| The mobility of SMEs'(Small and medium enterprises) employees has gradually increased, companies serious brain drain, while difficult to recruit good employees, pay poor management is one of the critical factor. Reasonable remuneration system can help the company's human resources systems development and greatly save the company's recruitment, training, mobility costs, while greatly stimulated the enthusiasm of their staff. Whether the compensation system reasonable or not decide the further development of SMEs. To promote the development of SMEs in China and improve the market competitiveness of enterprises, the key question is doing a good job of SMEs pay system optimal design.In this paper, the pay structure for SMEs to be an overview of the basic theory, and then depth analysis the pay management status of small and medium enterprises; further pointed out that the pay system for small and medium enterprises need to optimize the design; Combination the pay system design experience abroad, and Chinese status of small and medium enterprises, in complying with the principles of optimal design based on the salary policy formulation; pay structure design; job value assessment and job grades to be confirmed; regions and industries pay level survey; pay system to complete the implementation and improvement to complete Chinese SMEs'Optimal Design of Compensation System,to A as an example the company's compensation system optimization. Finally based on the problems in the pay management of SMEs, proposed Strategy for SMEs pay administration's:the necessary communication; the implementation of the team incentive plan; effective performance appraisal system; three-channel pay higher principles; importance of non-material reward. This study based on the traditional management theory practice, made advanced theory, practice abroad and the remuneration of SMEs in China to design effective integration, have practical significance in the salary system for optimal design. |
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