政府政策中，每个组织都必须遵守法律和法规，才能在其经营的特定国家保持运营。最后，根据G.Hoefstede的说法，关于文化和习俗，是“处理人们共享信息的心理规划”。这也转化为组织文化，帮助组织价值观发展组织规范、指导方针或期望，规定员工在特定情况下的适当行为，并控制组织成员对彼此的行为。
Organization factors also play crucial part of the determining compensation in internal alignment. First strategy of any compensation method must alignment with organization goals and mission to make sure that any compensation that given to workers is paid back by workers fulfills goals and mission of organization they work for. Technology is the usage and knowledge of tools, techniques, crafts, systems or methods of organization in order to solve a problem. Then Human capital refers to the stock of competences, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic value1. After that HR (Human Resource) policy are the mechanisms that handling risk by staying up to date with current trends in employment standards and legislation. The policies must be stated in proper manner to ensure that companies vision & the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviated from their main objective. Then only that worker can have of ‘career progress’ to ensure that employee can give the best productivity towards organization. Finally when all organization factors has been determined the organization must calculate the cost to sure that is beyond the budget to stay in operation of the company. In internal structure is refers array of pay rates for different work or skills within a single organization. The number of levels, the differentials in pay between the levels, and the criteria used to determine those differences describe the structure.
组织因素在内部调整中也起着决定薪酬的关键作用。任何补偿方法的第一个策略都必须与组织的目标和使命相一致，以确保给予工人的任何补偿都由工人偿还，从而实现他们工作的组织的目标。技术是为了解决问题而使用和了解工具、技术、工艺、系统或组织方法。人力资本是指为产生经济价值而进行劳动的能力所体现的能力、知识和人格属性的存量1。在此之后，人力资源政策是通过跟上当前就业标准和立法的趋势来处理风险的机制。必须以适当的方式说明政策，以确保公司愿景和帮助公司实现愿景或努力实现愿景的人力资源在各个层面都受益，同时不会偏离其主要目标。只有员工才能有“职业进步”，以确保员工能够为组织提供最佳生产力。最后，当所有组织因素都已确定时，组织必须计算成本，以确保其超出预算，从而保持公司的运营。内部结构是指一个组织内不同工作或技能的薪酬阵列。级别的数量、级别之间的薪酬差异以及用于确定这些差异的标准描述了结构。
In determining external competitiveness this question should be ask what level of pay base, benefits, incentive, and perquisites should be offered relative to competitors? What mix of these forms should be offered either by fix salary, flexible benefits, stock options, cash bonuses, and stock appreciation rights, etc.? What should the proportion of guaranteed compensation (base or benefits) relative to riskier returns (incentives) be? It is also determined by labour market that determine supply and demand that usually employers or organization always seek to maximize profits, then people are homogeneous and therefore interchangeable, after that pay rates reflect all costs associate
