更新时间：08-01 （诸葛紫岐）提供原创文章
摘要：我国民营企业经历30多年的发展，成为了国民经济不可小觑的重要组成部分。然而，我国民营企业受自身企业性质、规模、发展目标以及不完善的管理等诸多因素的影响，家族式的管理方式已经开始制约民营企业的发展，最初的薪酬设计跟不上整个社会大环境的发展步伐。面对未来竞争激烈的经营环境，科学的人力资源管理成为了企业发展成败的关键。不管对国内外的企业还是劳动者而言，薪酬永远是最敏感的话题。薪酬管理作为企业人力资源管理的重要组成部分，是人力资源管理中对专业技术水平要求较高的管理领域，对促进企业增强综合竞争能力和持续不断发展起着至关重要的作用。本论文从五个方面剖析了目前民营企业薪酬管理存在的问题，并对民营企业薪酬管理问题存在的原因进行了解析，强调对人力资本的重新认识，提出了七个有利于民营企业薪酬管理的改良措施。
关键词：民营企业；薪酬管理；人力资本
Abstract：Private enterprises have experienced more than 30 years of development and have become an important part of the national economy which should not be overlooked. However, private enterprises have affected by nature of their own enterprises, the scale, the development goals, the inadequate management and many other factors. The style of family management has begun to restrict the development of private enterprises. The initial design of remuneration can not keep up the development of the entire social environment pace. Face of the future competitive business environment, the science of human resource management has become the key to the success of enterprise development. Regardless of the domestic and foreign enterprises or workers, compensation is always the most sensitive topic. Compensation management as an important part of the corporate human resource management requires a higher level of professional and technical management areas in human resource management. Compensation management plays a vital role in promoting the enterprises to enhance the overall competitiveness and sustainable development. In this paper, we analyzed the problems of private enterprise compensation management in five areas and resolved the reasons for the existence of private enterprise compensation management. A new understanding of human capital has been proposed.Finally, seven improved measures conducive to private enterprise compensation management were proposed.
Key words: Private Enterprise; Compensation Management; Human capital