本科论文摘 要当前，中国经济发展迅速，中小企业在促进国民经济增长上的作用愈发关键。 政府发布相应的扶持政策为小企业发展提供了外部环境基础。在激烈的市场竞争下，众多企业认识到了提高竞争力的关键就是人才，在企业的发展过程中必须对人力资源管理部分提高重视，尤其是其中的薪酬部分。企业要想充分激励员工、使其更有效率的完成工作，必须要有完整的薪酬体系作为支撑，这样看来我国很多中小企业在薪酬管理方面依然存在很多不足，这些不足使企业人才的流失情况更加严重，外部竞争力水平也在下降，对企业的长足发展影响严重。本文以营口信昌叉车有限公司为例，在对其薪酬管理的研究过程中，结合自己在该单位的实习经历，通过一系列的调查研究，对该企业薪酬管理的现状进行了系统的分析，发现并解决问题，最后得出合理的对策。论文主要运用深度访谈法，以内部员工为切入点了解了他们对企业现有薪酬的看法，并结合实际情况，发现其薪酬战略、水平、形式以及人才观念等方面存在的问题，分析成因，提出对策，最后得出结论。有利于改善优化营口信昌叉车有限公司的薪酬管理体系，促进其健康发展，并为我国其他中小型企业薪酬管理体系的完善提供借鉴意义。关键词：中小型企业；薪酬管理；激励；优化体系本科论文AbstractAt present, China's economy is developing rapidly, and the role of SMEs in promoting national economic growth is becoming more and more critical. The government issued corresponding support policies to provide an external environment foundation for the development of small businesses. In the fierce market competition, many companies have realized that the key to improving competitiveness is talents. In the process of enterprise development, they must pay more attention to human resources management, especially the salary part. If enterprises want to fully motivate their employees and complete their work more efficiently, they must have a complete salary system as a support. In this way, many small and medium-sized enterprises in China still have many deficiencies in salary management, and these deficiencies cause the loss...
