中小企业薪酬管理中存在的问题及对策研究

人力资源论文编号:RL061  论文字数:6703,页数:13 附开题报告

目录
一、薪酬管理基本理论 1
（一）公平理论与薪酬管理 1
（二）双因素理论与薪酬管理 1
（三）期望理论与薪酬管理 2
二、中小企业薪酬体系设计及薪酬管理存在的问题 3
（一）薪酬制度的设计与企业整体战略脱节 3
（二）忽视薪酬设计的程序公平 3
（三）社会保险体系不完善 4
三、中小企业薪酬体系优化策略 4
（一）)推进产权多元化，规范中小企业薪酬体系设计及管理 4
（二）将薪酬管理提升到“人力资本运营”的战略高度 4
（三）转变企业经营理念，弱化家族式管理 5
四、某企业薪酬管理方案设计 5
（一）某企业薪酬管理特点的说明 5
（二）薪酬管理规划与方案设计 6
五、结论 7
参考文献 7
致谢 8

摘要
 随着新经济时代的发展和我国市场经济的不断深化与民营经济的发展壮大，我过中小企业人力资源管理的重要性日益突出。然而，从我国现实情况来看，无论是哪种类型的中小企业，其人力资源管理都存在着这样或那样的问题，中小企业的人力资源管理不完善是严重制约企业发展的一个重大问题，此问题严重阻碍了中小企业的进一步发展。因此，如何加强和完善中小企业人力资源管理是当前我国中小企业在发展过程中亟待解决的现实问题。
 本文对薪酬管理的基本概念进行简单阐述，对我国中小企业薪酬管理的现状进行了分析，发现了其中存在的问题，并针对问题提出了中小企业薪酬体系优化的策略，并通过对案例的分析加深了对优化策略的理解，为今后的研究提供帮助。
 关键词：中小企业；薪酬管理；策略

Abstract
 With the new economic era of development and deepening of market economy and private economy development and growth, I had the importance of human resource management for SMEs have become increasingly prominent. However, the reality from my point of view, no matter which type of small and medium enterprises manage their human Resources there was this or that problem, small and medium enterprises in human resource management is severely restricting enterprise imperfect development of a major problem, the issue has seriously hindered the further development of SMEs. Therefore, how to strengthen and improve human resource management of SMEs is the current process of development of SMEs in the real problem be solved.
 In this paper, the basic concepts of compensation management simple exposition on the current situation of SMEs in China pay administration were analyzed, of which discovered the problems, and problem-oriented small and medium private enterprises pay system optimization strategy, and through analysis of cases deepened the understanding of the optimal strategy for future research to help.
 Key words：SME; salary management; Strategy