g (or repelling) the right kinds of people because they communicate so much about an organization’s philosophy, values, and practices”. Milkovich & Bloom (1998) also finds that compensation systems must support organizational goals, foster corporate culture, and help motivate employees to contribute their efforts to further organizational success.
Rynes也支持Spence的观点，即“薪酬制度能够吸引（或排斥）合适的人，因为它们传达了组织的哲学、价值观和实践”。Milkovich和Bloom还发现，薪酬制度必须支持组织目标，培养企业文化，并有助于激励员工为进一步的组织成功做出贡献。
Pay only’what be supposed to the organization should be paid towards workers.“只给工资”组织应该向工人支付的工资。
The fact that value to the employee may differ from cost to an employer suggests that, in some cases, fewer costly total compensation packages may actually provide total inducements that are of greater value to employees than those associated with more expensive packages if internal alignment is used for determining paid and compensation for an employee who work for the organization. In many costly benefit options might be the most expensive its value to employees might fall short of the value attached to a compensation package of benefits that is better tailored to employee needs or values. In another study, in which 2000 manufacturing firms were classified into growth, mature, or declining stages, Anderson and Zeithaml (1984) reported that the firms’ competitiveness (pay level relative to competitors) was greater in each progressive stage. They also reported that the higher relative pay in mature firms adversely affected their return on investment. However, growth firms with higher pay levels relative to competitors’ reported increased market share of these companies.
对员工的价值可能与对雇主的成本不同，这一事实表明，在某些情况下，如果使用内部调整来确定为组织工作的员工的薪酬和补偿，那么成本较低的总薪酬方案实际上可能会提供比成本较高的薪酬方案更具价值的总激励。在许多成本高昂的福利方案中，其对员工的价值可能达不到更适合员工需求或价值观的福利补偿方案的价值。Anderson和Zeithaml在另一项研究中将2000家制造业公司分为成长期、成熟期或衰退期，研究报告称，在每个进步阶段，这些公司的竞争力（相对于竞争对手的薪酬水平）都更高。他们还报告称，成熟公司较高的相对薪酬对其投资回报产生了不利影响。然而，与竞争对手相比，薪酬水平较高的成长型公司报告称，这些公司的市场份额有所增加。
Therefore, measurement of own and competitors’ pay levels would ideally include the value to employees of different elements of total compensation. Like study of Gerhart and Milkovich (1991) in Bank of America has eliminated retiree health care coverage for all new hires suggests that organizations believe that different groups of employees (for this, new hires) may differ in the value attached to particular aspects of compensation.
因此，理想情况下，衡量自己和竞争对手的薪酬水平将包括总薪酬中不同要素对员工的价值。就像美国银行对Gerhart和Milkovich的研究一样，该研究取消了所有新员工的退休人员医疗保险，这表明组织认为不同的员工群体（为此，新员工）可能在特定薪酬方面的价值不同。
Get better view what the other organization does to compensate the workers to make workers motivate and minimized turnover among them.
更好地了解其他组织为补偿员工所做的工作，以激励员工并最大限度地减少员工流动。
In world of the organization which has paid the works to work not only related in external market without seeing what actually other organization are doing to survive and maintain efficiency of current in the organization. Many organization today organizations do not compete solely in the product market but more refer to market for labour. The classical economics literature suggests that product market and labour market competition may provide relatively little discretion on the part of employers in choosing a pay level (Gerhart & Milkovich, 1990).
在支付了工作报酬的组织的世界里，它不仅与外部市场有关，而看不到其他组织在组织中实际做了什么来生存和保持现有的效率。如今，许多组织不仅仅在产品市场上竞争，更多的是指劳动力市场。经典经济学文献表明，产品市场和劳动力市场竞争可能对雇主选择薪酬水平提供相对较少的自由裁量权。
Ford, for example, competes for engineers, lawyers, and human resource managers not only with other automotive companies, but also with companies in the computer, aerospace, electronics, and other industries. Fay (1989) also recognizes that organizations are attempted to gather information about pay practices of competitors through the use of pay surveys. As Rynes and Milkovich (1986) found out, administrative decisions are required about a range of issues including when compensate workers:
例如，福特不仅与其他汽车公司竞争工程师、律师和人力资源经理，还与计算机、航空航天、电子和其他行业的公司竞争。Fay还认识到，各组织试图通过使用薪酬调查来收集有关竞争对手薪酬做法的信息。正如Rynes和Milkovich所发现的，需
