完善我国民营企业薪酬管理与的对策研究--毕业论文.docVIP

摘 要 改革开放近三十年来，我国经济结构发生了根本性的变化，确立了以公有制为主体、多种所有制经济共同发展的经济制度。其间，中国民营企业成为推动中国经济发展的重要力量。然而，我国民营企业寿命普遍不长，究其原因，我国民营企业在人力资源管理特别是薪酬管理方面，存在着许多不规范与不科学之处。 本文结合实际，对我国民营企业薪酬管理存在的问题进行了分析，包括薪酬管理没有同企业战略相结合、忽视人力资本的价值、薪酬采取保密的方式发放、薪酬决策不科学等等，并运用现代薪酬管理的基本理论，从企业战略、产权关系、管理者思想、公平性、职业生涯、薪酬体系、薪酬计量方法等方面，对民营企业薪酬管理存在的问题提出了相应的对策和建议，例如薪酬管理必须与企业战略适应和配合、逐步弱化家族式管理、实行公开透明的薪酬支付制度、建立科学有效的薪酬管理体系等等，希望本文能为民营企业完善其薪酬管理提供有益的参考。 关键词：民营企业；薪酬管理；对策  Abstract Reform and opening up over the past 30 years, chinese economic structure has undergone a fundamental change and established the public ownership as the mainstay, multiple ownership of the common economic development of the economic system. Meanwhile, chinese private enterprises amid the forefront of promoting economic development. However, Chinas private enterprises life expectancy is not long, as to the reason, private enterprises in human resources management particularly in salary management, there are many irregularities and unscientific factors. Based on the actual, the paper analysis for the salary management of private enterprises, including salary management not go with enterprise strategy, ignore the value of human capital, pay to take the issue of confidentiality, salary decisions unscientific and so on, use the basic theory of modern salary management, from the corporate strategy, the relationship between ownership and assets, manager thinking, salary structure, equity, career, salary system and the methods of salary measurement, raise the corresponding recommendations and solutions for the problems of salary management under the private enterprises, for example, must salary management corporate and suit the strategy, gradually weakening the family-run management, being open and transparent system of payments, establish a scientific and effective management of the salary system and so on. I hope that this paper can provide private enterprises with useful reference on improving their salary management. Key words：private enterprise；salary manage