The Defects of Salary Management for Knowledge Staffs in Small and Medium-sized Enterprises and its Reasons
Journal: Advanced Management Science (AMS)
Author: Guojuan Dong
This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited
Salary management is a key point for a company to make a good use of staffs as well as a key point to retain and motivate staffs. It is important to achieve a good salary management in the development stage of small and medium-sized enterprises (SMES). SMES have their own advantages and characteristics in salary management because of their own reason. They are widespread and small in scale as well as have a strong regionalism. SMES have a flexible employment mechanism. Knowledge staffs contribute much more to SMES and play an important role in SMES. However, they also have their own disadvantages. In SMES, The pay usually is low, the salary system usually is incomplete, the system of salary motivation usually is weak. There are many reasons why SMES have problems in salary management. SMES usually are restricted by traditional salary management and are short of modern salary management idea. The managers of SMES have not high management quality.