發(fā)布時(shí)間：2018-11-18 16:19

【摘要】：當(dāng)前日益激烈的國(guó)際競(jìng)爭(zhēng),本質(zhì)是綜合國(guó)力的競(jìng)爭(zhēng),歸根到底是科學(xué)技術(shù)、特別是核心關(guān)鍵技術(shù)的競(jìng)爭(zhēng)。從某種意義上說,科技實(shí)力是世界政治經(jīng)濟(jì)力量對(duì)比變化的決定因素,也在某種程度上決定了各國(guó)各民族的前途命運(yùn)。習(xí)近平總書記指出：人是科技創(chuàng)新的最關(guān)鍵因素,科技競(jìng)爭(zhēng)就是人才的競(jìng)爭(zhēng)。隨著創(chuàng)新驅(qū)動(dòng)發(fā)展戰(zhàn)略上升為國(guó)家核心戰(zhàn)略,高等院校作為培養(yǎng)高科技創(chuàng)新型人才和中華民族偉大復(fù)興事業(yè)建設(shè)者的重要搖籃和基地,社會(huì)功能越發(fā)重要和突出；高校教師作為高校的靈魂,通過自身不斷的付出和努力,在培養(yǎng)科技人才,發(fā)展具有中國(guó)社會(huì)主義特色、達(dá)到世界先進(jìn)水平的現(xiàn)代教育方面作出了巨大貢獻(xiàn)。薪酬激勵(lì)以其獨(dú)特的導(dǎo)向作用和功能,在一定程度上影響著高校教師的素質(zhì)和競(jìng)爭(zhēng)力。但當(dāng)前,許多高�！按蠖睂W(xué)”,過于重視學(xué)生數(shù)量、學(xué)校規(guī)模、硬件設(shè)施的擴(kuò)展,忽視了對(duì)教師的專業(yè)培養(yǎng)、持續(xù)激勵(lì),使廣大高校教師不同程度地感到對(duì)教育事業(yè)的辛勤付出得不到相應(yīng)的報(bào)酬,工資收入與自身應(yīng)有的價(jià)值不對(duì)等,無法有效激發(fā)出高校教師的工作積極性和創(chuàng)新性�，F(xiàn)階段薪酬體系尚不完善和成熟,實(shí)施過程中不可避免地出現(xiàn)了一些問題,比如：教職工的薪酬結(jié)構(gòu)有待合理、薪酬水平有待提高、崗位津貼實(shí)施標(biāo)準(zhǔn)有失公平、貧富不均問題、人才流失問題、個(gè)人所得稅納稅籌劃問題和績(jī)效工資分配問題等亟待解決。因此,分析優(yōu)化高校教師工資薪酬體系、建立完善有效的薪酬制度具有重要的現(xiàn)實(shí)意義。本文通過檢索國(guó)內(nèi)外相關(guān)專業(yè)學(xué)術(shù)論著,在目前國(guó)內(nèi)薪酬理論研究的基礎(chǔ)上,借鑒國(guó)外高等教育發(fā)達(dá)國(guó)家的先進(jìn)經(jīng)驗(yàn),采用問卷調(diào)查,訪談訪問,統(tǒng)計(jì)解析數(shù)據(jù)的方法,對(duì)教師薪酬激勵(lì)策略進(jìn)行研究分析,并重點(diǎn)評(píng)析SD大學(xué)實(shí)施的薪酬分配管理制度,探究薪酬體系目前存在的問題,分析問題產(chǎn)生的原因,闡述高校如何進(jìn)行科學(xué)的薪酬制度設(shè)計(jì),特別是SD大學(xué)如何優(yōu)化薪酬激勵(lì)模式,有效實(shí)施薪酬管理,達(dá)到激發(fā)廣大教職工的工作積極性、全面提升教育質(zhì)量、提高高校核心競(jìng)爭(zhēng)力的目的。
[Abstract]:At present, the increasingly fierce international competition is essentially the competition of comprehensive national strength, which in the final analysis is the competition of science and technology, especially the core key technology. In a sense, the strength of science and technology is the decisive factor of the change of the balance of world political and economic power, and to a certain extent, it also determines the future and destiny of all nations and nations. General Secretary Xi Jinping pointed out: human is the most important factor of scientific and technological innovation, and the competition of science and technology is the competition of talents. With the development strategy driven by innovation rising into the core strategy of the country, colleges and universities as an important cradle and base for cultivating hi-tech innovative talents and the great rejuvenation of the Chinese nation, the social function is becoming more and more important and prominent. As the soul of colleges and universities, college teachers have made great contributions to the cultivation of scientific and technological talents, the development of modern education with Chinese socialist characteristics and the world's advanced level through their constant efforts and efforts. Salary incentive, with its unique guiding role and function, influences the quality and competitiveness of college teachers to some extent. However, at present, many colleges and universities are "too big to learn" and pay too much attention to the number of students, the size of the school and the expansion of hardware facilities, neglecting the professional training of teachers and continuing incentives. The teachers in colleges and universities feel to varying degrees that they can not get a corresponding reward for their hard work, and that the wage income is not equal to their due value, which can not effectively stimulate the enthusiasm and innovation of university teachers' work. At the present stage, the salary system is not perfect and mature, and some problems inevitably appear in the process of implementation, such as: the salary structure of teaching staff needs to be reasonable, the salary level needs to be improved, and the standard of post allowance implementation is unfair. The problems of inequality, brain drain, tax planning of individual income tax and distribution of performance salary should be solved urgently. Therefore, it is of great practical significance to analyze and optimize the salary system of college teachers and establish an effective compensation system. In this paper, based on the research of domestic salary theory and the advanced experience of developed countries of higher education abroad, this paper adopts the methods of questionnaire, interview, statistical analysis and analysis, by searching the academic works of relevant majors at home and abroad, and on the basis of the current research on the theory of compensation at home and abroad. This paper studies and analyzes the salary incentive strategy of teachers, and analyzes the salary distribution management system implemented by SD University, probes into the problems existing in the compensation system, and analyzes the causes of the problems. This paper expounds how to carry out scientific salary system design in colleges and universities, especially how to optimize the salary incentive mode in SD University, how to effectively implement the salary management, and how to stimulate the working enthusiasm of the teaching staff and improve the quality of education in an all-round way. The purpose of improving the core competitiveness of colleges and universities.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：G647

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本文編號(hào)：2340518