The countermeasures and problems of small and
medium-sized enterprisersquo;salary management in China
XiuzhuoWang LipingLin(professor)
Department of Management
Guangxi university of technology
Liuzhou, China
E-mail: wxiuzhuo@yahoo.com.cn
Tel: 15506777232
Abstract—Now, we shall make a better market environment for
Small and Medium-sized Enterprise (short for SME) and
improve SME management ability and salary ability so that SME
can develop more healthy and rapidly. It has been the focal point
of the government and social circles. Salary management is one
of the important management works. So the scientific and
reasonable salary management work can promote most of
employees work initiative, it can raise the rate of the enterprisersquo;s
whole operation. In this paper, I analyse present situations of
internal SME salary management and put forward some
problems. I advanced some countermeasures and suggestions
enterprise benefit of salary system is less, Overall there are
phenomenons that the gap between employeersquo;s salary is
smaller and employeersquo;s salary basically is no fluctuant.
2) The deficient internal consistency of salary system
The deficient internal consistency of salary system means
internal enterprise doesnrsquo;t form a definite salary grade. There
are some well known salary differences.
3) Employees salary level not link to performance
One of the errors of salary management in domestic SME
is that the employeersquo;s salary do not well link to performance,
the specific performance in two aspects: for one thing, the
employees personal salary donrsquo;t link to its performance, for
another its holistic salary level doesnrsquo;t link to enterprise
benefit. In order to mobilize the enthusiasm of the employees,
the employees salary should be linked to their personal
performance.
after
I drew lessons from external salary management
experiences in keeping our internal features of SME.
Keywords-Small and Medium-sized Enterprise(SME);Salary
Management; Countermeasures
Although many domestic enterprises recognize the
importance of relationship between employee salary and
performance, but it often occurs deviation in the process of
executing. The main reason of causing the results on one hand,
is not to make a scientific and rational examination methods,
on the other hand is that it doesnrsquo;t execute strictly according to
procedures in the concrete operation. For example, some
enterprises calculate the year-end award based on the result of
examination evaluation of employees, apparently this award is
directly with the performance, but many enterprises lack
objective standards and scientific methods, and simply become
a formality, year-end award is according to the subjective
judgment of general manager or enterprise relevant leaders.
This behavior has violated the principles of salary incentive, it
is likely to arouse the enthusiasm of the minority people while
blow to the enthusiasm of most people.
I.
THE PROBLEMS OF SMALL AND MEDIUM-SIZED
ENTERPRISE SALARY MANAGEMENT IN CHINA
A. The management of salary system is jumbled
1) The poor transparency and flexibility of salary system
Salary is the compensation standard of labor quality and
quantity which laborer provided and it allocated to individual
labor pay in monetary form. It is the basic form of employee
salary, also it is the most sensitive and the most meticulous
factors of each organization, so it should be taken seriously.
Salary system is the main economic compensation of
employees. Developing a set of scientific and reasonable salary
system is the most basic work of salary management in
enterprises, however, some domestic SME has some problems
in salary management system.
The poor transparency of salary system means that the
enterprises salary system and its management process is not
open to internal employees. Most domestic SME chose
confidential salary system, in the attempt to reducing the
contradiction between employee and enterprise. Actually, this
kind of practice will only bring more and more problems and
contradictions.
4) Salary system plan didnt get timely and effective
adjustment
Salary system plan didnt get timely and effective
adjustment is one of problems of salary management in SME.
In the process of Enterprises operation, it is vital important to
adjust and optimize the salary system according to its internal
and external environment. Many domestic SME often pay
insufficient attention to the work. Once salary system is
established it will execute in the long-term, thus the result is
that salary itself loses the proper incentive effect, or waits to
adjust until massive problems are exposed.
The poor flexibility of salary system means that employeersquo;s
salary level in different levels and different jobs of salary
system is less, The project to link employees performance or
978-1-4244-6581-1/11/$26.00 copy;2011 IEEE
The plan of adjusting salary system contains two aspects:
on the one hand refers to adjusting salary of the individual or
part of employees; on the other hand is refers to adjusting
salary of all the employees. Adjusting salary system plan
should pay attention to choose an appropriate opportunity, once
the enterprise internal and external environment changes, and
the related conditions mature, it should adjust in time, so that
they can receive a good result.
company is too large, it will cause other employees strong
dis
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