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1、重庆大学硕士学位论文II英文摘要ABSTRACTWiththeadventofknowledgeeconomy,enterprise'scompetitionemphasisisundergoingtheshiftfromthematerialresourcescompetitiontothehumanresourcescompetition,moreandmoreenterprisesrealizethatthescarcityandtheimportanceoftalentandcountitascorepowerandsourceofente
2、rprisedevelopmentbypushingittothedegreeofstrategy,hoppingtoupgradethecompetitivenessandpromoteenterprisesustaineddevelopmentwithstrategichumanresourcemanagement.However,duetotheeffectoftraditionalsystemandthought,thebuildingenterpriseofourcountryhaveweaknessofhumanresourcemana
3、gementawareness,lackadvancedmanagementideaandhavebackwardmanagement,leadingtoinefficienthumanresourcemanagementandbraindrainfrequently,whichareseriouslyhamperingdevelopmentofthebuildingenterprises.Therefore,howtoplaythecorepowerofpaymanagement’s“attracttalents,retaintalents,mo
4、tivatingtalent”hasbeenthecrucialproblemforhebuildingenterprise.Tocorrectthisproblem,thispaperusequalitativeandquantitativeanalyses,theorieswithpracticeasawholeandothermethodstostudy.Firststartfromthecharacteristicsofconstructionenterprises,thispaperanalyzesthebasicrequirementf
5、oritspaymanagement.basedonthat,putforwardthesolutionofbuildingstrategiccompensationsystemthroughanalyzingtheproblemsandcausesofconstructionenterprises’paymanagement,andexpoundtheactionmechanismofstrategiccompensationsystem.Next,basedonanalysisingitsaimandprinciples,proposesano
6、utlineonbuildingstrategiccompensationsystem:instrategylevel,strategiccompensationsystemshouldfollowtheguidedirectionofenterprisestrategicgoals;intechnologylevel,constructionenterprisesshoulddefinethevalueofeachpositionaccordingtotheresultofjobevaluation,anddeterminepaymentleve
7、lbysalarypolls,whichcoincideswithstrategic;inoperationallevel,strategiccompensationsystemshouldbetargetedbytakingdifferentpaystructurefordifferentpositiongroupandimportantstrategictalentandimplementdynamicmanagement.Again,thepracticalityofstrategiccompensationsystemisprovedbyt
8、akingAconstructionenterprisesasanexample.Bybuildingbystrategi
