最新精品商业管理资料 我国中小民营企业薪酬管理存在的问题及对策研究2

我国中小民营企业薪酬管理存在的问题及

对策研究

China's small and medium private enterprises in compensation management problems and countermeasures

学生姓名：

指导老师：xxx

所在院系：

所学专业：

研究方向：

农林经济

摘要

随着经济全球化到来和市场经济的深入发展，中小企业在国民经济中的比例越来越大，在国民经济中的地位也越来越重要，然而它们在人力资源管理特别是薪酬管理方面，还存在着许多不规范与不科学的地方，它们正阻碍着我国中小企业的进一步发展。在很多方面还有待于进一步完善，例如在薪酬管理上还存在很多的问题。在薪酬管理上升到企业战略管理阶段后，发达国家的企业早已将薪酬看成是人力资源管理系统的重要组成部分，并把薪酬政策作为激励员工和支持企业战略的一种有效手段。但目前我国中小民营企业的薪酬管理还不甚科学，薪酬管理还未充分发挥其应有的激励作用。目前国内关于薪酬管理的研究大多比较宏观和笼统，缺乏微观性和可操作性。而薪酬体系的重要特是具有较强的文化性和企业性，所以国外关于薪酬问题的研究成果也不能采取简单的拿来主义。而我国中小民营企业又迫切需要具有可操作性、能适应经济发展需要的薪酬体系，因此，对我国中小民营企业的薪酬管理问题进行研究，剖析其存在的问题和原因，为中小民营企业设计和实施具有科学性和实用性的薪酬管理提供一定的理论指导，帮助企业吸引和留住高质量的人才具有重要的理论意义和实践意义。

本文首先分析了薪酬管理的相关概念及理论进行了论述，然后对其中的一些常见问题及产生原因进行了一些分析，并就此提出一些对策，希望对中小企业发展起到一定的指导和帮助。

关键词：中小民营企业、薪酬管理、精神激励、对策

Abstract

With the advent of economic globalization and market economy developing in depth, the proportion of SMEs in the national economy is growing, in the national economy are also growing in importance, but they are in human resource management, especially compensation management, there are still many non-standard and scientific areas, they are impeding the further development of SMEs in China. In many ways yet to be further improved, for example, compensation management, there are still many problems. Increase in salary management to strategic management phase, the developed countries had to pay as a corporate human resources management system, an important part of remuneration policy and to motivate employees and support as an effective means of corporate strategy. However, China's small and medium private enterprises are not very scientific compensation management, compensation management has not fully play its proper incentives. Currently the research on compensation management is mostly macro and general lack of micro-and operability. The pay system is especially important with a strong culture and entrepreneurial, so foreign research results on the pay issue can not be

taken simply ism. In China, small and medium private enterprises and urgent need to have operational, able to adapt to the economic development needs of the salary system, therefore, small and medium private enterprises in China to study the issue of compensation management, analyze the problems and reasons for the small and medium private enterprises to design and implement scientific and practical theory of compensation management to provide some guidance to help businesses attract and retain high-quality talent has important theoretical and practical significance.

This paper first analyzes the salary management concepts and theories are discussed, then some of the common problems and causes some analysis, and make some of the measures, the development of SMEs want to play some guidance and help.

Keywords:small and medium private enterprises, compensation management, spiritual motivation, strategies