我國(guó)中小民營(yíng)企業(yè)薪酬管理存在的問(wèn)題及對(duì)策研究(已修改)
2025-08-17 07:16 本頁(yè)面
【正文】 東北農(nóng)業(yè)大學(xué)學(xué)士學(xué)位論文 學(xué)號(hào)：3140052115我國(guó)中小民營(yíng)企業(yè)薪酬管理存在的問(wèn)題及對(duì)策研究China39。s small and medium private enterprises in pensation management problems and countermeasures學(xué)生姓名：指導(dǎo)老師：xxx所在院系：網(wǎng)絡(luò)教育學(xué)院所學(xué)專(zhuān)業(yè)：工商管理研究方向： 農(nóng)林經(jīng)濟(jì) 東 北 農(nóng) 業(yè) 大 學(xué)中國(guó)哈爾濱xxxx年xx月摘要隨著經(jīng)濟(jì)全球化到來(lái)和市場(chǎng)經(jīng)濟(jì)的深入發(fā)展，中小企業(yè)在國(guó)民經(jīng)濟(jì)中的比例越來(lái)越大，在國(guó)民經(jīng)濟(jì)中的地位也越來(lái)越重要，然而它們?cè)谌肆Y源管理特別是薪酬管理方面，還存在著許多不規(guī)范與不科學(xué)的地方，它們正阻礙著我國(guó)中小企業(yè)的進(jìn)一步發(fā)展。在很多方面還有待于進(jìn)一步完善，例如在薪酬管理上還存在很多的問(wèn)題。在薪酬管理上升到企業(yè)戰(zhàn)略管理階段后，發(fā)達(dá)國(guó)家的企業(yè)早已將薪酬看成是人力資源管理系統(tǒng)的重要組成部分，并把薪酬政策作為激勵(lì)員工和支持企業(yè)戰(zhàn)略的一種有效手段。但目前我國(guó)中小民營(yíng)企業(yè)的薪酬管理還不甚科學(xué)，薪酬管理還未充分發(fā)揮其應(yīng)有的激勵(lì)作用。目前國(guó)內(nèi)關(guān)于薪酬管理的研究大多比較宏觀和籠統(tǒng)，缺乏微觀性和可操作性。而薪酬體系的重要特是具有較強(qiáng)的文化性和企業(yè)性，所以國(guó)外關(guān)于薪酬問(wèn)題的研究成果也不能采取簡(jiǎn)單的拿來(lái)主義。而我國(guó)中小民營(yíng)企業(yè)又迫切需要具有可操作性、能適應(yīng)經(jīng)濟(jì)發(fā)展需要的薪酬體系，因此，對(duì)我國(guó)中小民營(yíng)企業(yè)的薪酬管理問(wèn)題進(jìn)行研究，剖析其存在的問(wèn)題和原因，為中小民營(yíng)企業(yè)設(shè)計(jì)和實(shí)施具有科學(xué)性和實(shí)用性的薪酬管理提供一定的理論指導(dǎo)，幫助企業(yè)吸引和留住高質(zhì)量的人才具有重要的理論意義和實(shí)踐意義。本文首先分析了薪酬管理的相關(guān)概念及理論進(jìn)行了論述，然后對(duì)其中的一些常見(jiàn)問(wèn)題及產(chǎn)生原因進(jìn)行了一些分析，并就此提出一些對(duì)策，希望對(duì)中小企業(yè)發(fā)展起到一定的指導(dǎo)和幫助。關(guān)鍵詞：中小民營(yíng)企業(yè)、薪酬管理、精神激勵(lì)、對(duì)策AbstractWith 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 pensation management, there are still many nonstandard and scientific areas, they are impeding the further development of SMEs in China. In many ways yet to be further improved, for example, pensation 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, China39。s small and medium private enterprises are not very scientific pensation management, pensation management has not fully play its proper incentives. Currently the research on pensation management is mostly macro and general lack of microand 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 pensation management, analyze the problems and reasons for the small and medium private enterprises to design and implement scientific and practical theory of pensation management to provide some guidance to help businesses attract and retain highquality talent has important theoretical and practical significance.This paper first analyzes the salary management concepts and theories are discussed, then some of the mon problems and causes some analysis, and make
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