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ity to link all the way through the under employee layer, ordinary employee layer to the managementlayer.

3. Pay Distribution 薪酬分配
There is also another way to pay employees. That is to pay in unit of individual, group or organization. There are actually three choices for the executive layers to choose based on the matter of fact. Paying individually means that there is need to evaluate everyone’s work performance and to pay everyone according to their own work performance. What’s more, each employee needs to work independently. Paying in unit of group and organization needs to divide all the employees in the company into different groups or organizations and pay them according to each group or organization’s work performance.
The key of the distribution is to determine what the best way of completing a task is. If this task is better to be accomplished by several independent persons or only one person, then paying employees involved with this task in unit of person is really a good choice. Otherwise, if a task needs to be completed by a group or an organization, then paying in unit of group or organization is better.

4. Person or Position ‐based pay 员工或职位工资
Payment based on person’s skills or positions is also an aspect to be thought of. Person based pay refers to payment based on person’s own skills. Even though different persons were in the same position, they would not get paid the same if they did not have the same level of skills. Position based pay refers to payment based on positions. Even though different people had obviously different levels of skills, they would get paid exactly the same if they were on the same position.
Person based pay could encourage people to work hard to improve his or her own personal skills in order to get better paid. However, it is not as stable as position based pay. Position based pay is much more stable but not fair enough. Moreover, it is not able to encourage employees to work harder and harder as the former do. Every coin has two sides and the most important is to make the full use of each side of the coin according to the face of the time.

5. Seniority‐based pay 工龄工资
Pay based on the length of the service or performance is another consideration. Normally speaking, paying based on the length of the service usually has problems with work effectiveness and quality emphasis. But this guarantees people to stay for longer time.

6. Benefit system 福利制度
Except for wages, benefit is also an important consideration for people to choose a better work place. Benefit system can divide into two kinds: flexible and fixed.
Usually, most companies like to choose flexible benefit, because flexibility has the ability to boost attractiveness of rewards which is very good for attracting applicants as well as internal staffing orientation.
Possibly stagger benefit eligibility could also encourage retention and benefit entitlement could correspond with payment levels.

7. Benefit level 福利水平
As for the benefit level, there are also three levels—lag, meet and lead, just like the pay level. Just like every pay level that there are some positions that go with it, there are also some performances that go with each benefit level. Undoubtedly, there are good work performances as well as bad performances. Good work performances go with the lag level and bad performa