摘要：中小企业是那些固定资产少于1000万元，企业员工不足500人的企业。中小企业在我国经济发展，尤其是对改革推动和缓解就业压力方面发挥着重要作用。[1]在光鲜外表之下，我们也看到我国中小企业存在诸多缺陷，这些缺陷导致我国中小企业总是在历史舞台上昙花一现。本文从人员管理方面入手探讨制约中小企业发展的因素。总结人员管理问题如下：第一. 薪酬激励制度不合理阻碍企业成长；第二. 绩效考核不科学压制企业成长的活力；第三. 用人机制不合理致使企业成长缺乏人才支持；第四. 员工职业发展空间不明朗致使企业人才流失；第五. 岗位配置不合理致使企业结构混乱；第六. 不重视培训导致企业无法健康成长；第七. 权力分配不合理妨碍企业发展。并对解决这些问题的措施进行探讨，最后对我国中小企业的发展前景进行展望，自此形成本文。

关键词：中小企业；人员管理；问题；措施

ABSTRACT：Small and medium-sized enterprises of the content generally mean that those fixed assets are less than 10 million Yuan, enterprise staff fewer than 500 enterprise of people. Small and medium-sized enterprises are especially promoting and alleviating the pressure on employment to play an more and more important role to the reform in our country’s economic development. In bright appearance, we also see there are many defects of SMEs in China, These deficiencies led to China's SMEs always blip on the historical stage. This article from the personnel management aspects discussed restricting the development of SMEs personnel management issues. Summary personnel management issues are as follows: First. incentive pay system is unreasonable obstacle to enterprise growth; Second. Performance appraisal unscientific to suppress the growth of enterprises vitality; Third. Employment mechanism causing unreasonable lack of talent to support business growth; Fourth. Employee career development space uncertainties resulting loss of business talent；Fifth. irrational allocation of jobs resulting corporate structure confusion; Sixth is not given to the training leading companies can not grow up healthy;Seventh. Irrational distribution of powers hinder business development. And measures to address these issues are discussed, and finally on our outlook for the future development of SMEs, Since the formation of this article.

Keywords: SMEs; personnel management; issues; measures

　　　本文首先分析我国中小企业人员管理现状，然后就我国现阶段制约中小企业发展的人员管理问题进行分析，大致总结出如下问题：薪酬激励制度不合理、绩效考核不科学、用人机制不合理、员工职业发展空间不明朗、岗位配置不合理、不重视培训、权力分配不合理、借鉴目前人员管理成熟的企业的人员管理方法，研究解决人员管理问题的措施，并讨论这些措施实行可能对企业发展的推动作用。文章最后对我国中小企业人员管理的未来发展进行展望。就此形成本文。