【摘要】：當前日益激烈的國際競爭,本質是綜合國力的競爭,歸根到底是科學技術、特別是核心關鍵技術的競爭。從某種意義上說,科技實力是世界政治經濟力量對比變化的決定因素,也在某種程度上決定了各國各民族的前途命運。習近平總書記指出：人是科技創(chuàng)新的最關鍵因素,科技競爭就是人才的競爭。隨著創(chuàng)新驅動發(fā)展戰(zhàn)略上升為國家核心戰(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興事業(yè)建設者的重要搖籃和基地,社會功能越發(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)展具有中國社會主義特色、達到世界先進水平的現(xiàn)代教育方面作出了巨大貢獻。薪酬激勵以其獨特的導向作用和功能,在一定程度上影響著高校教師的素質和競爭力。但當前,許多高�！按蠖睂W”,過于重視學生數量、學校規(guī)模、硬件設施的擴展,忽視了對教師的專業(yè)培養(yǎng)、持續(xù)激勵,使廣大高校教師不同程度地感到對教育事業(yè)的辛勤付出得不到相應的報酬,工資收入與自身應有的價值不對等,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：教職工的薪酬結構有待合理、薪酬水平有待提高、崗位津貼實施標準有失公平、貧富不均問題、人才流失問題、個人所得稅納稅籌劃問題和績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)實意義。本文通過檢索國內外相關專業(yè)學術論著,在目前國內薪酬理論研究的基礎上,借鑒國外高等教育發(fā)達國家的先進經驗,采用問卷調查,訪談訪問,統(tǒng)計解析數據的方法,對教師薪酬激勵策略進行研究分析,并重點評析SD大學實施的薪酬分配管理制度,探究薪酬體系目前存在的問題,分析問題產生的原因,闡述高校如何進行科學的薪酬制度設計,特別是SD大學如何優(yōu)化薪酬激勵模式,有效實施薪酬管理,達到激發(fā)廣大教職工的工作積極性、全面提升教育質量、提高高校核心競爭力的目的。
[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.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：G647

【參考文獻】

相關期刊論文 前5條

1 謝文新;張婧;;中、美、德三國高校教師薪酬制度比較與思考[J];高教探索;2013年04期

2 王永剛;;高校崗位績效工資制實施中存在問題與對策研究[J];黑河學刊;2012年11期

3 李俊林;;高校教師非貨幣薪酬激勵研究[J];河北師范大學學報(教育科學版);2013年08期

4 于化廷;;高等學校績效工資改革幾個關系的處理——財務視角下的高�？冃ЧべY改革[J];教育財會研究;2014年06期

5 姚先國,方陽春;企業(yè)薪酬體系的效果研究綜述[J];浙江大學學報(人文社會科學版);2005年02期

相關博士學位論文 前1條

1 毛yN琳;以安全業(yè)績?yōu)閷虻男匠攴峙浞椒ㄑ芯縖D];中國礦業(yè)大學（北京）;2014年

相關碩士學位論文 前2條

1 魏蓉;YW公司管理人員薪酬管理體系再設計[D];廣東工業(yè)大學;2011年

2 向均;Y公司薪酬管理體系設計[D];西南交通大學;2014年

，

本文編號：2340518