On The Salary Incentive System Of Small And Medium-sized Enterprises

Due to the impact of economic globalization and the environment of our market economy,market competition has become increasingly fierce. Therefore,for many small and medium-sized private enterprises, how to improve their ability of human resource management, optimize and improve the internal management system,decides whether they can improve their core competitiveness, achieve sustainable development in the fierce competition in the market. Modern enterprise management emphasizes the people-oriented idea, it believes the employees play more important role in the process of development. If enterprises pay attention to the views of employees,care about the employees in both work and life, they can improve the employees' sense of belonging and loyalty, which will make the employees positively give advice and suggestions for the development of enterprises. Excellent salary management system helps promote the professional skills and the overall quality of employees, thus creates a positive and good internal atmosphere.Firstly, the paper elaborates the concept of small and medium-sized enterprises and salary system and classifies the salary system, then, from the angle of management and economics, it introduces the salary incentive theory. Then, the paper introduces X Company, and conducts a questionnaire survey on human resources management and the status quo of the salary incentive system and employee satisfaction of X Company. The paper expounds the existing problems in salary incentive system of X Company from such two aspects as system design and implementation, and analyzes the causes of these problems: a single ownership structure, backward management, less professional salary management and lack of incentive enterprises value. Finally, the paper introduces the design of the salary incentive system, and then puts forward the countermeasures and suggestions to improve the salary system: establish the concept of modern salary management, standardize salary design process, optimize the salary structure, outstand fairness and transparency in salary distribution, establish scientific performance evaluation system, establish dynamic salary adjustment mechanism and promote the development of employees. I hope this paper can be a useful reference for the design of the salary system of small and medium-sized enterprises.