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摘要中小企业是推动一个国家经济发展的重要力量，在提高就业率、增加税收、创造财富，推动GDP增长及维护社会稳定，推动社会进步等方面都发挥着重要作用，但在改革开放30多年的发展过程中，中小企业逐渐显露出技术更新慢、资金运转效率低、生产规模小，员工流失量大的困境。51558
员工作为知识和技术的承载者、传播者和创造者，是帮助中小企业走出困境的关键。如何有效激发员工的忠诚度、积极性和创造性，如何提高员工的使用率及合理配置员工，是中小企业可持续发展的重中之重。薪酬激励制度作为人力资源管理中最具有活力的重要环节，是激发员工积极性，创造性以及提高员工忠诚度的重要因素。
经过国内外学者和专家的反复观察和研究，诸多中小企业的薪酬激励制度中还存在着重视物质，忽略员工精神，忽略团队，没有长期激励制度等诸多误区。那么如何解决这些问题，进而帮助中小企业走出困境呢？
近年来，众多学者以及专业人士从不同的切入点进行了诸多有益的研究，本文将结合激励理论、薪酬理论等理论基础，通过近几年的研究成果和实地走访，对中小企业员工薪酬激励的基本现状，存在的误区以及原因进行分析。根据激励理论、薪酬理论，结合中小企业自身的特点，提出相应的解决对策并试探性的设计针对中小企业薪酬激励的全面薪酬制度。
毕业论文关键词：中小企业；员工；薪酬；激励
Research on compensation-incentive system of medium-sized and small enterprises
Abstract
Small and medium-sized enterprises are an important force to promote the economic development of a country, raising the employment rate to increase taxes, create wealth, promote GDP growth and maintain social stability, promote social progress has played an integral role in the process of reform and opening up 30 years of development, however, the small and medium enterprises gradually revealed technology updates slow, low efficiency in the operation of funds, production small scale, the plight of the significant turnover of staff.
The staff are bearers of communicators and creators of knowledge and technology, the key to help SMEs out of the woods, comprehensive sustainable development. How to effectively inspire employee loyalty, enthusiasm and creativity, how to improve the efficiency in the use of the staff as well as the rational allocation of staff, is the top priority of the sustainable development of SMEs. Incentive pay system as an important part of the vitality human resources management, inspire staff enthusiasm, creativity and increase employee loyalty.
After repeated observation and study of the domestic and foreign scholars and professionals, many SMEs compensation incentives also exist importance of material, to ignore the spirit of the staff, ignored groups, there is no long-term incentive system and many other errors. How to solve these problems to help SMEs out of the woods?
In recent years, many scholars and professionals from different entry points with a lot of useful researches. This paper, to be combined with incentive theory, the theoretical basis of the remuneration theory, in recent years through research and field visits, the misunderstanding and to analyze the causes of the basic status of SME employees incentive pay. According to the theory of motivation, compensation theory, combined with the characteristics of the SMEs themselves, put forward the corresponding countermeasures and tentative design of incentives for small and medium enterprises pay a comprehensive remuneration system.
Keywords：medium-sized and small enterprises；staff；compensation；incentive
目录
摘要 I
Abstract