發(fā)布時(shí)間：2018-05-19 03:17

  本文選題：民辦高校 + 薪酬制度��； 參考：《山東大學(xué)》2012年碩士論文

【摘要】：隨著教育事業(yè)的多遠(yuǎn)化發(fā)展,民辦高校成為我國(guó)高等教育的重要組成部分,為更多的人提供了上大學(xué)和接受再教育的機(jī)會(huì)。然而在實(shí)踐中,由于發(fā)展時(shí)間短、學(xué)校資金有限,民辦高校在管理中還存在很多問(wèn)題,薪酬管理問(wèn)題尤為突出,比如薪酬結(jié)構(gòu)不合理、設(shè)計(jì)缺乏科學(xué)依據(jù)、薪酬制度缺乏公平性和競(jìng)爭(zhēng)性、對(duì)于青年教師缺乏關(guān)注等。薪酬制度的不合理影響了教師工作的積極性和主動(dòng)性,不利于民辦高校的長(zhǎng)遠(yuǎn)發(fā)展。全面薪酬理論為我們建立和完善民辦高校薪酬制度提供了重要的理論基礎(chǔ),以此理論為指導(dǎo),結(jié)合公辦高校和國(guó)外高校薪酬管理的經(jīng)驗(yàn),民辦高校內(nèi)部制度的特點(diǎn),本文提出了建立和完善民辦高校薪酬制度的思路和方法。 本文討論的重點(diǎn)在與民辦高校在薪酬制度中通用的薪酬制定方法和薪酬結(jié)構(gòu)設(shè)計(jì)。民辦高校在薪酬制度設(shè)計(jì)中要按照公平性、激勵(lì)性、差異性、經(jīng)濟(jì)性的原則,充分發(fā)揮其體制和內(nèi)部管理靈活的特點(diǎn),構(gòu)建具有吸引力和激勵(lì)效用的教師全面薪酬體系。其中,薪酬水平的設(shè)計(jì)思路是“薪酬調(diào)查—崗位評(píng)價(jià)—崗位分析—績(jī)效考核—確定薪酬水平”,薪酬結(jié)構(gòu)的設(shè)計(jì)思路是分別完善外在薪酬和內(nèi)在薪酬,外在薪酬關(guān)注與保障基本生活從而降低職業(yè)風(fēng)險(xiǎn),內(nèi)在薪酬關(guān)注于滿(mǎn)足教師的多元化需求,發(fā)揮激勵(lì)作用。其中內(nèi)在薪酬是設(shè)計(jì)的重點(diǎn),主要分為法定福利和校定福利,法定福利包括各種社會(huì)保險(xiǎn)、法定假期等,校定福利的完善方向主要有彈性福利制度、延期支付制度、完善培訓(xùn)制度、良好的工作氛圍、職業(yè)生涯規(guī)劃、更多的民主參與等,筆者在這些方面也做了詳細(xì)的探討。在薪酬制度制定和執(zhí)行過(guò)程中要充分考慮民辦高校的特點(diǎn),本文在文章最后探討了適合民辦高校管理現(xiàn)狀的薪酬決策制度、執(zhí)行制度、監(jiān)督制度,使薪酬制度能夠科學(xué)制定、充分執(zhí)行、效果接受監(jiān)督。
[Abstract]:With the development of education, private colleges and universities have become an important part of higher education in China, providing more and more people with the opportunity to go to university and receive re-education. However, in practice, due to the short development time, limited school funds, there are still many problems in the management of private colleges and universities, especially pay management problems, such as unreasonable salary structure, lack of scientific basis for design. The compensation system lacks of fairness and competition, and lack of attention to young teachers and so on. The unreasonable salary system affects the enthusiasm and initiative of teachers' work, and is not conducive to the long-term development of private colleges and universities. The theory of comprehensive compensation provides an important theoretical basis for us to establish and perfect the compensation system of private colleges and universities. Under the guidance of the theory, the characteristics of the internal system of private colleges and universities are combined with the experience of salary management in public universities and foreign universities. This paper puts forward the ideas and methods of establishing and perfecting the salary system of private colleges and universities. This paper focuses on the general salary formulation method and salary structure design in the compensation system with private colleges and universities. According to the principles of fairness, encouragement, difference and economy, private colleges and universities should give full play to the flexible characteristics of their system and internal management in the design of salary system, and construct a comprehensive salary system of teachers with attractive and incentive effect. Among them, the design idea of salary level is "salary survey-post evaluation-post analysis-performance appraisal-determination of salary level", and the design idea of salary structure is to perfect external salary and internal salary respectively. The external salary pays attention to and guarantees the basic life, thus reduces the occupation risk, the intrinsic salary pays attention to satisfy the teacher's diversified demand, and plays the role of incentive. The internal compensation is the focus of the design, which is mainly divided into statutory welfare and school welfare. The statutory welfare includes various social insurance, statutory holidays, etc. The direction of improvement of the school welfare mainly includes the flexible welfare system and the deferred payment system. Improve the training system, a good working atmosphere, career planning, more democratic participation, and so on, the author also made a detailed discussion in these aspects. In the process of making and implementing the salary system, we should fully consider the characteristics of the private colleges and universities. At the end of this article, we discuss the salary decision-making system, the executive system and the supervision system which are suitable for the management status of the private colleges and universities, so that the compensation system can be scientifically formulated. Fully implement and supervise the effect.
【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】：2012
【分類(lèi)號(hào)】：G647.2

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本文編號(hào)：1908483