烟台Y职业学校教师绩效薪酬体系研究

发布时间：2018-01-11 18:28

本文关键词：烟台Y职业学校教师绩效薪酬体系研究　出处：《中国海洋大学》2012年硕士论文　论文类型：学位论文

【摘要】：我国已进入工业化中期,正在向世界制造业大国迈进,需要数以亿计的高素质劳动者和数以千万计的高技能专门人才,这一些都有赖于职业教育。因此最近几年,职业教育受到了高度关注,得到了快速发展,而且职业教育的师资队伍建设也有了加强。但是随着中等职业教育规模的迅速扩大,教师总量不足、专业课教师短缺、教师实践能力不强、教师的付出与其所得到的薪酬不成正比等问题日益突出。本文以烟台Y职业学校为研究对象,通过问卷调查,观察法和文献检索等研究方法,结合该职业学校的情况,学校教师的特点,对学校现行的教师绩效薪酬系统进行了全面、系统的研究,找出了该体系的缺陷,并对其产生的原因做了详尽的分析,针对目前在学校所执行的教师绩效薪酬体系中存在的一些问题,提出了自己的改进意见和方法。笔者建议,利用现代的全面薪酬的理论来对学校现行的绩效薪酬体系进行改进,全面薪酬既包括直接的经济薪酬(工资)和间接的经济酬(福利),又包括非经济的薪酬(工作及环境),是物质薪酬与精神薪酬的统一。学校管理者应该在教师充分参与的基础上,根据各岗位的特点建立相应的薪酬组合系统,以便更好的配合学校的长期发展规划和教师个人的发展,实现双赢。同时将教师绩效考核的结果合理的运用到薪酬分配中,做到分配与业绩挂钩,根据个人业绩、业务水平拉开教师的收入差距,使优秀人才的待遇明显提高,分配重点向一线骨干教师倾斜,希望能为他人对学校教师建立有效的绩效薪酬体系提供一些有价值的参考。
[Abstract]:China has entered the middle stage of industrialization, is becoming the world's manufacturing power forward, hundreds of millions of high-quality workers and tens of millions of high skilled talents, it all depends on the occupation education. In recent years, occupation education has attracted much attention and got rapid development, and the construction of teachers occupation education has strengthen. But with the rapid expansion of the scale of secondary occupation education, teacher shortage, shortage of professional teachers, teachers' practical ability is not strong, teachers pay and get their pay is not proportional to the increasingly prominent.
In this paper, the Y occupation school in Yantai as the research object, through the questionnaire survey, observation and research methods of literature retrieval, combining with the characteristics of occupation school, school teachers, the school teachers' performance salary system present a comprehensive, systematic study, find out the defects of the system, and the reasons do a detailed analysis, aiming at some problems of teacher performance pay system implementation at present during the school, put forward the suggestions and methods. The author suggests that the use of modern comprehensive compensation theory to improve the current school performance salary system, the total compensation includes not only the immediate economic compensation (wages) and indirect economic reward (Welfare), including non economic compensation (and environment), is the unity of material and spiritual compensation compensation. The basic school managers should fully participate in the teacher, The establishment of salary system according to the characteristics of the combination of the corresponding position, so that long-term development planning and coordination of the better school teachers' personal development, to achieve a win-win situation. At the same time, the teacher performance appraisal results and rational use of the salary distribution, so the distribution and performance, according to individual performance, the level of business opened teachers' income gap. The talents of the treatment significantly improved, distribution of key teachers to the backbone line tilt, hoping to provide some valuable reference for others to school teachers to establish effective performance salary system.

【学位授予单位】：中国海洋大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G717;F272.92

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