中小企業(yè)薪酬管理問題研究

內(nèi) 容 摘 要

在我國有了很多的中小企業(yè)公司，他們有著外來先進(jìn)的管理經(jīng)驗(yàn)和完善的薪酬制度，能夠保證大部分從事生產(chǎn)加工工作員工的福利，但是我國更多的還是中小型的公司。他們還處于野蠻的生產(chǎn)制造的階段，對(duì)于這些企業(yè)來說，有訂單的時(shí)候就高薪招聘，沒訂單的時(shí)候就大量裁員，甚至大多數(shù)都是以小時(shí)工、鐘點(diǎn)工、計(jì)件等方式支付工人的薪酬。隨著交通越來越發(fā)達(dá)，我國人均文化素質(zhì)也越來越高，人口城市化流動(dòng)加快，這些中小型企業(yè)還想繼續(xù)依靠所在小縣城，小鄉(xiāng)村招聘足夠的廉價(jià)勞動(dòng)力是越來越困難了。如果這些中小企業(yè)不能有一個(gè)正確的用人思想，不能給員工一個(gè)正常的薪酬待遇，那么這些企業(yè)將面臨無人可以用，或者人員招聘率和工人流失率雙高的情況，由此可見，薪酬管理對(duì)一個(gè)中小企業(yè)來說是非常重要的。本論文提出了薪酬管理的概念和特點(diǎn)，以及現(xiàn)在中小企業(yè)面臨的薪酬管理的問題，在論文的最后部分，我提出了中小企業(yè)針對(duì)這些薪酬管理中的問題的一個(gè)解決對(duì)策。

Abract

There are many small and medium-sized enterprise companies in China. They have foreign advanced management experience and perfect salary system, which can ensure the welfare of most employees engaged in production and processing, but more small and medium-sized companies in China. They are still in the stage of savage production and manufacturing. For these enterprises, they recruit with high salary when there are orders, and lay off a large number of workers when there are no orders. Even most of them pay workers by means of hourly work, hourly work, piece work and so on. With more and more developed transportation, China's per capita cultural quality is also higher and higher, and the urbanization flow of population is accelerated. These small and medium-sized enterprises still want to continue to rely on the small county where they are located. It is more and more difficult for small villages to recruit enough cheap labor. If these small and medium-sized enterprises can not have a correct employment idea and give employees a normal salary, then these enterprises will face the situation that no one can use them, or the personnel recruitment rate and worker turnover rate are both high. It can be seen that salary management is very important for a small and medium-sized enterprise. This paper puts forward the concept and characteristics of salary management, as well as the problems of salary management faced by small and medium-sized enterprises. In the last part of the paper, I put forward a solution to these problems in salary dasd management.

目錄

第一章 引言3

第二章 薪酬管理體系5

第一節(jié) 薪酬管理理論5

第二節(jié) 薪酬管理概念的類型5

第三節(jié) 薪酬設(shè)計(jì)的原則6

第三章 中小企業(yè)的薪酬管理的任務(wù)目標(biāo)7

第一節(jié) 中小企業(yè)薪酬管理的背景特點(diǎn)7

第二節(jié) 中小企業(yè)薪酬管理的目標(biāo)7

第四章 中小企業(yè)生產(chǎn)管理環(huán)境下薪酬管理存在的問題9

第一節(jié) 中小企業(yè)薪酬管理中的透明度的問題9

第二節(jié) 薪酬體系發(fā)展緩慢不能適應(yīng)市場發(fā)展9

第三節(jié) 中小企業(yè)薪酬評(píng)定程序的不公平9

第五章 針對(duì)中小企業(yè)薪酬管理中的問題提出的解決對(duì)策11

第一節(jié) 增加薪酬發(fā)放的透明度11

第二節(jié) 完善薪酬管理制度11

第三節(jié) 薪酬管理與績效管理掛鉤12

第四節(jié) 建立完善的福利系統(tǒng)12

結(jié)速語14

謝辭15

文獻(xiàn)