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我国中小企业薪酬管理问题与对策研究


全文字数:16000字左右  原创时间:<=2022年

【内容摘要】

我国中小企业薪酬管理问题与对策研究


我国中小企业薪酬管理问题与对策研究
摘 要:薪酬是企业必须付出的人力成本,也是吸引和留住人才的最为有效的手段,是员工为企业提供劳动而得到的回报的总和,也就是说薪酬是因员工为企业所作贡献(包括实现的绩效、付出的努力、时间、技能、经验等)而获得的直接和间接的货币收入,包括基本工资、奖金、津贴、提成工资、分红、福利等。不同的企业有不同的薪酬制度,在不同的薪酬制度下,员工的薪酬构成不同,薪酬的不同体现了企业对员工不同方面的认可。本文在对薪酬管理相关理论进行认真学习、总结的基础上,对我国中小企业的薪酬管理的现状进行了研究,针对中小企业薪酬管理存在的问题进行分析,并对中小企业薪酬结构的选择、薪酬政策的公平性、非经济性薪酬的运用以及福利的多元化等多个方面进行了分析,对提高人力资源管理效率,提升企业竞争力具有现实意义。
关键词 :中小企业;薪酬;薪酬管理;对策

China's SMEs pay management and Countermeasures
Abstract: Paying salary is the necessary human cost of enterprises, is the most effective means of  attracting and retaining talent ,and the sum of return for the staff providing labor for the enterprises,. That is to say, salary is the direct and indirect monetary income for the contribution (including the realization of the performance, effort, time, skills, experiences, etc.) which the employees made for enterprises, including wages, bonuses, allowances, wages commission, bonus, benefits etc. Different companies have different pay systems, in a different pay system, the staff have different constitution of salaries, the salaries reflect the different enterprises’ different aspects of the authorization to the staff. Based on the conscientiously study and conclusion of the pay management theory, the writer makes a study of the current situation of China's SMEs pay management of the salary, and had an analysis of different aspects, such as the current issue of SMEs, the choice of salary structure, the fairness of the pay policy,  the application of non-economic pay and diversification of benefits. It’s sure that these analysis have a practical significance to improve efficiency of human regulation and to enhance the competitiveness of enterprises.
Keywords: Medium-sized and small enterprises (SMEs); Salary; pay management; Countermeasure

 

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