欧洲高校教师薪酬透视:以瑞士、瑞典、芬兰为例

发布时间：2018-09-06 07:35

【摘要】：面对日益复杂的全球化环境,如何建立和完善高校教师薪酬制度,提高高校管理水平和办学质量,已经成为当代教育的重要话题。欧洲高等教育区和研究区国家对此进行了不同模式的教育改革探索。瑞士的新薪酬制度改变了原来的随资历固定薪级薪酬递增模式,通过增强市场竞争力、提供全方位支持的工作环境和组织文化促进高校和个人的未来发展。瑞典在吸引、培养和保留优秀教师人才层面,从固定的薪酬阶梯转向个别化薪酬制度,最大程度上保障了招募高质量高校教师的外部人力资源环境。芬兰推出的高校UPJ薪酬制度为提高大学竞争力、领导力,促进高等教育的快速发展奠定了坚实的基础。虽然薪酬制度建设不存在普适模式,也没有现成模式,但不同国家教育体系的经验能够为我们规范薪酬治理、建设高素质教师队伍、推动科技竞争能力建设,提供有益借鉴。
[Abstract]:Facing the increasingly complex global environment, how to establish and perfect the salary system of college teachers and improve the management level and the quality of running a school has become an important topic in contemporary education. The European higher education area and the research area country have carried on the different educational reform exploration to this. The new salary system of Switzerland has changed the original pattern of salary increment with fixed salary scale of seniority, and promoted the future development of colleges and individuals by enhancing market competitiveness, providing a comprehensive supporting work environment and organizational culture. In order to attract, train and retain outstanding teachers, Sweden shifts from a fixed salary ladder to an individualized compensation system, which ensures the external human resource environment for recruiting high-quality university teachers to the greatest extent. The UPJ compensation system introduced by Finland has laid a solid foundation for improving university competitiveness, leadership and promoting the rapid development of higher education. Although there is no universal model and no ready-made model in the construction of salary system, the experience of different countries' education system can provide useful reference for us to standardize the management of salary, to build a contingent of high-quality teachers, and to promote the construction of scientific and technological competition ability.
【作者单位】：上海大学成教学院;上海大学经济学院;
【基金】：上海市哲学社会科学规划教育学课题(A1209)
【分类号】：G645.1

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