文档介绍：山西财经大学
硕士学位论文
我国民营企业薪酬激励问题研究
姓名:张在冉
申请学位级别:硕士
专业:劳动经济学
指导教师:田兴兰
2008-03-24
摘要
改革开放以来,民营企业异军突起。如今,它已成为我国经济的重要组成
部分,且在经济生活中的地位仍呈现持续攀升之势。但随着民营企业的发展,
薪酬激励问题也逐渐成为制约企业进一步发展的瓶颈。
面对激烈的市场竞争,企业若能拥有一支素质良好且有竞争力的员工队伍,
并能够充分有效的激励他们,就会在竞争中取得成功。但是,我国民营企业受
其历史发展特点的制约,以及产权特征和发展规模等因素的影响,致使民营企
业在薪酬激励方面存在着以下诸多问题:忽视激励的制度化,使激励过于随意;
不重视长期激励;忽视员工的福利愿望等。这些现象的存在严重影响了我国民
营企业员工的积极性和创造性,进而影响了整个企业的利益。
基于以上时代背景及薪酬激励对提高企业竞争力的重要作用,本文从我国民
营企业的薪酬激励现状出发,通过对出现的问题进行深入的剖析,以探索出一
条符合我国民营企业实际情况的薪酬激励机制,为民营企业在如何激励员工方
面提出一些合理化建议,最大限度地开发企业人力资源的潜能,使我国民营企
业在健康的轨道上飞速发展。

【关键词】民营企业薪酬激励机制
3
Abstract
Since the reform and opening up to the outside, China economic has
had a lasting, steady and fast increase. Great changes have taken place in
the economic sector. As a most vigorous economic force, private
enterprises have already e the new point of growth in economic
development and taken an important role in the economic development.
In the present stage, private enterprises are generally "human capital
intensive". As soon as the enterprises reach to a considerable scale, its
operation will highly depend on the specialized human capital. Because of
its special growth condition, when private enterprises seek a further
development after the primitive accumulation, the unreasonable
characteristic of its payment management mode is getting protruding
further. It is showing negative influence more and more on the creative
ability of human capital in private enterprises and it is decreasing the
benefit of pany.
Based on the description about the present situation of the
compensation-motivating system for the human capital in our country, the
author looks into the problems that have arisen in private firms and offers
proposals on how to found pensation-motivating system for the
human capital in our country. The purpose of the author is to help the
private enterprises set up a pensation-motivating system that
meets the special motivation of our cou