高校教师薪酬制度优化设计的对策研究

发布时间：2018-05-28 14:09

本文选题：高校教师 + 薪酬制度　；参考：《首都经济贸易大学》2016年硕士论文

【摘要】：高等教育的兴旺发达,为一国的综合实力提供了强有力的保障,纵观当今世界,国力强盛的国家,其高等教育的发展都已处于先进水平,而高等教育的发展,绝大程度上依赖着教师队伍的素质和水平,如何培养、吸引、稳定和激励学校教学科研人员,合理薪酬制度的构建又成为关键。本文选取高校教师薪酬制度作为研究对象,采用文献研究法、访谈法、比较研究法、定性研究与定量研究相结合的方法,首先对我国高校教师薪酬制度的现状进行了分析,得出我国高校教师薪酬制度目前存在的主要问题有:薪酬水平的外部竞争力较低、过渡市场化引起收入差距过大、引进人才与现有人才薪酬制度的脱节、教师考核重数量轻质量、福利计划作用不明显、薪酬管理理念不科学等。根据目前国家实施的相关政策制度和高校教师薪酬制度改革的侧重面,归纳出高校教师薪酬制度的发展趋势有:进一步改善教师待遇、更加强调能力对薪酬增长的作用、鼓励青年教师脱颖而出等几方面。其次对英美国家的高校教师薪酬制度进行介绍分析,英美国家较高的、结构简单的制度内收入为教师提供保障,学科之间收入差别合理化与公开化,高校良好的薪酬制度文化等方面都可供我们借鉴。最后,针对发现的问题,发展趋势和国外的经验借鉴,提出优化高校教师薪酬制度设计应该从两大角度七个方面进行改进。高等教育薪酬管理制度方面,应该增加对高等教育的投入,进一步扩大高校办学自主权,让高校有更多的空间依据办学目标制定相适应的薪酬制度;高校内部薪酬制度设计方面,应该合理调整薪酬结构、增加基本工资比例,合理调节收入分配、防止两极分化,建立符合教师职业特点的考核评价体系,完善福利计划和重视薪酬制度文化的建设。本文的创新之处在于:一是在对高校教师薪酬制度现状特别是国外教师薪酬制度现状的分析中,采用了较多的实证数据进行说明,数据来源均为查阅的最新一手资料,使研究更具时效性和新颖性;二是提出了高校薪酬制度文化建设的观点,并强调了这种“软制度”对高校薪酬战略的重要性。
[Abstract]:The prosperity of higher education provides a strong guarantee for the comprehensive strength of a country. Throughout the world, the development of higher education has been at the advanced level, and the development of higher education has been at the advanced level. To a large extent, it depends on the quality and level of the teachers. How to cultivate, attract, stabilize and motivate the teaching and research staff in schools, and how to construct a reasonable salary system become the key. This article selects the university teacher compensation system as the research object, adopts the literature research method, the interview method, the comparison research method, the qualitative research and the quantitative research method, first has carried on the analysis to our country university teacher compensation system present situation. It is concluded that the main problems existing in the salary system of colleges and universities are: the low external competitiveness of the salary level, the excessive income gap caused by the transitional marketization, and the disconnection between the imported talents and the existing talent compensation system. Teachers pay more attention to quantity than quality, benefit plan is not obvious, salary management concept is not scientific, etc. According to the relevant policy system implemented by our country and the emphases of the reform of the college teachers' salary system, the author concludes that the development trend of the university teacher's salary system is as follows: to further improve the teacher's treatment, to emphasize the function of the ability to the salary increase, Encourage young teachers to stand out from others. Secondly, this paper introduces and analyzes the salary system of university teachers in Anglo-American countries. The relatively high and simple system of income in Anglo-American countries provides protection for teachers, and the income difference between disciplines is rationalized and made public. The good salary system culture in colleges and universities can be used for reference. Finally, in view of the problems found, the trend of development and the experience of foreign countries, it is proposed that the optimization of the design of college teachers' compensation system should be improved from two major angles. In the aspect of higher education salary management system, we should increase the investment in higher education, further expand the autonomy of colleges and universities, so that colleges and universities have more space to formulate a suitable salary system according to the objectives of running a school. In the design of internal salary system in colleges and universities, we should adjust the salary structure reasonably, increase the proportion of basic salary, rationally adjust the income distribution, prevent polarization, and establish a system of assessment and evaluation in accordance with the professional characteristics of teachers. Improve the welfare plan and pay attention to the construction of the culture of the compensation system. The innovations of this paper are as follows: first, in the analysis of the current situation of college teachers' compensation system, especially the foreign teachers' compensation system, more empirical data are used to explain, the data sources are all the latest first-hand data. The second is to put forward the point of view of the cultural construction of college salary system, and to emphasize the importance of this soft system to the salary strategy of colleges and universities.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G647

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