本论文为企业设计激励性薪酬体系提供了理论与实践方面的依据，具有一定的参考价值和创新性。
The thesis provides the basis of theory and practice for the Enterprise design salary excitation's system, with some reference value and innovation.
并以激励理论为依据，对知识员工薪酬激励体系做了尝试性的设计。
Then according to inspiring theory, the paper put forwards several kinds of compensation inspiring system.
同时，由于薪酬体系对员工的激励效用还取决于员工对于薪酬公平性的主观感受。
Then whether the compensation system could inspirit workers effectively is depend on the subjective feeling about their pays' equitableness.
在众多的管理手段中，设计一套公平合理又具有激励性的薪酬体系是企业必不可少的管理方法。
At a large number of management tools to design a fair and reasonable but also has incentive pay system is essential for the management of enterprises.
而满足企业薪酬体系的公平性、竞争性、激励性是现代企业中薪酬管理的重点所在。
The salary system meet the fairness, competitive, incentive compensation management what is emphasis in modern enterprises.
在人力资源管理体系中，薪酬管理和激励是激发员工工作积极性和创造性的关键因素。
Remuneration management and compensation incentives as part of the human resource management system play the key role in activating employees "initiative and creativity."
激励性外在薪酬体系包括外在整体薪酬体系、股票期权制薪酬体系、宽带薪酬体系。
Excitability external salary system including external overall salary system, stock time authority and legality salary system, wide band salary system.
最后通过实证案例分析的方式验证基于EVA的经营者业绩评价体系及薪酬激励模型的可行性。
Through the case analysis verify the policy of EVA based performance evaluation system operators and incentive model is feasible.
最后通过实证案例分析的方式验证基于EVA的经营者业绩评价体系及薪酬激励模型的可行性。
Through the case analysis verify the policy of EVA based performance evaluation system operators and incentive model is feasible.
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