【正文】 incentive mechanism should improve the following aspects: First, pay attention to strengthen management, which is the private enterprise out of the predicament, the key to success。 資料來(lái)源： 關(guān)鍵詞：民營(yíng)企業(yè)，薪酬激勵(lì)，薪酬完善 民營(yíng)企業(yè)員工薪酬激 勵(lì)問(wèn)題與完善研究 II Abstract As the development of China39。最后以 M 公司為例對(duì)我國(guó)民營(yíng)企業(yè)薪酬激勵(lì)制度中存在的問(wèn)題以及如何改善進(jìn)行了例證。 本文首先對(duì) 民營(yíng)企業(yè)薪酬激勵(lì)制度的相關(guān)背景和理論做了綜述，然后對(duì)民營(yíng)企業(yè)的現(xiàn)狀和存在的問(wèn)題進(jìn)行了研究，發(fā)現(xiàn)薪酬制訂者能力、薪酬構(gòu)成、薪 酬設(shè)計(jì)的程序公平、薪酬制度系統(tǒng)性、管理者薪酬理念遍存、薪酬透明度等方面存在問(wèn)題，針對(duì)這些問(wèn)題本文分析了相關(guān)原因。民營(yíng)企業(yè)員工薪酬激 勵(lì)問(wèn)題與完善研究 I 民營(yíng)企業(yè) 員工薪酬激勵(lì) 問(wèn)題與完善研究 摘 要 隨著我國(guó)市場(chǎng)經(jīng)濟(jì)的發(fā)展，民營(yíng)企業(yè)已取得了巨大成就，但民營(yíng)企業(yè)在人力資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)之處，存在諸多亟待解決的問(wèn)題。梳理出民營(yíng)企業(yè)內(nèi)部薪酬激勵(lì)制度存在的相關(guān)問(wèn)題，以破除民營(yíng)企業(yè)進(jìn)一步發(fā)展的障礙，可以為社會(huì)主義市場(chǎng)經(jīng)濟(jì)提供更大的服務(wù)，因此對(duì)民營(yíng)企業(yè)薪酬激勵(lì)模式及其效果進(jìn)行研究具有較強(qiáng)的現(xiàn)實(shí)性和時(shí)代感。在對(duì)問(wèn)題及其成因的分析基礎(chǔ)上，針對(duì)民營(yíng)企業(yè)特點(diǎn)對(duì)名義企業(yè)薪酬激勵(lì)制度從薪酬激勵(lì)的基礎(chǔ)到工資制定，再到相關(guān)戰(zhàn)略的實(shí)施進(jìn)行了詳細(xì)完善。 民營(yíng)企業(yè)薪酬激勵(lì)制度的完善與改進(jìn)應(yīng)當(dāng)從以下幾個(gè)方面入手：一是加強(qiáng)對(duì)重視薪酬管理，這是是民營(yíng)企業(yè)走出困境、獲得成功的關(guān)鍵；二是薪酬體系設(shè)計(jì)應(yīng)當(dāng)與企業(yè)生命周期相結(jié)合；三是重視建立以績(jī)效為中心的薪 酬管理體系；四是薪酬體系設(shè)計(jì)應(yīng)根據(jù)不同的崗位和工作性質(zhì)，采用多樣的報(bào)酬方式，同時(shí)專門人員的薪酬設(shè)計(jì)專門化。s market economy, private enterprises have made great achievements, but private enterprises in terms of human resources management, especially the salaries of management, there are still many nonstandard and of the unscientific, there are many issues requiring urgent solution. Carding a private enterprise the existence of payrelated incentives in order to get rid of hindering ， the further development of private enterprises of the obstacles. The socialist market economy can provide more services, pay incentives for private enterprises to study patterns and their effects have more realistic and modern. Firstly， this article private enterprises to pay an incentive mechanis m and theoretical background to do the synthesis, and then the status of private enterprises problems have been studied .We found that the ability makers pay, pay structure, pay structure of the procedures are fair, Systemic pay system, managers throughout the concept of keeping the remuneration, salaries and other problems with transparency, an analysis of these issues related to the reasons for this article. In its analysis of the causes of the problem, it based on private enterprise for the characteristics of incentive pay on behalf of enterprises. From the basis of incentive pay to the wagefixing, it related to the implementation of the strategy in detail perfec t. Finally, we make M Toy Company in Shenzhen as an example of China39。 Second, the pay system should be designed with the business of life bined cycle。 Fourth, the pay system should be designed according to different positions and the nature of the work, using a variety of pensation methods, w hile the design of the remuneration of specialized. Keywords： private enterprises, pay incentives, pay improving民營(yíng)企業(yè)員工薪酬激 勵(lì)問(wèn)題與完善研究 III 目 錄 摘 要 ......................................................................................................... I Abstract .....................................................................................................II 第一章 緒 論 ........................................................................................... 1 選題的背景 .................................................................................... 1 研究背景 .............................................................................. 1 M 公司基本情況及生 存環(huán)境簡(jiǎn)介 ........................................... 2 研究目的和意義 .............................................................................. 4 研究目的 .............................................................................. 4 研究的意義 ........................................................................... 5 研究對(duì)象和范疇 .............................................................................. 3 第二章 文獻(xiàn)評(píng)論 ........................................................................................ 7 薪酬理論評(píng)論 ................................................................................. 7 維持生存薪酬理論 ................................................................. 7 人力資本理論 ....................................................................... 8 邊際生產(chǎn)率薪酬理論 ............................................................. 8 談判薪酬理論 ....................................................................... 9 激勵(lì)理論評(píng)論 ................................................................................ 9 內(nèi)容型激勵(lì)理論 ...................................................................10 過(guò)程型激勵(lì)理論 ................................................................... 11 強(qiáng)化型激勵(lì)理論 ...................................................................12 第三章 研究方法與設(shè)計(jì) .............................................................................13 本文研究方法 ................................................................................13 研究框架設(shè)計(jì) ................................................................................13 第四章 我國(guó)民營(yíng)企業(yè)薪酬激勵(lì)制度現(xiàn)狀及存在的問(wèn)題 ..................................15 我國(guó)民營(yíng)企業(yè)人力資源管理發(fā)展現(xiàn)狀 ...............................................15 我國(guó)民營(yíng)企業(yè)薪酬激勵(lì)制度存在的問(wèn)題 ............................................20 我國(guó)民營(yíng)企業(yè)薪酬問(wèn)題的原因分析 ...................................................25 家族式管理觀念根深蒂固 ......................................................26 缺乏現(xiàn)代薪酬管理工具 .........................................................26 對(duì)人力資本重要性的認(rèn)識(shí)不足 ...............................................27 對(duì)薪酬的支出和收益的理解存在偏誤 .....................................27 缺乏現(xiàn)代薪酬管理理念、方法與技術(shù) .....................................28 第五章 民營(yíng)企業(yè)薪酬激勵(lì)制度的設(shè)計(jì)與改善 ...............................................28 薪酬制度 .......................................................................................28 自然人工資制度 ...................................................................32 崗位工資制度 ......................................................................33 績(jī)效工資制度 ......................................................................34 結(jié)構(gòu)工資制度 ..................................