摘 要
自改革开放40年以来我国民营企业数量与规模都达到了一定的规模,特别是江浙沪一带有个别地区民营企业经济贡献超过了国营企业，成为了当地重要的财政支柱。但是由于,民营企业规模大小不一，从事行业不一，成立时间不一等方面存在许多差异，鉴于民营企业不同于国营企业属于“摸着石头过河”，很多管理方面稍差人意，特别是薪酬管理方面,存在着很多缺陷，本文浅析民营企业薪酬管理中存在的问题,并针对这些问题提出了相应的解决对策。
关键词 民营企业；薪酬管理；薪酬问题；
目 录
摘 要·····························································1
引言······························································1
一、薪酬管理的概念及目的·······································2
（一）薪酬管理的概念············································2
（二）薪酬管理的目的············································2
二、民营企业薪酬管理存在的六大问题····························3
（一）薪酬工资普遍存在随意性的问题····························3
（二）薪酬管理存在亲友式的问题·································3
（三）薪酬管理存在亲友式的问题·································3
（四）薪酬管理中福利的问题······································3
（五）绩效考核的问题·············································4
（六）工龄工资的问题·············································4
2.6．1工龄工资直线型增长，附带条件不合理··················4
2.6.2工龄工资普遍存在一刀切·································4
（七）缺失企业文化在薪酬管理中的作用···························4
三、民营企业薪酬管理的解决方案··································5
（一）去随意化建立一套完成的薪酬制度···························6
（二）消除一言堂，解决家长制····································7
（三）将福利制度成为真正的激励措施·····························7
（四）设立完整的绩效考核体系····································7
3.4.1专业技术员工的绩效考核体系····························7
3.4.2业务人员的绩效考核体系 ································7
3.4.3管理人员的绩效考核体系·································8
（五）设立完整的工龄工资体系····································8
3.5.1完善工龄工资制度········································8
3.5.2肯定员工对企业的历史贡献·······························8
（六）企业文化对薪酬管理的重要性·······························8
五、结束语·························································10
参考文献............................................................11
致谢································································12
