帮忙翻译成英文。。我没找到英文这方面的东西，自己翻译又翻译不好。。有点多，谢谢了

大众的人力资源管理的核心即两个成功。第一个成功是指使每个员工获得成功，人尽其才，个人才能充分发挥；让员工提合理化建议，增强主人翁意识，参与企业管理。第二个成功是指企业的成功，使企业创造出一流的业绩，使企业像雪球一样越滚越大。

两个成功互为前提，相辅相成，在员工实现自身价值的同时，最大限度地保证企业成功。他们认识到员工应当自由支配一生中的工作时间，对每个员工都应有灵活的安排，通过使员工与其所能适应的工作位置相匹配，实现员工的自身价值，最大限度地激发员工的积极性和创造力；防止辞退现象，保证位置的存在，要做到公司不景气时不发生辞退现象，不能遇到困难就辞退职工了事。大众公司强调要建立社会市场经济，企业要承担应有的社会责任。企业要建立动态的薪酬制度，以适应经济状况的变动，使企业成为在市场经济海洋中“有呼吸的企业”。

构建动态薪酬体系

所谓动态薪酬体系，一是根据公司生产经营和发展情况，以及其他有关因素变动情况，对薪酬制度及时更新、调整和完善；二是根据调动各方面员工积极性的需要，如调动管理人员、科研开发人员和关键岗位员工积极性的需要，随时调整各种报酬在报酬总额中的比重，适时调整激励对象和激励重点，以增强激励的针对性和效果。这其中包括基本报酬、参与性退休金、奖金、时间有价证券、员工持股计划、企业补充养老保险等六项。

基本报酬：保持相对稳定，体现劳动力的基本价值，保证员工家庭基本生活。

员工参与性退休金：1996年建立，员工自费缴纳费用，相当于基本报酬的2%，滞后纳税，交由基金机构运作，确保增值。属于员工自我补充保险。

奖金：1997年建立，一为平均奖金，每个员工都能得到，起保底奖励作用；二是绩效奖金，起进一步增强激励力度作用。使员工能分享公司的新增效益和发展成果。

时间有价证券：1998年建立。

员工持股计划：1999年建立，体现员工的股东价值。

企业补充养老保险：2001年建立，设立养老基金。企补充养老保险相当于基本报酬的5%。

实行以岗位工资为主的工资制度

动态薪酬体系中的基本报酬部分，采取了岗位工资制度形式。实行岗位工资制度，首先要建立职位分析和岗位评价制度。其次，建立以职位分析和岗位评价制度为基础的岗位（职位）职务等级工资制，共分22级，其中，蓝领工人基本报酬是1至14级，白领是1至22级。

第三，根据员工业绩和企业效益建立奖金制度。按照劳资协定，蓝领工人绩效奖金约占工资总额（基本报酬+奖金）的10%；白领约占30%~40%；高级管理人员约占40%~50%。

第四，提高工资水平，理顺报酬关系。2000年大众公司总部全体员工年工资平均水平为4.72万马克，最高工资是最低工资的6.25倍。

职位消费

大众公司有一套严格的职位消费管理办法，根据职位高低，管理层人员有金额不等的职位消费权力，既有激励力度，又有约束力度。监事会对董事会成员的职位消费作出决定；董事会对高级管理人员的职位消费作出决定。公司中央人事部对职位消费制定具体实施办法。享有职位消费权力的人员包括高级管理人员120人，中层经理1700人，基层经理1180人。职位消费包括签单权、车旅费报销等。如国外子公司副总经理拥有专机，基层科长有两部车，高层管理人员的签单权有分级标准。其中，二级经理的签单权为一年5万马克等等。

The mass of human resources management, the core of the two successful. The first success is the success of each employee directs the expertise and resources, individuals can bring into full play; for staff put rationalization proposals, a sense of ownership, participation in enterprise management. The second success is the success of an enterprise to enable companies to create a first-class performance, like the enterprise, like a snowball snowball. Prerequisite for the success of two mutually complementary, in the staff to realize their own values, while ensuring maximum business success. They recognized that employees should be free to dominate life in the working hours for each employee should have a flexible arrangement, by making employees can adjust their position to match the work to realize their own value employees as possible to stimulate the enthusiasm of the staff and creativity; to prevent the dismissal of the phenomenon, to ensure the existence of location, to achieve the company to dismiss the phenomenon does not occur when the recession can not be difficult to dismiss employees on the trouble. Volkswagen stressed the need to establish a social market economy, enterprises must take up their social responsibilities. Enterprises should establish a dynamic compensation system in order to adapt to changes in economic conditions, so that enterprises have become the ocean in a market economy, "businesses are breathing." Construction of dynamic compensation system The so-called dynamic compensation system, one production and operation and development, according to the company, as well as other relevant factors on changes in the pay system, update, adjust and perfect; 2 is based on mobilizing the enthusiasm of all aspects of employee needs, such as mobility management, R & D personnel and key positions of need for active employees at any time adjust a variety of compensation in the total compensation of the proportion of timely adjustments to inspire and motivate key objects in order to enhance the relevance and effectiveness of incentives. This includes basic pay, participatory pensions, bonuses, time, securities, employee stock ownership plan, enterprise supplementary pension insurance, etc. 6. Basic pay: to maintain a relatively stable, reflecting the fundamental values of the labor force to guarantee the basic livelihood of employees home. Employees to participate in sexual pension: established in 1996, employees pay the fees at their own expense, equivalent to 2% of basic pay, lagging tax, by the operation of funding agencies to ensure that value-added. Belonging to employees of self-supplementary insurance. Bonus: In 1997, the establishment of an average bonus, each employee can be played Paul at the end of incentives; second performance bonuses, and has been further strengthening the role of incentive intensity. So that employees can share the company's new benefits and development outcomes. Time Portfolio: was established in 1998. Employee Stock Ownership Program: established in 1999, reflects the staff's shareholder value. Supplementary pension insurance company: in 2001 with the establishment of pension funds. Supplementary pension insurance prices is equivalent to the basic pay of 5%. To implement a wage-based wage system positions Dynamic compensation system, the basic pay part of the job has taken the form of wage system. The implementation of post wage system, first of all to establish a job analysis and job evaluation systems. Second, to establish a job analysis and job evaluation system based on position (positions) job classification wage system is divided into 22, in which blue-collar workers the basic remuneration is 1-14, white-collar workers is 1-22. Third, according to employee performance and business effectiveness of the establishment of the bonus system. In accordance with labor agreements, performance bonuses blue-collar workers about the total wage (basic pay + bonus) 10%; white-collar workers account for about 30% ~ 40%; senior management of about 40% ~ 50%. Fourth, raising the wage level, straighten out the relationship between remuneration. 2000 Volkswagen headquarters staff an average annual salary level of 47.2 thousand marks, the maximum wage is 6.25 times the minimum wage. Post Consumer Volkswagen has a strict post consumer management methods, according to rank, the management personnel positions of varying amounts of power consumption, both incentive intensity, another constraint force. Supervisory board member positions on the consumer decision-making; board of directors senior management positions, spending decisions. Personnel on the consumption of the company's central office to develop specific implementation. Enjoy the power consumption of the personnel positions including senior management staff of 120 people, 1,700 middle managers, grassroots manager, 1180. Consumption, including the signing of the right positions, cars and other travel claims. As vice president of foreign subsidiaries has a plane, there are two car chief grass-roots level, senior management staff are signing the right to grading standards. Among them, two manager's signing rights for one year 50,000 marks and so on.

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