本文選題：高校 + 績效工資��； 參考：《福建師范大學》2014年碩士論文

【摘要】：隨著我國經(jīng)濟社會發(fā)展進步,高等教育事業(yè)蓬勃發(fā)展并取得巨大成就。但是,師資力量壯大的速度卻沒有跟上高等教育發(fā)展的步伐,一定程度影響了高等教育人才培養(yǎng)質(zhì)量。在有限的教師資源和財政情況下,高等院校持續(xù)推動教師收入分配制度改革,以此調(diào)動教師工作的積極性和創(chuàng)造性,來滿足高等教育發(fā)展的需要�？冃ЧべY制度陸續(xù)在各個高校開始實施,現(xiàn)處于摸索試行階段,缺乏相應理論指導和可借鑒的實踐經(jīng)驗。目前高�？冃ЧべY存在崗位設置不科學、績效考核制度不完善、激勵措施不當?shù)葐栴},使績效工資未能產(chǎn)生預期的效應。本文以福建工程學院為案例進行實證研究分析,解決績效工資的導向和激勵效應問題。通過文獻研究對薪酬、績效、績效工資、高校績效工資和激勵等有關(guān)理論進行概念界定及分析。以問卷和訪談等方式調(diào)查福建工程學院績效工資效應情況,對影響績效工資效應發(fā)揮的問題進行原因分析,借鑒國外績效工資制度經(jīng)驗,從科學設置崗位和制定崗位管理實施方案、合理調(diào)整工資分配結(jié)構(gòu)和支付策略、構(gòu)建科學的績效評價體系和考核信息反饋機制、提高教師薪酬決策中的參與程度和參與面、加大師資培訓經(jīng)費投入滿足教師發(fā)展需要等五個方面,提出強化福建工程學院績效工效應的思路。
[Abstract]:With the development of our country's economy and society, the cause of higher education is booming and has made great achievements. However, the speed of teachers' strength has not kept pace with the development of higher education, which has affected the quality of higher education personnel training to a certain extent. Under the limited teacher resources and financial situation, colleges and universities continue to promote the reform of teachers' income distribution system, so as to arouse the enthusiasm and creativity of teachers' work to meet the needs of the development of higher education. The performance pay system has been implemented in various colleges and universities, and it is in the stage of trial, lacking the corresponding theoretical guidance and practical experience to be used for reference. At present, there are some problems such as unscientific post setting, imperfect performance appraisal system, improper incentive measures and so on, which make the performance pay fail to produce the expected effect. This paper takes Fujian Institute of Engineering as a case study to solve the problem of performance pay orientation and incentive effect. This paper defines and analyzes the related theories of salary, performance wage, performance wage and incentive through literature research. By means of questionnaire and interview, this paper investigates the effect of performance wage in Fujian Institute of Engineering, analyzes the causes of the problems affecting the effect of performance wage, and draws lessons from the experience of foreign performance pay system. From setting up the position scientifically and making the implementation plan of post management, adjusting the salary distribution structure and payment strategy reasonably, constructing the scientific performance evaluation system and the information feedback mechanism of the examination, improving the participation degree and the participation aspect in the teacher's salary decision-making. This paper puts forward the idea of strengthening the effect of performance engineering in Fujian Institute of Engineering by increasing the investment of teacher training to meet the needs of teachers' development.
【學位授予單位】：福建師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：G647.2

【參考文獻】

相關(guān)期刊論文 前2條

1 黎學平;美國高校的教師制度[J];杭州師范學院學報;1998年02期

2 汪雯;;國外高校教師薪酬管理的特色與發(fā)展趨勢[J];現(xiàn)代管理科學;2008年01期

，

本文編號：1917539