河南工业职业技术学院薪酬体系研究
发布时间：2018-09-18 07:39
【摘要】：在过去的十多年中，我国实现了高等教育的快速发展。高等职业教育是我国高等教育的重要组成部分，承担着培养技术应用型人才和知识技能型人才这一重大任务。国家对发展职业教育，特别是高等职业高度重视，，高等职业教育呈现出良好的发展势头。然而影响高等职业技术教育质量和人才培养水平的关键因素在于教职工队伍。因此，设计和建立一套科学的、符合学校发展实际的薪酬体系来激励教职工以强大的动力投身工作之中是推动学校发展的重中之重。 本文以河南工业职业技术学院的教职工为研究对象，首先介绍了研究背景及意义、研究内容及框架、研究的方法及创新点，同时以薪酬制度的相关理论为基础，总结了中外高校薪酬制度改革的实践，然后调查分析了河南工业职业技术学院目前薪酬制度的现状，并深入剖析该校薪酬制度存在的主要问题，如薪酬满意度不高，竞争力低，吸引力不足，激励性不强，公平性欠缺，透明度不高，薪酬结构不合理，缺乏绩效考核体系等众多问题。最后在此基础上，对河南工业职业技术学院教职工薪酬体系进行再设计，提出了再设计后的教职工薪酬体系的主要内容和保障措施，比如做好学院内外薪酬调查工作，完善学校的福利制度和加强教师内在薪酬的激励等，并且阐述本文研究的不足和进一步研究的方向。 本文旨在通过对河南工业职业技术学院教职工薪酬现状的分析，在其现有薪酬制度的基础上设计出一套适合学院教职工实际情况的，科学的、客观的、公平的具有激励性的薪酬体系，从而使学院的薪酬对外具有竞争性，能够吸引到人才，对内具有公平性，可以留住人才，使教师薪酬与教师的工作性质、绩效水平密切相关，从而激发教师的活力，充分发挥其激励作用。本文对河南工业职业技术学院现有薪酬制度的改革具有指导作用，对同类院校的薪酬制度改革具有借鉴和参考价值。
[Abstract]:In the past ten years, China has realized the rapid development of higher education. Higher vocational education is an important part of higher education in China. The state attaches great importance to the development of vocational education, especially higher vocational education. However, the key factor affecting the quality of higher vocational and technical education and the level of talent training lies in the teaching staff. Therefore, it is the most important to design and establish a set of scientific and practical salary system to encourage the faculty to devote themselves to the work. This paper takes the teaching staff of Henan Polytechnic College as the research object. Firstly, it introduces the research background and significance, the research content and framework, the research methods and the innovation points, and at the same time, based on the relevant theories of the salary system. This paper summarizes the practice of salary system reform in colleges and universities at home and abroad, and then investigates and analyzes the present situation of compensation system in Henan Polytechnic Institute, and deeply analyzes the main problems existing in the compensation system of this school, such as low salary satisfaction and low competitiveness. Lack of attraction, incentive, fairness, transparency, unreasonable salary structure, lack of performance appraisal system and so on. Finally, on the basis of this, we redesign the salary system of the faculty of Henan Polytechnic Institute, and put forward the main contents and safeguard measures of the redesigned salary system, such as doing well the salary survey work inside and outside the college. Improve the welfare system of the school and strengthen the incentive of teachers' internal salary, and explain the deficiency of this paper and the direction of further research. This paper aims to design a set of scientific, objective and suitable salary system based on the analysis of the present salary situation of the faculty in Henan Polytechnic College. The fair and encouraging salary system can make the salary of the college competitive, attract the talented person, have the fairness to the inside, keep the talented person, make the teacher's salary closely related with the nature of the teacher's work, the level of performance, and make the salary of the teacher closely related to the quality of the teacher's work and the level of performance. In order to stimulate the vitality of teachers, give full play to its incentive role. This paper is helpful to the reform of the present salary system in Henan Polytechnic College, and has reference value to the reform of the same kind of colleges and universities.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717
本文编号：2247240
[Abstract]:In the past ten years, China has realized the rapid development of higher education. Higher vocational education is an important part of higher education in China. The state attaches great importance to the development of vocational education, especially higher vocational education. However, the key factor affecting the quality of higher vocational and technical education and the level of talent training lies in the teaching staff. Therefore, it is the most important to design and establish a set of scientific and practical salary system to encourage the faculty to devote themselves to the work. This paper takes the teaching staff of Henan Polytechnic College as the research object. Firstly, it introduces the research background and significance, the research content and framework, the research methods and the innovation points, and at the same time, based on the relevant theories of the salary system. This paper summarizes the practice of salary system reform in colleges and universities at home and abroad, and then investigates and analyzes the present situation of compensation system in Henan Polytechnic Institute, and deeply analyzes the main problems existing in the compensation system of this school, such as low salary satisfaction and low competitiveness. Lack of attraction, incentive, fairness, transparency, unreasonable salary structure, lack of performance appraisal system and so on. Finally, on the basis of this, we redesign the salary system of the faculty of Henan Polytechnic Institute, and put forward the main contents and safeguard measures of the redesigned salary system, such as doing well the salary survey work inside and outside the college. Improve the welfare system of the school and strengthen the incentive of teachers' internal salary, and explain the deficiency of this paper and the direction of further research. This paper aims to design a set of scientific, objective and suitable salary system based on the analysis of the present salary situation of the faculty in Henan Polytechnic College. The fair and encouraging salary system can make the salary of the college competitive, attract the talented person, have the fairness to the inside, keep the talented person, make the teacher's salary closely related with the nature of the teacher's work, the level of performance, and make the salary of the teacher closely related to the quality of the teacher's work and the level of performance. In order to stimulate the vitality of teachers, give full play to its incentive role. This paper is helpful to the reform of the present salary system in Henan Polytechnic College, and has reference value to the reform of the same kind of colleges and universities.
【学位授予单位】：西北农林科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717
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