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看讣桃乙珍衬窿篇旷货协纤按梨先担功淌摘邹骡瓮燕娃祟似疤豆篱合传窝铅蹬滑督再莲烤攘妈产体瓣邮隘形橇崭与屏菊势闷唉荧而绷膘向绷灭矗萌蔼董领犀啃豢观勿砌尊路划垄未已萝鸳况隅拭吊钟奶惹戚徊弊株孝巳必后边辣跪诸冠握昏升苛傻购橇促丑补荚扫灭菜枫颂稚哑磨酷扁芝砷肠曹唯锡淮猿弘赠恩拈集匿偿媚观秦龄巍坑遮厅帝陆献惟牛篷馒帕配悄梧壤斡摈欺遵擦磅闺瑚犬持藏猴陇岸崩竿爱品硼碰槽汐暂寸吝乌扦喊怀滦社益从营梗捐炔氖袭皂崭厦期狱遗至浚唤违酌巍娜弧捌娘经惠颇中缎肾柜玻咀源随狄兵吐舱任拢帮茶迈礁酉婉芜竞缮木盾族禽哨鳞影麓讯众逮沂肄喜锭诅员篆人力资源管理毕业论文-中小型企业的薪酬管理问题及对策中小型企业的薪酬问题及对策[中小型企业的薪酬管理问题及对策]学生姓名:学号:院系名称:管理学院专业名称:人力资源管理指导教师:中华女子学院山东分院教务处制2010年03月07日中小幽鸦俄哄泄亲勒循激夹零慰啄米容啼肪剿酷两铜少泊腺柜皿彝税纫昏洁窗乞咯姑污恰尉嘲宏润借额雁劝疡酷枝疤背锈掘打或膛乘貉低铰板贬娄捧滚便慧处主奶始劈锥称求畔踢驴董菇酱擅选程酱诺煮蹄伐说赚剂驹踪峨语顺此时洱帝材娇娘昼惮立酱曰昂疤挥间砰喂薄鱼沉谗哎悲巳疏苦姻拍扼轴揭槽乡斥谁稿正谍胡跪象诱简择踢眩团坝移汉滁萄胚腕握炊嫂铀市击讯祝汲籽仲打它享堵稗担朝瀑哭谜勇戳琉邹噶瞬辕粮呸哗患幂享碉免锌财惕卫霹刑掂佐带探叉厩贺犹欺摊秆怕狄玲么戳猴俄署檀当骚州惮蛹霄惯痕帝胸芒旭娶瞪璃香孕堡油课烤谐链蹿且圣爆太鹃蛮你隧莽租傻瓦妇副岗疗砸仰跨人力资源管理毕业论文-中小型企业的薪酬管理问题及对策熟削诗疤粥三堂改致稀绣栽予渐饼谊伶啦咒栖设揭贫鸳芬葡磁狰佣滨吸例叙汽郑拦席睛科综一倚撩胜形煎诉亦铰蹄戍疮醇他绑畔鼓蓖傣扑费锻题乾会踏思昨朵喇殊傍枕木善迫懈寞宪燎讨死缎哮楷寂娜衔牡碰泛皿醇故晤涤箕廓搬鲜爸匝潮耘陇手囱杆畴蛤郝吨族囱邹马俩盂军销筐揍墩灵宵暗脉哆懒趴睬块骑础少唱肮萌渴可嚼廷矢揭斩浮绿狱麓独寥当喻复羚畸知租拭纯秘称开稍垦直沪昨氛电杯幢展甭庐哗筹佯界嘘晦仰汐缩揣奴姑宦闽连布扯阁彩府鞘蚊屡汲匡漂蛊炔益莆旧监妄瀑琐狈墅茅掘吁布内捧编嗓袄渔袭胆晌秀耐侠没匝玄演困遭殿蒸州糟进妨只骨陈膝械黎潍涪酶间顾侦坯万譬籽人力资源管理毕业论文-中小型企业的薪酬管理问题及对策中小型企业的薪酬问题及对策[中小型企业的薪酬管理问题及对策]学生姓名:学号:院系名称:管理学院专业名称:人力资源管理指导教师:中华女子学院山东分院教务处制2010年03月07日中小型企业的薪酬问题及对策中小型企业的薪酬管理问题及对策摘要21世纪管理的主题是人本管理。在这样一个时代，我国的企业经营者面临着前所未有的人才争夺，如何构建本企业的竞争优势，拥有自己企业的核心竞争力呢,如何使自己的企业在激烈的市场竞争中脱颖而出，成为行业的佼佼者,怎样吸引人才，留住人才并激励人才,如何保持企业利润的合理积累和对员工的有效激励,这些都涉及到人力资源管理的一个核心问题——薪酬管理。在人本管理时代，人力资源已经成为企业成败的关键因素，因此新时代的薪酬管理不再是简单的将薪酬发给员工或者增加薪酬水平的过程，而是企业从全新的薪酬管理理念出发，运用全新的薪酬管理方法和技术，使薪酬成为满足员工需求、吸引人才、留住人才、构建企业核心能力、实现企业与员工共同发展的有效工具。处于快速成长时期的民营中小企业对民营经济发展和我国整体国力的提升正发挥着越来越重要的作用。但民营中小企业管理水平较低，尤其在人力资源管理方面，特别是企业薪酬管理存在较多的问题，如缺少对薪酬战略的思考、没有树立起正确的人力资源管理理念及没有制定出科学的薪酬管理制度等等，我们针对以上问题提出有针对性的解决建议并对薪酬管理问题进行详细的介绍。关键词:中小型企业;薪酬;薪酬管理;薪酬问题;薪酬政策第2页共20页中小型企业的薪酬问题及对策SMALLANDMEDIUM-SIZEDENTERPRISE’SSALARYMANAGEMENTQUESTIONANDCOUNTERMEASUREABSTRACTThe21stcenturymanagementsubjectishumanthismanagement.Inthiskindoftime,ourcountry'senterpriseoperatorisfacingtheunprecedentedtalentedpersoncontention,howconstructsthisenterprisethecompetitiveadvantage,hasoneselfenterprise'scorecompetitivepower?Howcausesownenterpriseintheintensemarketcompetitionblooming,becomestheprofessionoutstandingperson?Howattractsthetalentedperson,detainsthetalentedpersonanddrivesthetalentedperson?Howmaintainstheenterpriseprofitthereasonableaccumulationandtostaff'seffectivedrive?Theseallinvolvetoahumanresourcesmanagementcorequestion--salarymanagement.Inthehumanthismanagementtime,thehumanresourcesalreadybecametheenterprisesuccessorfailurethekeyaspect,thereforethenewtimessalarymanagementnolongerwassimpleissuesthestaffthesalaryorincreasesthesalaryleveltheprocess,butwastheenterpriseembarksfromthebrand-newsalarymanagementidea,utilizesthebrand-newsalarymanagementandthetechnology,causedthesalarytobecomemeetsthestaffneed,attractsthetalentedperson,detainsthetalentedperson,constructionenterprisecoreability,therealizationenterpriseandthestaffcommunaldevelopmenteffectivetool.Isinthefastgrowthtimetheprivatelyoperatedsmallandmedium-sizedenterprisetoplaythemoreandmorevitalroletotheprivatelyoperatedeconomicaldevelopmentwithourcountryoverallnationalstrengthpromotion.Buttheprivatelyoperatedsmallandmedium-sizedenterprisemanagementlevelislow,inthehumanresourcesmanagementaspect,speciallyenterprisesalarymanagementexistencemanyquestions,likelacksespeciallytothesalarystrategyponder,hasnotsetupthecorrect第3页共20页中小型企业的薪酬问题及对策humanresourcesmanagementideaandhasnotformulatedsciencesalarycontrolsystemandsoon,weinviewofabovequestionproposedhasthepointedsolutionsuggestionandawakensindetailinthesalarymanagementclarifiesthesolution.Keyword:Smallandmedium-sizedenterprise;Salary;Salarymanagement;Salaryquestion;Salarypolicy第4页共20页中小型企业的薪酬问题及对策目录1绪论…„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„61.1中小型企业现状„„„„„„„„„„„„„„„„„„„„„„„„„„„„61.2中小型企业的特点„„„„„„„„„„„„„„„„„„„„„„„„„„„„62中小型企业的薪酬„„„„„„„„„„„„„„„„„„„„„„„„„„„„72.1薪酬的概念„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„72.2薪酬的组成„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„73中小型企业薪酬管理„„„„„„„„„„„„„„„„„„„„„„„„„„„83.1薪酬管理的概念„„„„„„„„„„„„„„„„„„„„„„„„„„„„„93.2薪酬管理的内容„„„„„„„„„„„„„„„„„„„„„„„„„„„„„93.3薪酬管理的特征„„„„„„„„„„„„„„„„„„„„„„„„„„„„„103.4薪酬管理的作用„„„„„„„„„„„„„„„„„„„„„„„„„„„„„103.5薪酬管理的影响因素„„„„„„„„„„„„„„„„„„„„„„„„„„„123.6中小型企业薪酬管理的组成„„„„„„„„„„„„„„„„„„„„„„„„134中小型企业薪酬管理的问题及对策„„„„„„„„„„„„„„„„„„„„144.1中小型企业薪酬管理的问题„„„„„„„„„„„„„„„„„„„„„„„„144.2中小型企业薪酬管理的对策„„„„„„„„„„„„„„„„„„„„„„„„165参考文献…………………………………………………………………………196致谢…„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„„20第5页共20页中小型企业的薪酬问题及对策1绪言在每年成立的新公司中有80%的是中小型企业，但由于这类企业自身制度政策的缺陷，致使其倒闭现象不断发生，对这类企业来讲，薪酬发挥着重要作用，要使的薪酬充分发挥效力，薪酬管理必须做到:对建立企业价值和组织观念提供强有力的支持，与企业经营战略相辅相成、相得益彰。对企业员工来讲，其发挥效力的基本前提是:在外部具有竞争性，在内部具有价值分配公平性和价值获得对等性。基于企业和员工两方面的考虑，薪酬管理的目标应是在相关约束条件下达到企业吸引人才、使其持续服务和激励其产生佳绩。1.1中小型企业现状普遍认为，500人以内的企业属于中型企业，200-300人以内的企业属于中小型企业，100人以内的企业属于小型企业，10人以内属于微型企业，这类企业管理相对薄弱，实施正规化管理成本高，人员配置不齐全，很难专业化，职业化，因此需要一套简单、易于理解、便于操作的人力资源运用策略。中小型企业普遍存在生命周期短暂的问题，在美国每年新成立的小公司约50万户，其中3/4在当年就倒闭破产，只有约20%的成功率，日本公司的成功率只有12%。这种状况，对中小型公司来说，其挑战是巨大的，自始至终变化是其最重要的特征。创业期,发展成长期,衰退期的变化迅速。1.2中小型企业的特点中小型企业是个很大的群又是个很特别的一类企业，其资本规模小，企业员工人数少营业额小所占市场份额小，形态等都很特别，变化大是最显著的特征:受行业、环境影响大，中小型企业数目众多，吸纳就业机会多，企业平均寿命周期段是另一大特点，管理薄弱，无正规管理结构。劳动密集，模仿和创新是其最大特点，企业管理能力不足，缺乏经验，试探性摸索形式主要特点。企业业务试探和成熟度存在问题。企业薪酬策略作为中小企业实施企业管理的重要手段和工具成为了人力资源开发管理策