我国高校教师绩效工资实施问题研究

发布时间：2018-10-17 14:58

【摘要】：从外部环境来看，基于历史因素，计划经济时期中国高校人力资源管理系统对中国高校的人力资源管理，存在很大的缺失，无法参与到激烈的人才竞争中去，加之，在当下知识经济快速发展的时代，人才的竞争在当前表现的尤为激烈，就人才竞争的现状而言，各个企业对人才的需求已延伸到高校高素质的竞争，，而高技能的人才，不管是国内还是国际，所有这些都对高校人力资源管理提出来新的高要求。结合我国高校的自身原因，自改革开放以来，我国高校从国家机关、事业单位和企业工资体系中分离，就逐渐发生了变化，高校的薪酬制度也得到了逐步的完善。随后在1999年北京大学和清华大学实行岗位工资以后，各地高校也相继实行岗位工资，从而使我国教师的工资水平有所提高，因为这种情况，致使很多高素质的科研人员留在了高校。但就目前高校人力资源管理发展现况来看，仍存在很多问题，其中表现最为突出的就是教师的工资结构和分配的方式存在诸多的不公平性，使很多老师工作的积极性不高、大量高素质教师流失以及很多老师投入业余培训教学中，而忽视本职教学工作，这对我国高校人力资源管理提出了巨大的考验。基于上述两方面原因，本文立足我国高校教师绩效工资这个角度作为研究的立足点，通过对国内外高校教师绩效工资发展情况的深入考察，特别是对我国高校教师绩效工资实施过程中存在的问题与不足以及国外高校绩效工资体系构建取得的成功模式的基础上，笔者对此进行了对比分析和归纳总结，其旨在通过这种研究总结为我国高校教师绩效工资构建及实施的过程中提供有益的探索。
[Abstract]:From the external environment, based on historical factors, the human resources management system of Chinese colleges and universities in the planned economy period, there is a great lack of human resources management, can not participate in the fierce competition for talent, plus, In the era of the rapid development of knowledge economy, the competition of talents is especially fierce at present. In terms of the current situation of talent competition, the demand for talents in various enterprises has been extended to the competition of high quality in colleges and universities, and the talents with high skills. Whether domestic or international, all these put forward new high requirements to the university human resources management. Since the reform and opening up, colleges and universities in our country have been separated from the wage system of state organs, institutions and enterprises, which has gradually changed, and the salary system of colleges and universities has been gradually improved. Subsequently, after the introduction of post wages at Peking University and Tsinghua University in 1999, local colleges and universities also implemented post wages one after another, thus increasing the salary level of teachers in our country, because of this situation. As a result, a lot of high-quality scientific research personnel stayed in colleges and universities. However, there are still many problems in the development of human resources management in colleges and universities, among which the most outstanding one is that there are many unfairness in the salary structure and the way of distribution of teachers, which makes many teachers less motivated to work. The loss of a large number of high-quality teachers and the devotion of many teachers to amateur training and teaching, while neglecting their own teaching work, has put forward a great test for human resources management in our universities. Based on the above two reasons, this paper bases on the angle of the performance salary of university teachers in our country as the foothold of the research, through the thorough investigation of the development of the performance salary of the teachers at home and abroad. In particular, on the basis of the problems and shortcomings in the implementation of the performance pay of college teachers in our country and the successful models of the construction of the performance pay system in foreign universities, the author makes a comparative analysis and summary of this. The purpose of this study is to provide a useful exploration for the construction and implementation of teachers' performance pay in colleges and universities in China.
【学位授予单位】：中南民族大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647

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