【作者】 鞠志红；

【导师】 杨怀印；

【作者基本信息】 东北师范大学 ， 劳动经济学， 2008， 硕士

【摘要】 小型企业核心员工的薪酬激励问题是个既有理论意义又有现实意义的课题。自1993年以来,我国市场经济的发展产生了马克思预见的“生产过剩”情况,我国的企业,特别是小企业之间的竞争已经不再单纯的是生产质量高的产品和对原材料、顾客进行竞争,更重要的是对人才的竞争,尤其是对企业核心人才的竞争。随着我国人力资本的逐渐升值,小企业核心员工的流失,给企业带来的损失越来越难以估量,有时甚至是致命的。对于经营规模较小、数目繁多、市场竞争更激烈的小型企业而言,更要仰赖核心员工的技术、能力去经营、发展,而小型企业核心员工的高流失率又是一个不容忽视的现实问题,二者之间的矛盾处理需要强大的理论论据来支撑并给予解决的思路。传统的薪酬、激励理论往往是针对制度、人事、管理比较规范、健全的大中型公司而言的,由于小企业的自身特点和实际情况,主要以大中型企业为对象的薪酬管理准则和制度显然不适合在小企业实行。现实中没有专门针对小型企业特点而阐述的激励理论、薪酬理论,小型企业强烈需要的现实与理论不适应性之间的矛盾,导致小型企业的薪酬激励机制的建立缺乏理论的指导,往往达不到当初设立薪酬激励机制的目标,陷于公司的薪酬激励成本的付出与回报不等的矛盾之中。如何建立适合市场需要、符合小企业独特个性的、完整而科学的核心员工的薪酬激励体系,有效的吸引和激励核心员工,已经成为小企业在市场竞争中生存、发展,获得竞争优势的关键。本文的主要研究思路是通过对国内外核心员工薪酬激励研究的总结和分析,结合我国小型企业核心员工的特性分析,对建立适合我国小型企业核心员工薪酬激励的管理体系提出自己的建议。最后,通过案例分析,结合实际建立一套小型企业的薪酬激励体系。更多还原

【Abstract】 The topic of incentive compensation for core workforce in small-sized corporation holds rich meaning in theory and management practice.Since 1993, Marxism’s "overproduction" situation has produced in China’s market economy development. China’s corporationes, especially the competition between small-sized corporationes have not just depended on high quality products, raw materials and customers, human capital as an underlying force for development becomes new focus, especially for core intelligent.. With the continuously increasing of human capital, the brain drain of core workforce of small-sized corporation would bring unpredicted loss, even causing death warrant. For small-sized corporation which has small scale and faces intensive competition, it much more depends on core workforce,however, loss probability of core intelligent is high in small-sized corporation. To solve the problem, the traditional system of compensation and inspiration in medium and big sized corporation could not fit what happens in small-scaled corporation. There is no specific compensation and inspiration theory for small-scaled company, which causes that it is hard for small-sized corporation to realize the ultimate goal, and not to achieve a balance between input and output for human capital investment. According to the characteristics of small-sized company, the study of how to build and what kind of compensation and inspiration system in small-scaled corporation to attract and hold core force becomes a key factor for them to develop and build competitive advantages.The following is the thesis’s general thinking:based on the previous research on incentive compensation for core workforce at home and abroad, one management system of incentive compensation for core workforce for home small-scaled corporation is proposed according the characteristics of domestic small scaled corporation. Finally, the proposed system is applied in a case.更多还原