本文選題：薪酬　切入點(diǎn)：薪酬管理體系　出處：《云南財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：近年來,少兒培訓(xùn)成為我國各大城市培訓(xùn)行業(yè)的主要力量,各大城市少兒培訓(xùn)已經(jīng)形成了完善的教育教學(xué)體系,培訓(xùn)機(jī)構(gòu)在數(shù)量和質(zhì)量方面有了長足的進(jìn)步。但在市場經(jīng)濟(jì)中,各種培訓(xùn)機(jī)構(gòu)為了獲得更大的利潤,過度注重市場開發(fā)而忽略了師資力量的培育和建設(shè),教師的薪酬體系設(shè)置也不合理。薪酬體系設(shè)置的不合理會(huì)導(dǎo)致少兒培訓(xùn)機(jī)構(gòu)的教學(xué)質(zhì)量受到嚴(yán)重的威脅,也在一定程度上影響了少兒培訓(xùn)機(jī)構(gòu)的可持續(xù)發(fā)展。本文在分析和研究的過程中,以深圳市少兒培訓(xùn)A機(jī)構(gòu)為研究對(duì)象,分析和探討了A機(jī)構(gòu)教師薪酬管理的相關(guān)問題,通過分析研究,發(fā)現(xiàn)了A機(jī)構(gòu)教師薪酬體系中存在的問題和不足,然后結(jié)合相關(guān)的理論,就這些問題提出了相關(guān)的解決措施和建議,期望通過本文的分析和研究對(duì)A機(jī)構(gòu)教師薪酬管理起到一定的借鑒意義。首先,對(duì)薪酬管理的文獻(xiàn)綜述以及薪酬管理的內(nèi)容進(jìn)行了分析和探討,為本文研究A機(jī)構(gòu)教師薪酬管理的問題提供了一定的借鑒。其次,根據(jù)A機(jī)構(gòu)教師薪酬管理的現(xiàn)狀進(jìn)行了分析,在此基礎(chǔ)上歸納和總結(jié)了目前A機(jī)構(gòu)教師薪酬管理中存在的問題和不足。再次,根據(jù)前文分析的基礎(chǔ),針對(duì)A機(jī)構(gòu)的現(xiàn)狀,進(jìn)行了薪酬管理體系的優(yōu)化;結(jié)合深圳市A機(jī)構(gòu)教師薪酬管理的現(xiàn)狀進(jìn)行了薪酬體系優(yōu)化設(shè)計(jì)。最后,針對(duì)本文所提出的A教師薪酬優(yōu)化體系,本部分提出了相關(guān)的保障性措施。
[Abstract]:In recent years, the training of children has become the main force of the training industry in the major cities of our country. The training for children in the major cities has formed a perfect education and teaching system, and the training institutions have made great progress in terms of quantity and quality. But in the market economy, In order to obtain greater profits, various training institutions pay too much attention to market development and neglect the cultivation and construction of teachers. The salary system of teachers is also unreasonable. The unreasonable setting of salary system will result in a serious threat to the teaching quality of children's training institutions. It also affects the sustainable development of children training institutions to some extent. In the process of analysis and research, this paper analyzes and discusses the related problems of teachers' salary management in institutions A, taking Shenzhen Children's training Agency A as the research object. Through the analysis and research, we find the problems and shortcomings in the salary system of the teachers in institutions A, and then combine with the relevant theory, put forward the relevant measures and suggestions on these problems. Through the analysis and study of this paper, it is expected to play a certain reference to the salary management of teachers in institutions A. first, the literature review of compensation management and the content of salary management are analyzed and discussed. This paper provides a certain reference for the study of teacher compensation management in institution A. secondly, according to the current situation of teacher compensation management in institution A, the paper analyzes the current situation of teacher compensation management in A institution. On the basis of this, the paper summarizes the problems and shortcomings of teacher compensation management in institution A. thirdly, according to the basis of the previous analysis, the paper optimizes the salary management system according to the current situation of A organization. Combined with the status quo of teacher compensation management in Shenzhen, this paper designs the salary system optimization. Finally, this part puts forward the relevant safeguard measures in view of the A teacher compensation optimization system proposed in this paper.
【學(xué)位授予單位】：云南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G451.5

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