我国中小型企业薪酬定位存在的问题及对策  

作　　者：刘喜怀[1] 

机构地区：[1]周口师范学院经济与管理系

出　　处：《企业经济》2013年第2期83-86,共4页Enterprise Economy

基　　金：河南省政府决策研究招标课题"河南省农业水利建设融资模式创新研究"(批准号:2012B822)

摘　　要：当前,我国中小型企业发展迅速,但也面临着一些问题,比如薪酬管理问题。薪酬定位是薪酬管理的关键环节,然而,目前我国中小型企业在薪酬定位上存在诸多问题,比如薪酬定位结果不切实际、薪酬定位脱离企业的经营战略和发展阶段等。这些问题一方面加速了企业的人才流失,另一方面阻碍了企业管理水平的进一步提高。中小型企业应当通过建立现代企业管理制度、做好市场薪酬调查、打造高素质管理团队等方式来解决这些问题。Presently, Chinese small and medium - sized enterprises are developing rapidly, but there still exist some problems in payment management. As a key link of the payment management, salary positioning in small and medium enterprises of China has some problems, e.g., the positioning result is unrealistic and the positioning divorces from the business strategy and the develop- ment stage. These issues, on one hand, have accelerated the brain drain; and on the other hand, have stopped enterprise management level from going up. With regard to this, small and medium businesses should solve the problems by establishing the modern enterprise management system, and making market salary surveys as well as establishing high -quality manage- ment teams.

关 键 词：中小型企业 薪酬定位 薪酬调查 人力资源外包 

分 类 号：F276.3[经济管理—企业管理]