本文選題：民辦高校　切入點：薪酬體系　出處：《華北電力大學》2013年碩士論文　論文類型：學位論文

【摘要】：教育在經(jīng)濟社會發(fā)展和民族振興中具有先導性、基礎(chǔ)性和全局性地位。一個國家教育事業(yè)的發(fā)展水平體現(xiàn)了一個國家的發(fā)展后勁,關(guān)系這一個國家民族的發(fā)展前途。在中國,教育事業(yè)的發(fā)展歷來備受重視,教育作為中國發(fā)展的奠基石,圍繞教育發(fā)展的話題經(jīng)久不衰。大力發(fā)展教育事業(yè),是發(fā)揮我國人力資源優(yōu)勢、建設(shè)創(chuàng)新型國家、加快推進社會主義現(xiàn)代化的必然選擇。中國民辦高校的發(fā)展進程歷經(jīng)歲月洗禮,已然成為我國教育體系的一個重要組成部分,并逐漸變?yōu)楣修k學模式的有益補充。相比較于公立學校,中國民辦高校在改善教師薪酬待遇,提高教師授課積極性進而推動我國高等教育事業(yè)的發(fā)展方面,有更多的改善和上升空間,這也是本論文要研究的主題思想。 中國民辦高校在經(jīng)歷經(jīng)濟快速發(fā)展的浪潮中,也迎來了自身第二次發(fā)展的機遇,如何在激烈的市場競爭中脫穎而出,辦出民辦高校自身的教學特色,進而吸引優(yōu)秀的國內(nèi)外人才加入,形成民辦高校蓬勃發(fā)展的良性循環(huán)至關(guān)重要。 民辦高校教師作為一種職業(yè),同其他職業(yè)一樣,也需要激勵機制來激發(fā)教師的工作熱情；同時,民辦高校教師作為知識型員工,激勵手段與其他類型的員工就有所不同,本論文正是本著上述主旨,借鑒國外高校教師薪酬分配制度的經(jīng)驗,參考國外民辦高校成熟應(yīng)用的教師薪酬體系,以薪酬管理的理論作為基礎(chǔ),將管理學、經(jīng)濟學、心理學的相關(guān)理論融入其中,通過對我國民辦高校辦學特色和教師薪酬制度的變遷的比較分析,選取適合民辦高校教師職業(yè)特點的薪酬分配理論,對我國民辦高校教師的薪酬體系改革方向提出了對策和建議,希望能為國內(nèi)民辦高校師資改革提供參考,以期為高校吸引并留住高水平人才,提高學校整體競爭力探尋到有效的途徑。
[Abstract]:Education has a leading, basic and overall position in economic and social development and national rejuvenation. The level of development of a country's educational undertakings reflects the development stamina of a country and is related to the development prospects of the nation in this country. The development of education has always been attached great importance to. As the foundation stone of China's development, education has been around the topic of educational development for a long time. To vigorously develop education is to give full play to the advantages of our human resources and to build an innovative country. The inevitable choice to speed up the socialist modernization. The development process of private universities in China has become an important part of our educational system after years of baptism. Compared with the public schools, private colleges and universities in China improve the salary of teachers, improve the enthusiasm of teachers, and then promote the development of higher education in China. There is more room for improvement and improvement, which is also the main theme of this paper. In the tide of rapid economic development, private colleges and universities in China have also ushered in the opportunity of their second development. How to stand out in the fierce market competition and run private colleges and universities with their own teaching characteristics? It is of great importance to attract excellent talents from home and abroad to form a virtuous circle for the vigorous development of private colleges and universities. As a kind of profession, teachers in private colleges and universities, like other professions, also need incentive mechanism to stimulate teachers' enthusiasm for work. At the same time, teachers in private colleges and universities, as knowledge workers, are different from other types of employees. This thesis is based on the above purport, drawing lessons from the experience of foreign universities and colleges' salary distribution system, referring to the mature applied teachers' compensation system of foreign private colleges and universities, taking the theory of salary management as the basis, taking management science and economics as the basis. Through the comparative analysis of the characteristics of running schools and the changes of teachers' compensation system in private colleges and universities in China, this paper selects the theory of salary distribution suitable for the professional characteristics of teachers in private colleges and universities. This paper puts forward some countermeasures and suggestions on the reform of teachers' salary system in private colleges and universities in China, hoping to provide references for the reform of teachers in private colleges and universities in China, in order to attract and retain high-level talents for colleges and universities. To improve the overall competitiveness of schools to explore effective ways.
【學位授予單位】：華北電力大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G648.7;G647.2

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本文編號：1559927