高校员工薪酬管理模式研究

发布时间：2018-04-22 10:29

本文选题：高校 + 薪酬　；参考：《吉林大学》2013年硕士论文

【摘要】：摘要：改革开放以来，通过自身的努力发展和积极汲取国外经济管理的优秀经验，我国经济取得了突飞猛进的发展。然而，由于高校环境相对闭塞，许多管理模式尤其是薪酬管理模式发展落后且不合理，从而阻碍了高校的进一步发展。因此，为了全面落实科教兴国战略，最大可能地激发高校教师的主观能动性和潜在的能力，本文以D高校为例，结合我国高校薪酬管理的普遍现状及国外的管理经验，分析该高校薪酬管理的现状及问题所在，并提出相应的薪酬管理改革建议，以期为D高校即我国高校在薪酬管理方面的工作提供参考。从我国分配制度的理论研究和具体实践看，，高等教育理论关于薪酬的研究还相对薄弱，导致高校分配改革的目标模式不明确。现行薪酬制度、分配体系的矛盾和问题日益显现，工资制度对高校教职工的行为牵引和绩效改进的功能性作用还没有得到充分发挥。随着薪酬理念与实践的不断发展，高等学校薪酬问题的解决方案，也会不断地发生变化，今后一段时期内，高等学校应根据市场导向、绩效导向、能力导向和个性化多样化的原则，及时进行薪酬体系战略性调整，以适应外部环境变化，赢得并保持竞争优势。
[Abstract]:Abstract : Since the reform and opening up , China ' s economy has made a rapid development through its own efforts to develop and actively absorb the outstanding experience of foreign economic management . However , because of the relative occlusion of the university environment , many management modes , especially the salary management mode , are backward and unreasonable , thus hindering the further development of the university .

From the theoretical research and concrete practice of the distribution system in our country , the research of higher education theory about salary is relatively weak , which leads to the unclear target pattern of the reform of higher education . With the development of salary concept and practice , the solution of salary problem in colleges and universities has not been fully exerted . With the development of salary concept and practice , the system of higher education should adjust the salary system in time according to the principles of market orientation , performance guidance , ability guidance and individualized diversification , so as to adapt to the change of external environment , win and maintain the competitive advantage .

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

【参考文献】