d with employment and finally markets faced by employers are competitive to other organizations. Product market and labor market competition may provide on the part of employers in choosing a pay level (Gerhart & Milkovich, 1990). Product market comparisons are critical, more resources need to be devoted to measuring compensation (or better, unit labor costs) paid by such organizations. In contrast, if labor market comparisons are important, it is necessary to devote resources to find out to which organizations applicants and employees are being lost (Gerhart and Milkovich, 1991). In organization factors that will create competitiveness that influenced by pay level and pay mix either in industry, strategy, size and individual manager. Pay mix and pay level decisions focus on first controlling costs and attracting and secondly retaining employees (Milkovich and Newman, 2008). Equation of pay level is shown below;
在确定外部竞争力时，这个问题应该问，相对于竞争对手，应该提供什么水平的薪酬基础、福利、激励和额外津贴？固定工资、灵活福利、股票期权、现金奖金和股票增值权等应提供哪些形式的组合。？保证薪酬（基础或福利）相对于风险较高的回报（激励）的比例应该是多少？劳动力市场决定了供求关系，通常雇主或组织总是寻求利润最大化，然后人是同质的，因此可以互换，之后工资率反映了与就业相关的所有成本，最终雇主面临的市场对其他组织具有竞争力。产品市场和劳动力市场的竞争可能会为雇主选择薪酬水平提供条件。产品市场比较至关重要，需要投入更多资源来衡量此类组织支付的薪酬（或更好的单位劳动力成本）。相比之下，如果劳动力市场比较很重要，就有必要投入资源来找出哪些组织的申请人和员工正在流失。将创造竞争力的组织内因素受行业、战略、规模和个人经理的薪酬水平和薪酬组合的影响。薪酬组合和薪酬水平决策首先关注控制成本，其次关注吸引和留住员工。薪酬水平方程式如下所示；
Pay level =((base + bonuses + benefits + value of stocks))/(number of employees)
All factors in external competitiveness are showed in table 1 below;部竞争力的所有因素如下表1所示
Labour Markets 劳动力市场
Nature of Supply 供应性质
Level of Product Demand 产品需求水平
Individual Manager 个人经理
Similarities in internal alignment and external competitiveness 内部一致性和外部竞争力的相似性
In determining internal alignment or external competitiveness or both used for designing the compensation package for an employee in an organization, there are similarities between them, which are efficiency, fairness and compliance.
在确定用于为组织中的员工设计薪酬方案的内部一致性或外部竞争力或两者时，它们之间有相似之处，即效率、公平性和合规性。
First, efficiency that can help imply the future return can encourage employees to remain within the organization, increasing experience and training, cooperate with workers and seek greater responsibility for the sake of organization they work for. This will diminish shirking among workers and permit hiring best qualified employees (Milkovich and Newman, 2008).
首先，有助于暗示未来回报的效率可以鼓励员工留在组织内，增加经验和培训，与员工合作，并为他们工作的组织寻求更大的责任。这将减少工人之间的推卸责任，并允许雇佣最合格的员工。
Second, fairness also shows that organization must be fair to ensure that good employee don’t retire and sustain organization productivity and trust among employees. Even though not everyone is paid equal but at least must be fair according to job, skills and knowledge a certain employee had so what happen when that is perceived as too large? Fortune (1989), for example asserts that this differential is seen by employees as unfair, resulting in a “trust gap’ which suggests that such differentials are necessary to provide incentives for expending effort and taking on added responsibilities and risks to the organization which resulted in higher turnover and dissatisfaction among an employee who work for the organization.
其次，公平还表明，组织必须是公平的，以确保优秀的员工不会退休，并维持组织的生产力和员工之间的信任。尽管不是每个人的工资都是平等的，但至少必须根据某个员工的工作、技能和知识来公平，那么当这被认为太大时会发生什么呢？例如，《财富》声称，这种差异被员工视为不公平，导致了“信任差距”，这表明这种差异是必要的，以激励他们为组织付出努力，承担更多的责任和风险，这导致了为组织工作的员工的更高流动率和不满。
Finally, in compliance which compensation either in internal alignment or external alignment must be complied either in terms of policy, rules, acts and regulations that have been set up by government? Other than that this to ensure t all necessary governance requirements can be met without the unnecessary organization manipulation when operates certain countries.
最后，根据政府制定的政策、规则、法案和条例，必须遵守内部一致或外部一致的补偿？除此之外，这是为了确保在某些国家/地区运营时，能够满足所有必要的治理要求，而不会受到不必要的组织操纵。
Why is external competitiveness so important rather than internal alignment?为什么外部竞争力如此重要而非内部一致性？
External competitiveness is established by reference to job advertisements in the press, or by more systemati
