大学毕业论文-论小企业薪酬管理问题.docVIP

论小企业薪酬管理问题 关键词：薪酬管理；中小企业；人力资源管理 Theory ofMinor EnterprisesSalary Management Problems Abstract:Under the market economy, the salary is both macro economic concerns, and micro enterprise human resources management is one of important issues, concern with the development of market economy, small and medium-sized enterprises in Chinas dramatic change quickly, but the small and medium-sized enterprises in the human resources management especially reward management still exist many non-standard and unscientific place they are hindering the further development of small and medium-sized enterprises in China, the small and medium-sized enterprise salary management problems research appears more and more urgent. This paper is one of the common problems and reasons discussed deeply. Keywords:Salary Administration；minor enterprises；Human Resource Management 目录 一、树立全面的薪酬管理及概念.................................... 1 二、我国小企业薪酬管理存在的主要问题.............................2 (一)薪酬设计缺乏理性的战略思考................................2 (二)用模糊薪酬，忽视了薪酬的沟通环节...........................2 (三)薪酬制度不规范、弹性差。...................................2 (四)薪酬认识的误区.............................................2 (五)企业的薪酬制度不完善、薪酬管理制度随意化...................3 (六)企业的员工薪酬设计并不科学.................................3 (七)企业薪酬内部分配缺乏公平性..................................3 (八)企业忽视薪酬信息............................................4 三、小企业薪酬问题产生的原因分析.................................4 四、提高我国小企业薪酬管理的对策.................................5 (一)提高对薪酬管理的思想认识.....................................5 (二)构建合理与科学的薪酬管理体系.................................5 (三)保持薪酬的公平性.............................................5 (四)有效利用非经济性报酬来实现激励作用...........................6 参考文献........................................................10 小企业因其发展的灵活性，能满足众多消费者的需求。为社会主义市场经济的发展起到重要作用。但因为全球市场竞争形势的激烈与复杂。国外企业开始进驻我国国内市场。小企业的生存空间也变得越来越窄。为此，那些开始只依靠“胆大”以及“吃苦耐劳”起家的中小企业家，现已经开始意识到了企业人才的重要性以及作用。但我国多数小企业人力资源管理的整体观念薄弱，招人、用人和留人等方面的工作程序和运作机制均存在许多问题。因此，我国的小企业可以运用薪酬理念