摘要：自從我國確立市場經濟體制以來，各種所有制形式的中小企業獲得蓬勃發展。它們為國民經濟的持續健康發展和社會穩定做出了巨大貢獻。因此，中小型企業不斷提高管理水平來和競爭能力變得越來越重要。但是隨著經濟的發展，中小型企業在人力資源管理方面尤其是薪酬管理方面出現了許多不科學不規范的地方從而阻礙其進一步發展。薪酬管理對規模和知名度方面都有所欠缺的中小企業尤為重要，因為在市場經濟中企業競爭的焦點是人才，而吸引人才，薪酬管理是關鍵。本文詳細闡述了現今中小企業在薪酬管理方面普遍存在的問題，并對產生這些問題的原因進行分析，最后在分析的基礎上，針對企業的具體狀況提出相應的對策和建議，希望本研究能對這些企業有一定的借鑒意義。

關鍵詞：中小型企業；薪酬管理；對策

Abstract：Since the establishment of market economy system in China, the various forms of ownership of SMEs have been developed rapidly in our country. They made a great contribution to the sustained and healthy development of national economy and social stability. Therefore, the small and medium-sized enterprises to continuously improve the management level and competitiveness is becoming increasingly important.With economic development, small and medium-sized enterprises, especially in compensation management, there have been many unscientific and non-standard place which limits its further development. Compensation management is particularly important to SMEs lack the scale and visibility. Because the focus of business competition in a market economy is talent and attract talent, compensation management is the key. This research sums up the common problems of compensation management for SMEs and analyze the causes of these problems, Finally, on the basis of the analysis,this research put forward countermeasures and suggestions for the specific situation.and I hope that this study of these enterprises have some reference.

Key words：Small and Medium Enterprises;Compensation management;Countermeasure