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1、薪酬制度的优化设计--薪酬管理面临的困境（Theoptimaldesignofsalarysystem--thedilemmaofsalarymanagement）Nowadays,thecompetitionamongenterprisesismorereflectedinthecompetitionofhumanresources.Onlywithhigh-qualityemployees,enterprisescansurviveanddevelopintheincreasinglycompetitivemarket.I
2、nordertoattractandretainhigh-qualityemployeesandencouragethemtoworkhard,familyenterprisesmustestablishasoundsalarysystem.Employeesalaryisnotonlyameansofpayment,effectivesalarysystemcanmakeemployeesplayinitiative,enthusiasmandinitiative,whichwillbringhugeprofitstothe
3、enterprise.Manyfamilyenterprisesinourcountry,limitedtotheirowndevelopmentcharacteristicsandmanagementlevel,therearestillsomeproblemsintheenterprisesalarymanagement,mainlyreflectedinthefollowingaspects:1,thesalarydesignlackscertainstrategicthinkingThesalarydesignoffa
4、milyenterprisesmainlyconsiderstheprincipleoffairness,theprincipleofcompensationorequalinterests,theprincipleoftransparency,andthewholesalarydesignislackofrationalstrategicthinking.Thestrategicguidingprincipleofsalarydesignistocombinethesalarysystemconstructionoffami
5、lyenterpriseswiththedevelopmentstrategyofenterprisesorganically,andmaketheenterprisesalarysystembecomeanimportantlevertorealizetheenterprisedevelopmentstrategy.Thisprinciplehas“natural”dynamic;thisismainlyduetothestrategicmanagementoftheenterpriseisessentiallyadynam
6、icmanagement.Manyfamilyenterprisesthinklittleabouttheirowndevelopmentstrategy,letaloneconsiderthestrategyofhumanresourcedevelopmenttosupportthedevelopmentstrategyofenterprises.Inthefamilybusiness,therearefewcompaniesthatmakefeasiblecorporatestrategy,andthehumanresou
7、rcestrategyandcompensationstrategywhichareinlinewiththeenterprisestrategyandthepresentsituationoftheenterprisearerare.Manyfamilybusinessownersdonotknowhowtousedifferentcompensationstrategiesinthedevelopmentofenterprises.2,modernsalarymanagementconcept,methodandtechn
8、ologyimportinsufficiencyIntheentrepreneurialstageoffamilyenterprises,enterprisesplayaleadingroleintheshadowofnonhumancapitalbyvirtueofthei
