中小民营业员工激励问题及解决方案.doc

本 科 毕 业 论 文 设 计 题 目: 学 院: 专　　业: 班　　级: 姓 名: 学 号: 指导老师:_______________________________ 完成日期:  中小民营企业员工激励问题及解决方案 摘要：自改革开放以来，在国家促进经济增长、全面建设小康社会的政策下，以个体工商户、私营企业、乡镇企业为主体的民营经济迅速兴起。目前，中小企业创造的最终产品和服务价值相当于国内生产总值的60%左右，缴税额为国家税收总额的50%左右，提供了近80%的城镇就业岗位，为推动我国国民经济健康发展做出了重要贡献。但是，随着我国市场经济的日趋完善，我国民营企业发展遇到了一些瓶颈性的问题，而其中最为关键的是人才问题，因而如何加强和完善民营企业人力资源管理成为我国民营企业迫切需要解决的问题。由于我国的民营中小型企业发展历史较短，经济规模较小，人力资本储存量较少，从事行业普遍科技含量较低等原因，影响了其管理水平、人员素质和企业竞争力的提高，而改变这种被动局面的最直接和最有效的方式就是建立科学有效的薪酬激励机制，进而改善企业的人力资本结构、提高人员素质和管理水平极，进而提升企业的竞争力。? Small private enterprise staff incentive problems and Solutions Abstract ：Since reforming and opening, in the country to promote economic growth, the comprehensive construction well-off societys policy, with individual and industrial and commercial door, private enterprises, township enterprises as the main body of the private economy is rising quickly. At present, small and medium-sized enterprises to create the final product and service value equivalent to around 60% of GDP, the tax amount to about 50% of the total amount of tax revenue for the country, with nearly 80% of the post of town obtain employment, China to promote the healthy development of the national economy to make important contribution. However, as Chinas market economy is perfect with each passing day, the development of private enterprises in China have encountered some bottleneck problems, of which the most important is the talent problem, therefore how to strengthen and improve human resources management of private enterprises to become Chinas private enterprises urgently need to solve the problem. Because our country privately operated small and medium-sized enterprise development history is short, economic dimensions is lesser, the human capital storage quantity is less,