民营企业薪酬管理存在的问题及对策研究摘要：改革开放近30年的发展，我国民营企业已取得巨大成就。但民营企业在人力资源管理特别是薪酬管理方面，还存在着许多不规范与不科学的地方，阻碍着我国民营企业的进一步发展。薪酬管理是现代企业中一个不可或缺且至关重要的因素，当前企业更加关心并愿意花大力气探索如何获得人才、留住人才和用好人才。作为激励员工最直接、最基本的薪酬制度就理所当然地被高度重视。本文从概述薪酬管理理论出发，尤其是在粗略阐述经济学者与管理学者对薪酬管理研究的理论基础上，深入分析了现阶段民营企业在薪酬管理方面存在的主要问题，从不同角度充分探析了这些问题产生的原因，探索性地提出了解决这些问题的对策。关键词:“”民营企业；人力资本；薪酬管理；内在薪酬ManagementofprivateenterprisespaytheexistingproblemsandcountermeasuresAbstract:Thereformandopeningupnearly30yearsofdevelopment,China'sprivateenterpriseshavemadegreatachievements.However,privateenterprisesinhumanresourcesmanagement,especiallythesalarymanagement,therearestillmanynon-standardandunscientific,China'sprivateenterpriseshinderthefurtherdevelopment.Paythemodernenterprisemanagementisanindispensableandvitalfactorinthecurrentbusinessandarewillingtospendmoreconcernedaboutagreatefforttoexplorehowtogettalentandretaintalentandmakegooduseoftalents.Motivatestaffasthemostdirectandbasicpaysystemonthecoursewashighlyvalued.Thispaperoutlinespaymanagementtheory,especiallyintheroughoneconomicmanagementscholarsandacademicstopaythetheoryofmanagementstudies,basedonin-depthanalysisofthepresentstageofprivateenterprisesinpayadministrationinthemainproblemsfromdifferentanglesfullAnalysisoftheseissuesthecause,exploratoryputforwardmeasurestosolvetheseproblems.Keywords:privatelyoperatedenterprise；humancapital；salarymanagement；“inherentsalary”目录摘要...................................................................................................................................................................1第一章绪论......................................................................................................................................21.1本论文的背景...................................................................................................................................31.2国内外薪酬管理发展阶段及理论研究......................................................................................31.2.1国外企业薪酬管理的发展过程.......................................................................................31.2.2我国企业薪酬管理的发展过程.......................................................................................51.3本课题的目的、意义以及研究方法..........................................................................................5第二章民营企业薪酬管理存在的误区及原因分析..........................................................62.1民营企业薪酬管理存在的误区...................................................................................................72.1.1“”忽视薪酬体系中的内在薪酬.......................................................................................72.1.2老板拍板模式.......................................................................................................................72.1.3“厚福利可以吸引并留住人才”......................................................................................72.1.4刚性薪资的激励功能不足...........................................................
