摘要：我國民營企業經歷30多年的發展，成為了國民經濟不可小覷的重要組成部分。然而，我國民營企業受自身企業性質、規模、發展目標以及不完善的管理等諸多因素的影響，家族式的管理方式已經開始制約民營企業的發展，最初的薪酬設計跟不上整個社會大環境的發展步伐。面對未來競爭激烈的經營環境，科學的人力資源管理成為了企業發展成敗的關鍵。不管對國內外的企業還是勞動者而言，薪酬永遠是最敏感的話題。薪酬管理作為企業人力資源管理的重要組成部分，是人力資源管理中對專業技術水平要求較高的管理領域，對促進企業增強綜合競爭能力和持續不斷發展起著至關重要的作用。本論文從五個方面剖析了目前民營企業薪酬管理存在的問題，并對民營企業薪酬管理問題存在的原因進行了解析，強調對人力資本的重新認識，提出了七個有利于民營企業薪酬管理的改良措施。

關鍵詞：民營企業；薪酬管理；人力資本

Abstract：Private enterprises have experienced more than 30 years of development and have become an important part of the national economy which should not be overlooked. However, private enterprises have affected by nature of their own enterprises, the scale, the development goals, the inadequate management and many other factors. The style of family management has begun to restrict the development of private enterprises. The initial design of remuneration can not keep up the development of the entire social environment pace. Face of the future competitive business environment, the science of human resource management has become the key to the success of enterprise development. Regardless of the domestic and foreign enterprises or workers, compensation is always the most sensitive topic. Compensation management as an important part of the corporate human resource management requires a higher level of professional and technical management areas in human resource management. Compensation management plays a vital role in promoting the enterprises to enhance the overall competitiveness and sustainable development. In this paper, we analyzed the problems of private enterprise compensation management in five areas and resolved the reasons for the existence of private enterprise compensation management. A new understanding of human capital has been proposed.Finally, seven improved measures conducive to private enterprise compensation management were proposed.

Key words: Private Enterprise; Compensation Management; Human capital