论文摘要翻译，高分求，请不要机器翻译，谢谢了

　　21世纪，企业之间的竞争更多的体现在了对人才的竞争之上，企业若想获得长期的发展就不得不重视人才培养，特别对于高科技企业员工而言，必须建立合理的薪酬激励机制。从高新技术企业生命周期来看，不同的发展阶段所需人力资源有不同的特点，不同薪酬组合对企业不同发展阶段的人力资本的激励作用也不同。为此，企业必须从战略高度对企业整个生命周期的薪酬机理进行总体规划，针对所处阶段有针对性地设计薪酬组合。
　　21 centuries , the competition between enterprise have embodied in of the competition to talented person more much , enterprise has had to if wanting to gain development of long range treasure talented people cultivate , must build rational salary payment incentive mechanism especially to high technology enterprise employee Er Yan . Judging from enterprises applying high and new technology life cycle, what different development stage requires human resources to characteristic having diversity, the excitation effect being unlike salary payment constituting the human capital developing a stage to enterprise diversity is neither same. For this purpose, enterprise must carry out a master plan on entire life cycle of enterprise salary payment mechanism from strategy altitude , constitute specifically for got along stage has the pertinency field to design salary payment.

　　由于企业自身的特点不同、发展战略不同、人员结构和特点不同，从而决定了企业的人力资源管理在生命周期的不同阶段有必要采用不同的管理方式以支撑企业的正常发展。而薪酬体系的建立．对企业人才的引进．现有人才的开发以及激励员工起到了积极作用。在考虑高新技术企业生命周期的发展变化基础上，探讨快速成长期的高新技术企业的薪酬激励，对于高新技术企业的持续、稳定发展有着至关重要的作用。
　　Different in the life cycle stage having decided the enterprise Human Resource Management because enterprise self's characteristic diversity , development strategy diversity , personnel composition and characteristic is different, be necessary adopt different supervisor mode use prop up enterprise regular develop. But, salary payment system building-up introducing to enterprise talented person now has the talented person exploitation and stimulates an employee to get up having arrived at a positive role. On thinking that development of enterprises applying high and new technology life cycle changes a basis, the salary payment discussing the enterprises applying high and new technology becoming a long range rapidly stimulates, stabilize to the enterprises applying high and new technology continuing for, developing having the all-important effect.

　　本文将对快速成长期高科技企业员工薪酬激励机制及对策进行有针对性地探讨，主要是通过对高科技企业的定义，高科技企业的特点，激励，快速成长期的探讨，快速成长期的高科技企业薪酬激励的对策等为快速成长期的高科技企业的薪酬管理提供参考。
　　Incentive mechanism and countermeasure carry out the main body of a book with becoming long range high technology enterprise employee salary payment to the fleetness having pertinency field investigation and discussion, characteristic , excitation being enterprise mainly by definition , high technology to high technology enterprise, the salary payment being that the fleetness becomes the long range high technology enterprise such as becoming the long range investigation and discussion , becoming the countermeasure that the long range high technology enterprise salary payment stimulates rapidly manages a fleetness providing a reference.

　　这样就可以了。

The 21st century, competition among enterprises in more competition for talent on enterprise For long-term development will have to attach importance to personnel training, especially for high-tech employees, the need to establish a reasonable amount of wages incentive mechanism. Life cycle from the high-tech enterprises, the different stages of development of human resources needed to have different characteristics, different pay-to-business combinations in different stages of development of human capital have different incentives. To this end, enterprises must proceed from a strategic height-to-business throughout the life cycle of the overall mechanism of the pay plan, targeted for the stage design of the remuneration mix.
Given the different characteristics of their own, different development strategies, structure and characteristics of different personnel, so as to determine the enterprise's human resources management in different stages of the life cycle of the need to adopt different management style to support the normal development of enterprises. And pay system. The introduction of the enterprise personnel. The development of existing talent and motivate staff has played a positive role. In considering the life cycle of high-tech enterprises based on the development and changes to explore the fast growing high-tech enterprise incentive pay for high-tech enterprise of sustained, stable development of a crucial role.
In this paper, fast growing high-tech enterprises will pay employees an incentive mechanism and response to targeted primarily to high-tech enterprise through the definition of the characteristics of high-tech enterprises, to inspire, rapid growth stage of the fast growing high-tech enterprises, such as pay incentives for the rapid response of the long-term management of high-tech companies provide a reference of the remuneration.

21 centuries , the competition between enterprise have embodied in of the competition to talented person more much , enterprise has had to if wanting to gain development of long range treasure talented people cultivate , must build rational salary payment incentive mechanism especially to high technology enterprise employee Er Yan . Judging from enterprises applying high and new technology life cycle, what different development stage requires human resources to characteristic having diversity, the excitation effect being unlike salary payment constituting the human capital developing a stage to enterprise diversity is neither same. For this purpose, enterprise must carry out a master plan on entire life cycle of enterprise salary payment mechanism from strategy altitude , constitute specifically for got along stage has the pertinency field to design salary payment. Be unlike a stage since enterprise self's characteristic different , development strategy different , personnel composition and the characteristic different , the human resources having decided enterprise's thereby manages in the life cycle being necessary adopt different supervisor mode use prop up enterprise regular develop. But, salary payment system building-up introducing to enterprise talented person now has the talented person exploitation and stimulates an employee to get up having arrived at a positive role. On thinking that development of enterprises applying high and new technology life cycle changes a basis, the salary payment discussing the enterprises applying high and new technology becoming a long range rapidly stimulates, stabilize to the enterprises applying high and new technology continuing for, developing having the all-important effect. Incentive mechanism and countermeasure carry out the main body of a book with becoming long range high technology enterprise employee salary payment to the fleetness having pertinency field investigation and discussion, characteristic , excitation being enterprise mainly by definition , high technology to high technology enterprise, the salary payment being that the fleetness becomes the long range high technology enterprise such as becoming the long range investigation and discussion , becoming the countermeasure that the long range high technology enterprise salary payment stimulates rapidly manages a fleetness providing a reference. 希望你用的上

In the 21st century, the competition between enterprises more reflected in the above of talent competition, the enterprise to obtain long-term development will have to pay great attention to the talents cultivation, especially for high-tech enterprise employees, must establish reasonable wage-encouraging mechanism. Life cycle from high-tech enterprise, different stages of development of human resources needed to have different characteristics, different combinations of enterprise salary of different development stages of human capital is different excitation. Therefore, the enterprise must from the strategic height of enterprise at the entire life cycle of compensation mechanism for the overall planning stage pertinently designed salary.
Due to the different characteristics of the enterprise itself, the development strategy, structure and characteristics of different different, thus determines the enterprise human resources management in different phases of the life cycle by different management is necessary to support the normal development of the enterprise. And to establish the system of compensation for the enterprise personnel. Introduction and development of talents. Existing employee motivation plays an active role. In consideration of the life cycle of high-tech enterprise based on the development and change of rapid growth, this paper discusses the high-tech enterprise incentive for high-tech enterprises, the continuous and steady development has a vital role.
This rapid growth of high-tech enterprise employee salary incentive mechanism and countermeasures are pertinently, mainly through the definition of high-tech enterprises, the characteristics of high-tech enterprises, the rapid growth of incentive, rapid growth of high-tech enterprises, such as salary incentive measures of rapid growth of high-tech enterprise salary management to provide the reference.