高校教师薪酬管理制度改革研究

发布时间：2018-06-04 01:51

本文选题：高校 + 教师　；参考：《中南民族大学》2011年硕士论文

【摘要】：全球化高度发展的知识经济时代,人才成为当今社会重要的战略资源。在我国大力推行人才强国的战略背景下,高校肩负着培养创新人才的重要使命,高校管理体制改革也进入了重要而关键的阶段,其中高校教师的薪酬管理制度改革又是高校内部管理体制改革的重点。薪酬是当今社会劳动者耐以生存的生产、生活和发展的根本动力,对于吸引、激励和留住优秀的教师人才具有关键的作用,关系到高校的稳定发展以及教师队伍和科研水平的建设。因此有必要对教师薪酬管理制度改革进行深入研究,探索改革的重点和创新点,建立具有激励性的薪酬管理制度。本研究基于管理学的激励理论和人力资源管理理论,提出高校教师薪酬管理制度改革的若干构想。第一章导言主要介绍本研究选题的背景和意义、目前该领域研究的进展、研究目标、思路以及方法等。第二章从薪酬的概念、功能和原则出发,详细介绍全面薪酬的内涵以及薪酬的功能,借助经济学、管理学,从人的心理、资本、需求方面分析入手来探讨薪酬管理的理论基础,并借鉴现代企业薪酬管理的创新理论,以求为后文奠定理论支撑。第三章对我国高校教师薪酬管理制度发展历程从改革开放以来和发展现状两方面进行详细描述,指出目前仍占主导地位的二元分配制度的弊端,并提出在体制观念、结构水平、考核体系、激励机制和福利政策方面的不足。第四章从国外企业和高校两方面入手,介绍现代企业战略性薪酬体系构建的维度基础,以及在人力资源战略上从市场出发,以绩效为基础对员工和团队创新能力的重视和开发。对于发达国家高校从集权和分权两种类型出发,总结它们在教师薪酬结构、市场化水平、绩效工资改革、考核制度以及多元化福利待遇方面的成果和发展趋势。第五章是本研究的重点,提出我国高校教师薪酬管理制度改革五个方面的思路:一是将薪酬战略同人力资源开发紧密结合,正确认识高校教师的重要战略地位,使高校与教师发展目标相互融合,真正实现“人校合一”。二是改革高校管理体制,正确处理政府和高校的关系,不断实现高校薪酬制度的市场化开发,进一步完善高校民主管理机制。三是不断提高教师的薪酬水平和合理构建三元薪酬结构,使我国高校教师的薪酬管理制度更加合理化、科学化和国际化。四是紧密围绕国家方针的提出,加强对绩效工资的重视,提出绩效工资设计的具体内容,以及建立科学的绩效考核体系,促进绩效工资改革的发展。五是重视对多元化福利的管理,发挥福利对教师的吸引和激励作用。通过以上各方面的思考以求促进高校教师薪酬管理制度的改革,不断提升高校的竞争力。
[Abstract]:In the era of knowledge economy, which is highly developed by globalization, talents have become an important strategic resource in today's society. Under the strategic background of vigorously promoting the talent power in our country, colleges and universities are shouldering the important mission of cultivating innovative talents, and the reform of university management system has also entered an important and critical stage. Among them, the reform of the salary management system of university teachers is the key point of the reform of internal management system in colleges and universities. Salary is the basic motive force for the social workers to survive in production, life and development. It plays a key role in attracting, motivating and retaining outstanding teachers. It is related to the steady development of colleges and universities and the construction of teachers and scientific research level. Therefore, it is necessary to deeply study the reform of teachers' salary management system, explore the key points and innovation points of the reform, and establish an incentive salary management system. Based on the motivation theory of management and the theory of human resource management, this paper puts forward some ideas about the reform of college teachers' salary management system. The first chapter introduces the background and significance of this research topic, the current research progress, research objectives, ideas and methods. The second chapter starts from the concept, function and principle of salary, introduces the connotation of total salary and the function of salary in detail, discusses the theoretical basis of salary management by means of economics, management, human psychology, capital and demand. And draw lessons from the innovation theory of modern enterprise salary management, in order to lay the theoretical support for the following text. The third chapter describes in detail the development course of the salary management system of colleges and universities in China from the two aspects of reform and opening up and the current situation of development, points out the drawbacks of the dualistic distribution system which still dominates at present, and puts forward the concept of system and the level of structure. Evaluation system, incentive mechanism and welfare policy deficiencies. The fourth chapter starts with the foreign enterprises and universities, introduces the dimensionality foundation of the strategic compensation system construction of modern enterprises, and the emphasis and development of the innovation ability of the staff and the team based on the market and the performance in the human resource strategy. This paper summarizes the achievements and development trends of universities in developed countries in terms of their salary structure, marketization level, performance wage reform, appraisal system and diversified welfare treatment from the two types of centralization and decentralization. The fifth chapter is the focus of this study, and puts forward five ideas for the reform of the salary management system in colleges and universities in China: first, the compensation strategy is closely combined with the development of human resources to correctly understand the important strategic position of university teachers. Make colleges and universities and teachers' development goal merge mutually, realize truly "the person school unifies". Second, it is necessary to reform the management system of colleges and universities, correctly handle the relationship between the government and universities, continuously realize the market-oriented development of the compensation system in colleges and universities, and further improve the democratic management mechanism in colleges and universities. Thirdly, it is necessary to continuously improve the salary level of teachers and rationally construct the ternary salary structure, so as to make the salary management system of teachers in colleges and universities more reasonable, scientific and international. The fourth is to strengthen the emphasis on the performance pay, to put forward the concrete content of the performance wage design, and to establish a scientific performance appraisal system to promote the development of the performance pay reform. Fifth, pay attention to the management of diversified welfare and play the role of attracting and encouraging teachers. In order to promote the reform of teachers' salary management system and improve the competitiveness of colleges and universities.
【学位授予单位】：中南民族大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G525

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