这是DueEssay根据以为新西兰留学同学的原始需求提供的论文代写的节选。新西兰HR论文代写范文：Design HRM System（for Warehouse)人力资源管理系统是一个通过提高员工内部满意度、忠诚度，从而提高员工贡献的系统，也称为工作绩效，通过有效的组织和管理，帮助管理者创造价值链利润，降低成本，加速增长（nolte，1994）。人力资源综合管理从人力资源管理的角度解决问题，随着数据的集中，几乎是所有与人力有关的信息，包括组织规划、招聘管理、人事档案、员工离职在岗经验、劳动合同、激励管理等。办公用品、医院保险、流动性管理、培训管理、绩效管理、考勤管理、小时工资、计件工资、宿舍管理、员工自助、审批等。
Human resources management system is a system focused on through the improvement of internal employee satisfaction,loyalty,thus improving the contribution of employees which is also said as work performance,helping managers to create value chain profits through effective organization and management to reduce costs and accelerate growth(Nolte,1994).Human resources integrated management solve problems from the perspective of human resource management,with the concentration of the data which almost is all the information related to human,including organizational planning,recruitment management,personnel archives,employee turnover on-the-job experience,labor contract,incentive management,office supplies,hospital insurance,mobility management,training management,performance management,attendance management,hourly wages,piece rate,dormitory management,employee self-service,approval and so on.
-A:Rewards答：奖励
There are seven choices about how rewards are set.关于如何设定奖励，有七种选择。
1.Pay level薪酬水平
有一种方法可以根据工资水平设置奖励。付款延迟、满足和提前三个级别。至于每一个薪酬水平，都有一些职位与之相符。首先，一级滞后的职位主要是通过提供书面电子邮件回复和二级会议的职位来负责更复杂的任务和原始信件或电子邮件回复的组成。最后，三级领导的职位应该能够胜任以上所有工作，而且能够处理任何形式的询问、监督和预算责任（Vaanholt，1995年）。
最重要的是，应强调内外部的公平性。外部公平是每个人在公司的早期都应该得到相同的工资，因为当他或她第一次进入公司时每个人都是相同的，每个人都处于同一水平。内部公平指的是工作评估的公平性（Burack，1992年），这意味着晋升进度应该是平等的，因为每个人都应该获得相同的机会。在工作评估期间不应该有任何偏好。
There is a way to set rewards according to the pay levels.There are three levels of payment—lag,meet and lead.As for every pay level,there are some positions that go with it.First of all,the positions of level one—lag mainly handlebasiccustomercorrespondenceby providing scripted email replies and positions of level two—meet are responsible for more complex tasks and composition of original letters or email replies.Finally,positions of level three—lead are supposed to be able to do all the above and what’s more,have the ability to deal with any form of inquiry,supervisory and have budgetary responsibilities(Vaanholt,1995).
The most important is that equity of both external and internal should be highlighted.The external equity is that everyone should get the same wage during their early days in the company because everyone is the same when he or she first enters this company and everyone is on the same level.The internal equity points to the equity of job evaluation(Burack,1992)which means the promotion progress should be equal as everyone should get the same chance.There should not be any preference during job evaluation.
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