本文關(guān)鍵詞：山東英才學(xué)院績(jī)效考核與薪酬體系設(shè)計(jì)　出處：《河北大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 民辦教育 人力資本價(jià)值 薪酬績(jī)效制度 3P模式

【摘要】：近年來,民辦教育在我國(guó)迅猛發(fā)展，教育是培養(yǎng)人才的戰(zhàn)略型措施之一，，而高校又是國(guó)家快速發(fā)展的人才教育基地，伴隨著民辦高等院校人事分配制度改革的不斷深入,高校的薪酬機(jī)制發(fā)生了巨大的變革。眾所周知，薪酬能夠準(zhǔn)確衡量員工的工作價(jià)值，是人力資本價(jià)值實(shí)現(xiàn)的重要載體，所以在教職工家庭、社會(huì)地位等方面起著舉足輕重的作用。幾年來，在民辦高校中實(shí)現(xiàn)薪酬績(jī)效工資越來越受到眾多高校的重視，試圖通過薪酬績(jī)效制度達(dá)到互利共贏的局面是我們大家所期待的，但是，我國(guó)民辦高校的現(xiàn)狀與我國(guó)高等教育大眾化的要求并不符合，與世界高等學(xué)府的發(fā)展潮流也不相適應(yīng)，在不少民辦高校薪酬制度面前，教職工的工作散慢，動(dòng)力不足，極大違背了我國(guó)教育人才的教育規(guī)定，也深深的影響了我國(guó)各民辦高校教育人才的積極性，與我國(guó)發(fā)展“人才戰(zhàn)略的目標(biāo)”大相徑庭，這些問題不得不引起我們的深刻思考。 本文以民辦高校---山東英才學(xué)院為例，分析了山東英才學(xué)院的薪酬管理中存在的問題，把績(jī)效考核與薪酬體系設(shè)計(jì)作重點(diǎn)，提出了應(yīng)用于山東英才學(xué)院的基于合理公平的3P（崗位position-績(jī)效performance 工資paymen）一體化工資模式，希望能夠使山東英才學(xué)院以及由這些問題的的民辦高校有所幫助，留住優(yōu)秀的教職工，提高教育效率，為國(guó)家培養(yǎng)德智體美勞全面發(fā)展的高素質(zhì)人才，真正實(shí)現(xiàn)持續(xù)健康發(fā)展。
[Abstract]:In recent years, private education has developed rapidly in our country. Education is one of the strategic measures to train talents, and colleges and universities are also the base for the rapid development of talent education in the country. With the deepening reform of personnel distribution system in private colleges and universities, the compensation mechanism of colleges and universities has undergone tremendous changes. As we all know, compensation can accurately measure the work value of employees. It is an important carrier of the realization of human capital value, so it plays an important role in teaching staff family, social status and so on. In private colleges and universities to achieve pay performance pay more and more attention by many colleges and universities, trying to achieve a win-win situation through the salary performance system is what we all expect, but. The current situation of private colleges and universities in China does not meet the requirements of the popularization of higher education in China, and the development trend of higher education institutions in the world is not in line with the trend. In the face of the salary system of many private colleges and universities, the work of teaching staff is slow. The lack of motive power greatly violates the educational regulations of educational talents in our country, and also deeply affects the enthusiasm of educational talents in private colleges and universities in our country, which is quite different from the goal of developing "talent strategy" in our country. These problems have to arouse our deep thinking. This paper analyzes the problems existing in the salary management of Shandong Talent College with the example of -Shandong College of Excellence, and focuses on the design of performance appraisal and compensation system. This paper proposes a 3P (position position- performance performance paymenen) integrated wage model which is applied to Shandong Institute of Excellence. It is hoped that the Shandong Institute of Excellence and the private colleges and universities with these problems can help to retain outstanding teaching staff, improve the efficiency of education, and train high-quality talents for the country to develop in an all-round way, such as moral, intellectual, physical, physical, and labor. We will really achieve sustained and healthy development.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G647;G648.7

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