Research On Improvement Of Salary Management In Small And Medium-sized Private Enterprises

Along with the national unswervingly encourage, support and guide non-public economic development, ensure that all kinds of ownership economy equal use of production factors in accordance with the law, engage in fair competition in the market, China’s private economy has made remarkable achievements, not only to the economic growth of our country, has made great contribution to the society and the employment and economic system reform etc.. Small and medium-sized private enterprises have become an important pillar of promoting China’s economic development, employment in an important channel and an important source of fiscal income.The rapid development of private enterprises at the same time, there are still many problems and difficulties. According to the statistics of China’s private enterprises talent flow rate is close to50%, some enterprises even as high as70%, and the enterprises are generally short life, the average is2.9years. Investigate its reason, the vast majority of private economy is small, weak competitiveness, low management level. While the private enterprises in small and medium-sized enterprise management level is generally low, defects in the compensation management is an obvious. In China’s current background to the development of small and medium-sized enterprises as the focus, do small and medium-sized enterprise salary management is especially important, studies the small and medium-sized private enterprise salary system has practical significance, this article is in this background in G company as an example to study the compensation management.In this paper, by adopting the combination of theoretical research and case study research methods, by reading the compensation management of related theory and research results at home and abroad, analyzes the small and medium-sized private enterprises pay management status and existing main problems, put forward countermeasures with pertinence, and in G company as object of case study, provides a set of accord with the enterprise at present development status of compensation plan, would like to take this for small and medium-sized private enterprises salary management model improvements to provide some reference and reference.Paper has five parts:the first part is introduction, put forward in this paper, the research background, research purpose and significance, research ideas and methods and possible innovations. Summary of the second part is the compensation management system, including:the concept and structure of compensation, the compensation mode of classification, the basic concept of compensation management, and reviews the development course and the basic theory of compensation management, incentive and fair related theory. The third part is the present situation of small and medium-sized private enterprise salary management, this part analyzes the problems existing in the development process of small and medium-sized private enterprises and the reasons. Fourth part is the countermeasure research, aiming at the problems of small and medium-sized private enterprises and the reasons, according to the setting principles and countermeasures are put forward for small and medium-sized private enterprise salary management are widespread problems countermeasures. The fifth part is case study, field survey some private enterprises G company, according to current situation of compensation management of the company for carding, analysis and summary, and to improve the design. Sixth part is the research conclusion and research prospect,for small and medium-sized private enterprises salary management system is a general summary, at the same time this research was discussed.