更新时间：08-01 （诸葛紫岐）提供原创文章
摘要：自从我国确立市场经济体制以来，各种所有制形式的中小企业获得蓬勃发展。它们为国民经济的持续健康发展和社会稳定做出了巨大贡献。因此，中小型企业不断提高管理水平来和竞争能力变得越来越重要。但是随着经济的发展，中小型企业在人力资源管理方面尤其是薪酬管理方面出现了许多不科学不规范的地方从而阻碍其进一步发展。薪酬管理对规模和知名度方面都有所欠缺的中小企业尤为重要，因为在市场经济中企业竞争的焦点是人才，而吸引人才，薪酬管理是关键。本文详细阐述了现今中小企业在薪酬管理方面普遍存在的问题，并对产生这些问题的原因进行分析，最后在分析的基础上，针对企业的具体状况提出相应的对策和建议，希望本研究能对这些企业有一定的借鉴意义。
关键词：中小型企业；薪酬管理；对策
Abstract：Since the establishment of market economy system in China, the various forms of ownership of SMEs have been developed rapidly in our country. They made a great contribution to the sustained and healthy development of national economy and social stability. Therefore, the small and medium-sized enterprises to continuously improve the management level and competitiveness is becoming increasingly important.With economic development, small and medium-sized enterprises, especially in compensation management, there have been many unscientific and non-standard place which limits its further development. Compensation management is particularly important to SMEs lack the scale and visibility. Because the focus of business competition in a market economy is talent and attract talent, compensation management is the key. This research sums up the common problems of compensation management for SMEs and analyze the causes of these problems, Finally, on the basis of the analysis,this research put forward countermeasures and suggestions for the specific situation.and I hope that this study of these enterprises have some reference.
Key words：Small and Medium Enterprises;Compensation management;Countermeasure