饮设施、接送设施、医疗设施、保险设施等。
Design and Implementation of Compensation Plan: After analysis of above steps, the organization may be able to design its compensation plan incorporating base compensation with provision of wage/salary increase over the period of time, various incentive plans, benefits and perquisites. Sometimes, these are determined by external party, for example, pay commissions for Government employees as well as for public sector enterprises. After designing the compensation plan, it is implemented which requires its communication to employees and putting this into practice.
薪酬计划的设计和实施：在分析了上述步骤后，组织可以设计其薪酬计划，其中包括基本薪酬、一段时间内的工资/薪水增长、各种激励计划、福利和津贴。有时，这些是由外部方决定的，例如，为政府雇员和公共部门企业支付佣金。在设计了薪酬计划后，它就开始实施了，这需要它与员工进行沟通并将其付诸实践。
Evaluation and Review: Compensation management should have a provision for evaluating and reviewing the compensation plan. It is affected by a various factors like employee satisfaction and morale or in terms of end-result variable like increase of productivity. The evaluation of compensation plan must be done in this aspect. If it does not work, there should be review of the plan to give it a new picture.
评估和回顾：薪酬管理部门应制定评估和审查薪酬计划的规定。它受到各种因素的影响，如员工满意度和士气，或最终结果变量，如生产力的提高。补偿计划的评估必须在这方面进行。如果它不起作用，应该对计划进行审查，以使其有一个新的面貌。
THE COMPENSATION PROGRAMME: FUNCTIONS AND RESPONSIBILITIES 补偿方案：职能和责任
The functions and responsibility in a compensation programme involves essentially three aspects:补偿方案的职能和责任主要涉及三个方面
(1) The determination of wage rates and wage structure,工资率和工资结构的确定
(2) Maintaining the rationality of wage structure, and 保持工资结构的合理性
(3) Determining methods of wage payment.工资支付方式的确定
A wage structure is a body of wage rates differentiated by difficulty or degree of responsibility of work in an organization. The wage rate is for a job rather than compensation to an individual.
工资结构是指一个组织中按工作难度或责任程度划分的工资率。工资率是针对工作的，而不是对个人的补偿。
`Equitable’ wage structure or `internal equity’ implies that wage differentials reflect the degree of difficulty. In other words, the differences in wage rates for jobs correspond to differences in the evaluated contents of jobs.
`公平的“工资结构”或“内部公平”意味着工资差异反映了困难的程度。换言之，工作工资率的差异对应于工作评估内容的差异。
The wage payment is determined by `Job evaluation’. It is a systematic method of evaluating each job in relation to other jobs in an organization. It is a major method of ensuring equity in the internal rates for jobs.
工资支付由“工作评估”决定。这是一种系统的方法，用于将组织中的每个工作与其他工作进行比较。这是确保就业内部利率公平的主要方法。
In view of the complexity of factors, there is a need to define and develop the compensation function in an organization and determine its location and working. The functions and responsibilities of a compensation programme will be as follows:
鉴于各种因素的复杂性，有必要定义和发展一个组织的薪酬职能，并确定其位置和工作。赔偿方案的职能和责任如下：
To formulate the compensation plan.制定补偿计划。
To establish job evaluation program.建立工作评估程序。
To determine or establish the criteria for wages and salary.确定或确立工资标准。
To analyze the government rules and regulation regarding the 分析政府关于
Compensation. 补偿
To make polices for the compensation and update that policy time to time.制定补偿政策，并不时更新该政策。
To make policies for promotions.制定促销政策。
To make the policies for increasing the salary.制定加薪政策。
To maintain the records of all employees of the organisation.保存组织所有员工的记录。
To promote the team work.促进团队合作。
To make the performance appraisal system.制定绩效考核制度。
To promote the value and culture system in the organization policy.促进组织政策中的价值观和文化体系。
To help the management for training and development programs.帮助管理培训和发展计划。
The function should be operated by someone who has specialized knowledge and skill in compensation programmes. To ensure the effectiveness of the functionary, a coordinating committee should be constituted so that ultimately the objectives of a compensation programme can be achieved.
该职能应由在薪酬方案方面具有专业知识和技能的人员执行。为了确保工作人员的效力，应成立一个协调委员会，以便最终实现补偿方案的目标。
QUESTIONS:-问题
Q1. Explain the concept and meaning of compensation?解释补偿的概念和含义？
Q2. Discuss the role and importance of Compensation in an organisation.讨论薪酬在组织中的作用和重要性。
Q3. Describe the various steps of compe
