Question

急请英语高手,将以下文字翻译成英文,非常感谢!急!

目前我国企业的薪酬管理实践中，由于企业并没有真正弄清楚薪酬管理在企业管理中的地位和作用，出现了"唯薪酬论"和"薪酬无效论"等认识上的错误。唯薪酬论片面强调了薪酬管理在企业中的作用，犯了以偏概全的哲学错误，而薪酬无效论则过分贬低了薪酬管理在企业中的作用，同样犯了形而上学的哲学错误，这两者都是对企业哲学的一种扭曲和误解。
中国企业的薪酬体系问题剖析及发展趋势由于制度上的差异和经济发展道路的不同，我国与发达国家之间在人力资源管理理论与实践上都存在着较大的差距。在我国，由于对薪酬管理在人力资源管理中的作用和地位认识不足，长期以来，企业一直把薪酬管理或者说企业内部收入分配问题当成一个独立的系统来对待。
由于制度和认识上的差异，特别是我国现阶段仍处于经济转轨时期，劳动力市场发展不健全，企业的治理结构、组织结构包括企业人力资源管理系统不合理或发展不完善，我国企业的薪酬管理总是处在一个方向不明的混沌状态之中，我国企业在薪酬体系的管理和设计上往往存在着这样或那样的问题。
电信企业目实行的收入分配制度是以1993年岗技工资制为基础的基本工资制度，这一分配制度在当时确实起到了积极的作用，虽然中间经过了修改和完善，但就发展而言，确实存在许多问题，但随着电信企业改革的不断深化、市场竞争不断加剧、技术含量不断增加等，已经不适应当前企业面临市场激烈竞争的形势需要。

Answer 1

Currently, China's enterprise management practices in the pay, because there is no real clear corporate management in the enterprise management salaries in the status and role of a "pay only" and "pay invalid" and understanding of mistakes. The only pay the salaries of one-sided emphasis on the management in the enterprise role, made a wrong philosophy incomplete, invalid and of the pay excessive management pay belittle the role in the enterprise, the same philosophy and metaphysics committed errors, both of which are corporate philosophy of a distortion and misunderstanding.
Chinese enterprises pay system analysis and development trend of the problem because of institutional differences and the different economic development path, China and the developed countries in human resources management theory and practice are still large gaps. In China, because of salary management in human resources management, the role and status of insufficient understanding, for a long time, enterprises have to pay management or corporate internal distribution of income as an independent system to treat.
The system, and understanding the differences, particularly at this stage of China's economy was still in the transition period, the labor market does not improve, corporate management structure, organizational structure, including Enterprise Human Resource Management System unreasonable or unsound development, China's enterprises pay management is always in a direction unknown a state of chaos, China's enterprises pay system in the management and design there is often this or that issue.
Telecommunications enterprises Head of the income distribution system implemented by 1993 TCDC Kong-based wage system the basic wage system, the distribution system was indeed played a positive role, while intermediate and improve the revisions, but on the development, many of the problems do exist, but with no telecommunications enterprise reform Broken deepening of the growing competition in the market, the increasing level of technology, because they no longer meet current enterprises are facing fierce competition in the market situation requires.