"Everyone knows that talent is the life of an enterprise, but they can't pay high salaries. Who wants to come here?" Footwear products He Hongjun, a micro enterprise, told that he was facing recruitment problems.

Later, after visiting many micro enterprises, it was found that it was a common phenomenon for small and micro enterprises to find jobs. Among them, low treatment and poor growth have become the common reasons.

　　“ Small and micro enterprises There will not be too many employees inside, mainly including experienced managers and grass-roots sales staff. " Yesterday, He Shuming, an associate professor of the Department of Human Resources Management of Chongqing Technology and Business University, said in an interview that the difference between the two should be fully considered in the salary system.

"Generally, we can adopt the salary model of" low salary+shares "for key employees, and" low salary+shares "for grass-roots employees base pay +High performance pay "

He Shuming said that for core employees, we should help them establish a sense of ownership by giving them a small number of shares (usually less than 20%) to encourage them to give full play to their personal abilities and expand their business; In the early stage of entrepreneurship, because small and micro enterprises are generally in the early stage of entrepreneurship, and the brand value has not yet formed effective communication, at this time, improving the performance share of sales personnel not only mobilized the enthusiasm of employees, but also did not make enterprises embarrassed.

"In addition, small and micro businesses must overcome some bad habits of small family businesses, make sure that employees inside and outside the family receive equal pay for equal work, and set up competitive salary systems for employees such as seniority pay and job pay, so as to encourage outstanding talents to stay in the enterprise for a long time and grow together with the enterprise," He Shuming said.