HRM paper写作格式：What are the Four Policy Issues in the Pay Model?

HRM paper写作格式-薪酬模式中的四个政策问题是什么？本文是一篇留学生人力资源管理专业paper写作格式，主要内容是讲述在薪酬模式中，有四种政策用于确定向员工支付组织薪酬，如内部一致性、外部竞争力、员工贡献和薪酬体系，但两种最重要的薪酬模式政策是内部一致性和外部竞争力。这是因为在内部协调中，工作和技能如何与实现组织目标的重要性相关。另一方面，我们还研究了其他方法的薪酬模型，即外部竞争力，它表示与竞争对手的薪酬比较。不仅涉及基本工资或工资，还涉及组织应使用何种支付方式来支付员工工资，如与我们用于与其他组织竞争的薪酬组合相比，这些竞争对手使用的基本工资、激励措施、股票、福利，以保持比竞争对手薪酬方案更有竞争力。下面就一起来看一下这篇HRM paper写作格式范文的具体内容。

In the Pay Model, there are four polices that have been used for determining for paying the employee the organization such as internal alignment, external competitiveness, employee contributions and of the pay system but two most important pay model polices are internal alignment and external competitiveness. This is because in internal alignment look how job and skills related to importance to achieve organization objectives. In another way, we look also other method pay model, which is external competitiveness, which indicates of pay comparisons to with the competitor. Not only basic salary or wages are concerned but also what method of payment should be using the organization use for paying their employee of such as base, incentives, stock, benefits are used by these competitors use to compared to the pay mix we use to compete with other organization to stay remain competitive than competitor pay scheme.
Compensation also related directly influence key outcomes like job satisfaction, attraction, retention, performance, flexibility, cooperation, skill acquisition and so forth. However, its influence may also be indirect by facilitating or constraining the effectiveness of other human resource activities (Gerhart and Milkovich, 1991). Compensation is only one part of the policies and programs organizations use to manage employee relations. Decisions regarding employment security, development and training, career opportunities, employee assistance programs are important to decide before proceed what method and how it can be done in compensating employee (Milkovich and Broderick, 1989).
薪酬也直接影响关键结果，如工作满意度、吸引力、保留力、绩效、灵活性、合作、技能获取等。然而，它的影响也可能是间接的，因为它促进或限制了其他人力资源活动的有效性。薪酬只是组织用于管理员工关系的政策和计划的一部分。关于就业保障、发展和培训、职业机会、员工援助计划的决定对于在进行之前决定如何补偿员工非常重要。
In this paper not the only definition of external competitive and internal alignment are discussed but also why these elements are important to the organization to stay competitive and retain high qualified employee with skills and knowledge need by organization to focus on to achieve goals and objective of the organization that operates around the world that has been studied by many researchers before. We also see why external competitive element plays so many roles in determining the success of the organization rather than internal alignment in the organization.
在这篇paper中，不仅讨论了外部竞争和内部一致性的定义，还讨论了为什么这些要素对组织保持竞争力和留住具有组织所需技能和知识的高素质员工很重要，以实现在世界各地运营的组织的目标和目标，许多人对此进行了研究以前的研究人员。我们还看到了为什么外部竞争因素在决定组织成功方面发挥着如此多的作用，而不是在组织内部保持一致。
Definition of internal alignment and external competitiveness 内部一致性和外部竞争力的定义
Internal alignment or internal equity is refers to comparisons among jobs or skill levels inside a single organisations (Milkovich and Newman, 2008). Jobs and people’s skills are compared in terms of their relative contributions to the organisations’ business objectives. In Internal alignment also focus on why pay relationships that motivating employees to choose increased training and greater responsibility in dealing with customers, internal pay relationships indirectly affect the capabilities of the workforce and hence the efficiency of the entire organization. This also agree by report Business for Social Responsibility (BSR) Report, 2008) that defines internal alignment is the set of commitments, strategies, policies, procedures, systems and behaviours that support integrated customer decision making based on suppliers’ commercial and ethical commitment and performance. This is translated into practice by the basic techniques of reward management, job analysis, job evaluation, and performance appraisal. The focus is on comparing jobs and individuals in terms of their rel