SD大学全面薪酬体系优化

发布时间：2018-11-18 16:19

【摘要】：当前日益激烈的国际竞争,本质是综合国力的竞争,归根到底是科学技术、特别是核心关键技术的竞争。从某种意义上说,科技实力是世界政治经济力量对比变化的决定因素,也在某种程度上决定了各国各民族的前途命运。习近平总书记指出：人是科技创新的最关键因素,科技竞争就是人才的竞争。随着创新驱动发展战略上升为国家核心战略,高等院校作为培养高科技创新型人才和中华民族伟大复兴事业建设者的重要摇篮和基地,社会功能越发重要和突出；高校教师作为高校的灵魂,通过自身不断的付出和努力,在培养科技人才,发展具有中国社会主义特色、达到世界先进水平的现代教育方面作出了巨大贡献。薪酬激励以其独特的导向作用和功能,在一定程度上影响着高校教师的素质和竞争力。但当前,许多高校“大而缺学”,过于重视学生数量、学校规模、硬件设施的扩展,忽视了对教师的专业培养、持续激励,使广大高校教师不同程度地感到对教育事业的辛勤付出得不到相应的报酬,工资收入与自身应有的价值不对等,无法有效激发出高校教师的工作积极性和创新性。现阶段薪酬体系尚不完善和成熟,实施过程中不可避免地出现了一些问题,比如：教职工的薪酬结构有待合理、薪酬水平有待提高、岗位津贴实施标准有失公平、贫富不均问题、人才流失问题、个人所得税纳税筹划问题和绩效工资分配问题等亟待解决。因此,分析优化高校教师工资薪酬体系、建立完善有效的薪酬制度具有重要的现实意义。本文通过检索国内外相关专业学术论著,在目前国内薪酬理论研究的基础上,借鉴国外高等教育发达国家的先进经验,采用问卷调查,访谈访问,统计解析数据的方法,对教师薪酬激励策略进行研究分析,并重点评析SD大学实施的薪酬分配管理制度,探究薪酬体系目前存在的问题,分析问题产生的原因,阐述高校如何进行科学的薪酬制度设计,特别是SD大学如何优化薪酬激励模式,有效实施薪酬管理,达到激发广大教职工的工作积极性、全面提升教育质量、提高高校核心竞争力的目的。
[Abstract]:At present, the increasingly fierce international competition is essentially the competition of comprehensive national strength, which in the final analysis is the competition of science and technology, especially the core key technology. In a sense, the strength of science and technology is the decisive factor of the change of the balance of world political and economic power, and to a certain extent, it also determines the future and destiny of all nations and nations. General Secretary Xi Jinping pointed out: human is the most important factor of scientific and technological innovation, and the competition of science and technology is the competition of talents. With the development strategy driven by innovation rising into the core strategy of the country, colleges and universities as an important cradle and base for cultivating hi-tech innovative talents and the great rejuvenation of the Chinese nation, the social function is becoming more and more important and prominent. As the soul of colleges and universities, college teachers have made great contributions to the cultivation of scientific and technological talents, the development of modern education with Chinese socialist characteristics and the world's advanced level through their constant efforts and efforts. Salary incentive, with its unique guiding role and function, influences the quality and competitiveness of college teachers to some extent. However, at present, many colleges and universities are "too big to learn" and pay too much attention to the number of students, the size of the school and the expansion of hardware facilities, neglecting the professional training of teachers and continuing incentives. The teachers in colleges and universities feel to varying degrees that they can not get a corresponding reward for their hard work, and that the wage income is not equal to their due value, which can not effectively stimulate the enthusiasm and innovation of university teachers' work. At the present stage, the salary system is not perfect and mature, and some problems inevitably appear in the process of implementation, such as: the salary structure of teaching staff needs to be reasonable, the salary level needs to be improved, and the standard of post allowance implementation is unfair. The problems of inequality, brain drain, tax planning of individual income tax and distribution of performance salary should be solved urgently. Therefore, it is of great practical significance to analyze and optimize the salary system of college teachers and establish an effective compensation system. In this paper, based on the research of domestic salary theory and the advanced experience of developed countries of higher education abroad, this paper adopts the methods of questionnaire, interview, statistical analysis and analysis, by searching the academic works of relevant majors at home and abroad, and on the basis of the current research on the theory of compensation at home and abroad. This paper studies and analyzes the salary incentive strategy of teachers, and analyzes the salary distribution management system implemented by SD University, probes into the problems existing in the compensation system, and analyzes the causes of the problems. This paper expounds how to carry out scientific salary system design in colleges and universities, especially how to optimize the salary incentive mode in SD University, how to effectively implement the salary management, and how to stimulate the working enthusiasm of the teaching staff and improve the quality of education in an all-round way. The purpose of improving the core competitiveness of colleges and universities.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G647

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