【摘要】：經(jīng)過30多年的發(fā)展,我國民辦高校取得了長足發(fā)展,社會認(rèn)可度增高,辦學(xué)質(zhì)量得到了明顯提升,逐漸發(fā)展成為我國高等教育中一支重要的不可忽視的力量。但是,隨著社會的發(fā)展,競爭壓力越來越大,民辦高校所處的形勢依然很嚴(yán)峻,師資力量就是其中的一個重要方面。要想在復(fù)雜激烈的競爭環(huán)境中取得優(yōu)勢,實(shí)現(xiàn)民辦高校的長期健康穩(wěn)定發(fā)展,首要任務(wù)是充實(shí)師資力量,提升師資質(zhì)量和素質(zhì)。薪酬福利對教師而言是其切身利益,很大程度上是高校對教師價值的直接肯定,它與民辦高校人力資源管理和人才資源的優(yōu)化配置息息相關(guān)。優(yōu)化教師的薪酬福利制度是民辦高校實(shí)現(xiàn)高效的人力資源管理、人才資源優(yōu)化配置以及人力資本激勵效果的有效途徑。 有鑒于此,本研究運(yùn)用調(diào)查問卷法和文獻(xiàn)研究法,通過對武漢市三所極具代表性的民辦高校教師的薪酬福利狀況進(jìn)行調(diào)查分析,了解了影響教師薪酬福利的因素,發(fā)現(xiàn)了樣本民辦高校教師薪酬福利制度存在的問題并分析原因,并借助薪酬福利制度設(shè)計的幾種代表性基礎(chǔ)理論,結(jié)合薪酬福利制度設(shè)計的基本原則和思路,嘗試構(gòu)建了更有利于吸引和留住人才的薪酬福利制度。 本論文主要包括以下三個方面： 第一部分對民辦高校、薪酬和福利等概念進(jìn)行界定。在研究相關(guān)問題之前,對研究對象所涉及到的相關(guān)內(nèi)容進(jìn)行概念上的界定,明確研究對象和范圍,進(jìn)而簡要介紹了與薪酬福利制度相關(guān)的幾種代表性理論。 第二部分是問卷的設(shè)計與調(diào)查,重點(diǎn)是通過對調(diào)查結(jié)果的統(tǒng)計與分析,歸納出了三所民辦高校教師薪酬福利制度存在的問題并分析了產(chǎn)生這些問題的原因。 第三部分是借助薪酬福利制度的幾種代表性基礎(chǔ)理論,結(jié)合薪酬福利制度設(shè)計的基本原則和基本思路,初步探討了設(shè)計更趨合理、更有利于吸引和留住人才的民辦高校教師薪酬福利制度
[Abstract]:After more than 30 years of development, private colleges and universities in our country have made great progress, the social recognition has increased, the quality of running schools has been obviously improved, and has gradually developed into an important force that can not be ignored in the higher education of our country. However, with the development of society, the competitive pressure is increasing, and the situation of private colleges and universities is still very severe, among which teacher strength is one of the important aspects. In order to gain advantages in the complicated and fierce competitive environment and realize the long-term healthy and stable development of private colleges and universities, the most important task is to enrich the teaching staff and improve the quality and quality of teachers. Salary and welfare is the vital interest of teachers and to a large extent the direct affirmation of teachers' value in colleges and universities. It is closely related to the management of human resources and the optimal allocation of human resources in private colleges and universities. Optimizing the salary and welfare system of teachers is an effective way to realize the efficient human resource management, the optimal allocation of human resources and the incentive effect of human capital in private colleges and universities. In view of this, this study uses questionnaire and literature research method to investigate and analyze the salary and welfare status of teachers in three representative private colleges and universities in Wuhan, and to understand the factors that affect teachers' salary and welfare. This paper finds out the problems existing in the salary and welfare system of the teachers in private colleges and universities, and analyzes the reasons. With the help of several representative basic theories of salary and welfare system design, the author combines the basic principles and ideas of the salary and welfare system design. Tried to build a more conducive to attract and retain talent compensation and welfare system. This paper mainly includes the following three aspects: the first part defines the concepts of private colleges, salaries and benefits. Before studying the related problems, this paper defines the relevant contents of the research object, defines the object and scope of the study, and then briefly introduces several representative theories related to the salary and welfare system. The second part is the design and investigation of the questionnaire, focusing on the statistical analysis of the results of the survey, summed up the three private colleges and universities teachers' salary and welfare system problems and analyzed the causes of these problems. In the third part, with the help of several representative basic theories of salary and welfare system, combined with the basic principles and basic ideas of salary and welfare system design, the author preliminarily discusses that the design is more reasonable. The salary and Welfare system of Teachers in Private Colleges and Universities which is more conducive to attracting and retaining talents
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2;G648.7

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