K学院薪酬制度的改进研究

发布时间：2018-04-02 23:03

本文选题：高校　切入点：薪酬制度　出处：《广西大学》2017年硕士论文

【摘要】：伴随我国经济领域改革的继续深化,大学教育也开始由原本高大上的精英教育逐渐进入大众的普惠教育,高等教育的需求同样也开始呈现多样化的特点,随之而来的是国内大部分高校多样化的竞争。我国90年代初期民办高校大量涌现,解决了一部分社会需求。由于民办高校运作规律、办学规模、层次,还有社会评价等多重影响,民办高校教育在如今高等学校教育体系中仍处在弱势地位,从长远来看,前景很光明,但是挑战与机遇并存。民办高校在现实环境中需要在激励与培育方面下足功夫,建设具有激励性薪酬制度,对于调动教职工的主动创造性,增强学校自身的软硬实力和全面竞争能力,这样必然在新环境下为民办高校的可持续发展增添动力。本文以K民办高校为研究对象,运用相关薪酬及薪酬制度理论,然后通过教师问卷调查的形式,运用调查数据比较分析,对学校目前现行薪酬管理激励制度、实施现状和存在的一般问题进行分析研判。再用问卷调查的形式,分析比对数据结果,依据K学院目前的定位及未来发展方向,按照薪酬设计的内在要求重构符合该高校特点的薪酬激励政策。新的薪酬制度以保证内部公平、促进外部竞争、结合民主性、战略性和激励性三大基本原则,针对学校现阶段人力资源瓶颈部门和教师岗位实行重点倾斜,采用纵向岗位等级与横向薪酬改革结合长期激励措施以实现对教职工的吸引和稳定作用。薪酬制度以绩效管理作为重构的重要内容,力争新的薪酬制度实现员工和学校的“双赢”。
[Abstract]:With the deepening of economic reform in our country, university education has also begun to gradually enter the inclusive education of the masses from the original elite education, and the demand for higher education has also begun to show a variety of characteristics.What follows is the diversification competition of most colleges and universities in China.In the early 90's, a large number of private colleges and universities emerged, which solved some social needs.Because of the multiple influences of the operation law, the scale, the level, and the social evaluation of private colleges and universities, private higher education is still in a weak position in the educational system of colleges and universities today. In the long run, the prospects are bright.But challenges and opportunities coexist.In the realistic environment, private colleges and universities need to make great efforts in the aspect of encouragement and cultivation, to construct incentive compensation system, to mobilize the initiative creativity of teaching staff, to strengthen the school's own soft and hard power and its overall competitive ability.This is bound to add impetus to the sustainable development of private colleges and universities under the new environment.This article takes the K private colleges as the research object, uses the related salary and the salary system theory, then through the teacher questionnaire survey form, uses the survey data comparison analysis, to the present school present salary management incentive system.The present situation of implementation and the existing general problems are analyzed and judged.With the form of questionnaire, this paper analyzes and compares the results of the data, according to the current orientation and future development direction of K College, and reconstructs the salary incentive policy according to the inherent requirements of the salary design in accordance with the characteristics of the university.The new compensation system aims at ensuring internal fairness, promoting external competition, combining the three basic principles of democracy, strategy and encouragement, and focusing on the bottleneck departments of human resources and teachers' posts at the present stage of the school.In order to attract and stabilize the teaching staff, the vertical post rank and the horizontal salary reform are combined with the long-term incentive measures.The compensation system regards the performance management as the important content of the reconstruction, strives for the new compensation system to realize the "win-win" between the staff and the school.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647

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