Small and medium-sized enterprises as the main body of Chinese enterprises should be an important driving force for China's economic development. However, the problems of salary management faced by small and medium-sized enterprises are increasingly hindering their own survival and development. Whether it is standing on the position of the enterprise or the workers, the pay problem is that they are more concerned about the problem, while the remuneration is also an indispensable modern means of competition and incentives. Salary management is not only indispensable content of enterprise human resources, but also the establishment of modern enterprise system, and optimization of the allocation of social resources requirements. Enterprise salary management operation flexibility or not, directly affect the production and operation management, which will affect the long-term development of enterprises. This paper analyzes the problems of salary management in small and medium-sized enterprises (SMEs), such as unreasonable pay system, lack of forward-looking management system, and so on, and analyzes and discusses their own countermeasures.

As the most basic cultural venue and an important public space in rural areas, the rural museum is not only an important carrier to realize the national strategy of rural revitalization, but also a key link to open up the "last kilometer" of spiritual prosperity in the common prosperity between urban and rural areas. As one of the three pilot provinces for the construction of rural museums under the State Administration of Cultural Heritage, Zhejiang Province has listed rural museums as one of the top ten practical matters for people's livelihood, and took the lead in issuing the Zhejiang Provincial Rural Museum Construction Guide (Trial) at the national level. The construction of rural museums in Zhejiang province has entered a new stage. The paper extracts and summarizes the common problems, successful experiences and typical cases existing in the actual development process of Zhejiang rural museums, and constructs the "Zhejiang paradigm" for the sustainable development of rural museums with promotion value and demonstration significance, providing Zhejiang experience for the sustainable development of national rural museums.

With the faster pace of China’s opening to the outside world, the contacts between Chinese enterprises and Portuguese speaking countries are becoming more and more frequent. Under this trend, how to further improve the quality of Portuguese classroom teaching is related to the development of students, enterprises and the long-term development of the whole country. This paper mainly focuses on the two aspects of “the main problems existing in Portuguese classroom teaching” and “the improvement countermeasures of Portuguese classroom teaching”. Combined with the current situation of Portuguese teaching, this paper puts forward targeted reform measures, in order to further optimize the Portuguese teaching system, with “student development”, “enterprise development” and take “national development” as the ultimate goal to cultivate a large number of high-quality Portuguese talents to the society.

Nowadays, international exchanges are becoming more and more frequent in the world. As a global language, English can establish a communication bridge between different countries and nationalities, and its importance is obvious. Since 2001, China has gradually added English education to the curriculum plan of primary schools in various regions. Later, with the deepening of the industry’s understanding of English teaching, the education reform has also followed up. It can be said that the level of educators and educates is rising spirally. However, there are still many restrictive factors in the current situation of primary school students’ learning English, among which the more prominent factors are the strength of English teachers and the evaluation mechanism for students’ learning achievements.

Employment guidance is an important way for employment education in colleges and universities, and it is also an important educational process. Strengthening the employment guidance in colleges and universities is necessary to alleviate the structural contradiction of employment and serve the talent cultivation of schools, as well as to enhance the employability of college students and serve the growth and success of young students. This paper focuses on the problems of employment guidance in colleges and universities in the new era, and proposes countermeasures to solve them in four dimensions: system construction, precise service, regional coordination and employment capacity enhancement.

The construction and development of teachers has always been the focus of the construction and development of colleges and universities, and each school has also set up a lot of relevant departments or institutions such as the University Party Committee Teacher Work Department, Academic Affairs Office, Personnel Division, Teacher Development Center and so on. However, a lot of adaptation problems still exposed gradually after the entry of new full-time teachers. This paper takes Longyan University as an example to make some basic analysis and put forward relevant suggestions.