本文選題：高校教師　切入點(diǎn)：全面薪酬　出處：《湖南大學(xué)》2012年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：激勵(lì)是薪酬最重要的功能之一。薪酬激勵(lì)是利用薪酬政策調(diào)動(dòng)員工積極性，提高生產(chǎn)效率的一種方式。傳統(tǒng)的薪酬激勵(lì)是圍繞分配制度展開(kāi)的，通過(guò)富有競(jìng)爭(zhēng)力的工資福利來(lái)吸引和激勵(lì)員工。隨著傳統(tǒng)薪酬觀(guān)向全面薪酬觀(guān)的逐步轉(zhuǎn)變，晉升機(jī)會(huì)、發(fā)展機(jī)會(huì)等內(nèi)在薪酬獲得了越來(lái)越多的關(guān)注。現(xiàn)代薪酬激勵(lì)研究也不再限于對(duì)分配制度的研究，還拓展到了晉升制度、培訓(xùn)制度等其他管理制度。如何科學(xué)合理地使用這些制度來(lái)發(fā)揮外在薪酬與內(nèi)在薪酬的激勵(lì)作用是薪酬激勵(lì)機(jī)制設(shè)計(jì)的重點(diǎn)。 高校教師是推動(dòng)高等教育發(fā)展的核心力量。高校教師隊(duì)伍的穩(wěn)定與發(fā)展，離不開(kāi)健全的高校薪酬激勵(lì)機(jī)制。根據(jù)全面薪酬理論和教育部關(guān)于深化高校人事制度改革的要求，構(gòu)建以分配激勵(lì)為核心，獎(jiǎng)勵(lì)激勵(lì)、晉升激勵(lì)、培訓(xùn)激勵(lì)、參與激勵(lì)及環(huán)境激勵(lì)為主要內(nèi)容的高校全面薪酬激勵(lì)機(jī)制已成為必然趨勢(shì)。 本文以一所地方教學(xué)型高�！}城師院為案例研究對(duì)象，通過(guò)對(duì)鹽城師院薪酬激勵(lì)機(jī)制的現(xiàn)狀實(shí)施問(wèn)卷調(diào)查、教師訪(fǎng)談等，，分析了學(xué)院現(xiàn)行薪酬激勵(lì)機(jī)制的激勵(lì)效果和存在的主要缺陷，針對(duì)這些缺陷，結(jié)合激勵(lì)理論和工資理論的內(nèi)容，以及地方教學(xué)型高校薪酬激勵(lì)的特點(diǎn)，設(shè)計(jì)了相應(yīng)的改進(jìn)方案。本文希望能夠?yàn)辂}城師院的績(jī)效工資制改革提供參考建議，對(duì)同類(lèi)院校薪酬激勵(lì)機(jī)制的構(gòu)建發(fā)揮借鑒作用，同時(shí)也希望能引起更多高校對(duì)薪酬激勵(lì)問(wèn)題的重視。
[Abstract]:Motivation is one of the most important functions of compensation. The compensation incentive is to use remuneration policies to mobilize the enthusiasm of the staff, a way to improve the production efficiency. The traditional compensation incentive is centered ondistribution system, attracted by the competitive salary and welfare and motivate employees. With the gradual transformation of the traditional concept of compensation, total compensation to the view promotion opportunities, development opportunities and other internal salary gained more and more attention. Research on the compensation incentive is no longer confined to the study of the distribution system, but also to expand the promotion system, training system and other management system. How to scientifically and rationally use these systems to develop incentive effects of external compensation and intrinsic compensation incentive is the key mechanism design.
University teachers are the core power to promote the development of higher education. The stability and development of teachers in Colleges and universities, colleges and universities cannot do without pay a sound incentive mechanism. According to the theory of total compensation and the requirements of the Ministry of education on deepening the reform of personnel system in Colleges and universities, to construct incentive as the core, reward incentive, promotion incentive, training incentive, incentive and participation Environmental motivation as the main content of the comprehensive salary incentive mechanism has become an inevitable trend.
In this paper, a local teaching oriented college, Yancheng Normal College as a case study, conducted a questionnaire survey on the status of Yancheng teachers incentive mechanism, teacher interviews, analysis of the current college salary incentive mechanism incentive effect and major defects, aiming at these defects, combining the incentive theory and salary theory, and the characteristics of the local teaching colleges, salary incentive, design the corresponding improvement program. And provide some suggestions for the performance wage system reform in this paper can hope for Yancheng Teachers College, construction of the colleges of the same kind of salary incentive mechanism play a role, but also hope to attract more attention to the salary incentive.

【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：G657

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