物流管理论文（Logistics management papers）.docVIP

物流管理论文（Logistics management papers） Abstract: at present, there are many problems of salary management in private enterprises in our country, the reason is that the impact of family enterprise management mode, the lack of modern enterprise salary management idea, the interactive relationship between human capital and traditional knowledge capital growth is not enough. Private enterprises should establish a scientific and reasonable strategic compensation system, taking human capital as the core object, enhance the understanding of human capital and traditional capital growth, ensure the compensation design and operation procedures are fair and transparent. Key words: private enterprises; salary management; Countermeasures The compensation problem is that all enterprises have to face the problems and trouble. For a long time, Chinas private enterprises as influenced by the nature of the enterprise, scale, development goals, product competitiveness and market acceptance degree and other factors, the initial salary design are often difficult to meet the requirements of long-term development of enterprises. It has become the urgent task for many private enterprises to set up a salary system which is fair, competitive and sustainable enough for enterprises to achieve sustainable development. First, the private enterprise salary management problems (1) the managers of private enterprises lack the idea of salary management. The quality of managers in private enterprises is uneven, and the modern salary management concepts, techniques and methods are relatively backward, and there is a lack of necessary salary management theory and practical knowledge. Some private enterprises pay system simply understood as a purely monetary behavior, although the salary design, pay more attention to the compensation fairness principle, compensation principle, principle of equal interest and the principle of transparency, which is also an important reason for private enterprises to attract