Research On Employees' Compensation Incentives Issues In Small Enterprises

Ever since the reform and opening-up,small and medium-sized enterprises of our country have been growing and developing rapidly because of their good adaptability to the market,low costs and other unique advantages.In order to remain being competitive in the market,small and medium-sized enterprises must attach importance to human resource management,especially salary incentives.However,at the present stage,Chinese small and medium-sized enterprises fall behind compared to those in developed countries in both the concept of salary management and the current situation.Many of them encounter the problems of high rate of employee turnover and short of talented employees,which has extremely adverse influence on the daily operation and development of enterprises.In this paper,the research results of salary theories from home and abroad are analyzed first.Relevant contents of theories of differential salary,comprehensive salary,performance salary,ERG,fairness and expectation are introduced systematically.By interviewing the management staff and several employees from a small-sized company in Suzhou(hereinafter referred to as Company A),engaged in planting and sales of vegetables,the situation of the salary incentives of that company is learned through the interview and salary incentives questions.After sorting out the results of questionnaire finished by employees of Company A,it is found that there are many problems in salary management of the company due to the lack of a supporting performance assessment system,antiquated concepts of leaders,etc.I also provide some countermeasures to these problems and reconstruct the salary incentive system of Company A.While constructing the salary incentive system for Company A,the relationship between middle and high-level employees and ordinary employees shall be handled properly.The costs of incentives incurred to the enterprise and employee's performance shall be examined in good time to lay the foundation for further optimizing and improving the company's salary incentive system.I hope I can provide some ideas on constructing an operable salary incentive system for small and medium-sized enterprises in our country with my study on the salary incentive problems of Company A.