摘要：随着社会主义市场经济的快速发展，人才竞争成为制约社会发展的重要因素，人力资源管理在管理中的作用也显得越来越重要。员工激励是民营企业人力资源管理中的一项重要内容。激励机制在企业中运用的好坏很大程度上影响着企业发展的兴衰，因此怎么合理有效的激发员工的工作积极性和创造性，促使其发挥最大的潜力，成为当代企业人力资源管理中的一个核心问题。近年来，民营企业不断加强对员工激励问题的探索研究，取得了一些成就，然而，由于起步晚，民营企业的员工激励还存在着不足，主要表现在：缺乏科学有效的薪酬制度、人才管理意识落后及管理理论缺失、缺乏企业文化建设等等。因此，只有通过完善以绩效为基础的激励性薪酬方案、加强管理意识和管理理论、建设有竞争力的企业文化，这样才能真正解决民营企业中员工激励的问题，最终提高民营企业的运作效率。
关键词：民营企业；激励；薪酬；福利；企业文化
Abstract：As the rapid development of socialist market economy, talent competition become the main key factor to the development of society, the human resources management in the role of management is becoming more and more important. Employees incentive is an important content of human resources management in private enterprise. The stand or fall of using of the incentive mechanism in the enterprise make a large extent influence of the development of the enterprise rise and decline , so how to motivate employees to work positivity and creativity, and urges the maximum potential, and become the a core problem of human resources management in contemporary enterprise. In recent years, the strengthening of private enterprise on the issue of staff motivation research, has made some achievements, however, because of their late start, the private enterprise of employee motivation there are still some shortage, mainly displays in: Lack of scientific and effective compensation system
, Talent management consciousness of backwardness and lack of management theory, behind the lack of enterprise culture construction and so on so. Therefore Only through improving the performance-based incentive compensation programmes ,strengthen management consciousness of cultural theory, construction and management of competitive enterprises, so as to really solve the problem of private enterprise employee motivation in, ultimately increasing the operational efficiency of private enterprises.
Keywords: Private enterprise; Incentives; Salary; Welfare; Enterprise culture
