【摘要】：從外部環(huán)境來看，基于歷史因素，計(jì)劃經(jīng)濟(jì)時(shí)期中國高校人力資源管理系統(tǒng)對(duì)中國高校的人力資源管理，存在很大的缺失，無法參與到激烈的人才競爭中去，加之，在當(dāng)下知識(shí)經(jīng)濟(jì)快速發(fā)展的時(shí)代，人才的競爭在當(dāng)前表現(xiàn)的尤為激烈，就人才競爭的現(xiàn)狀而言，各個(gè)企業(yè)對(duì)人才的需求已延伸到高校高素質(zhì)的競爭，，而高技能的人才，不管是國內(nèi)還是國際，所有這些都對(duì)高校人力資源管理提出來新的高要求。結(jié)合我國高校的自身原因，自改革開放以來，我國高校從國家機(jī)關(guān)、事業(yè)單位和企業(yè)工資體系中分離，就逐漸發(fā)生了變化，高校的薪酬制度也得到了逐步的完善。隨后在1999年北京大學(xué)和清華大學(xué)實(shí)行崗位工資以后，各地高校也相繼實(shí)行崗位工資，從而使我國教師的工資水平有所提高，因?yàn)檫@種情況，致使很多高素質(zhì)的科研人員留在了高校。但就目前高校人力資源管理發(fā)展現(xiàn)況來看，仍存在很多問題，其中表現(xiàn)最為突出的就是教師的工資結(jié)構(gòu)和分配的方式存在諸多的不公平性，使很多老師工作的積極性不高、大量高素質(zhì)教師流失以及很多老師投入業(yè)余培訓(xùn)教學(xué)中，而忽視本職教學(xué)工作，這對(duì)我國高校人力資源管理提出了巨大的考驗(yàn)。 基于上述兩方面原因，本文立足我國高校教師績效工資這個(gè)角度作為研究的立足點(diǎn)，通過對(duì)國內(nèi)外高校教師績效工資發(fā)展情況的深入考察，特別是對(duì)我國高校教師績效工資實(shí)施過程中存在的問題與不足以及國外高�？冃ЧべY體系構(gòu)建取得的成功模式的基礎(chǔ)上，筆者對(duì)此進(jìn)行了對(duì)比分析和歸納總結(jié)，其旨在通過這種研究總結(jié)為我國高校教師績效工資構(gòu)建及實(shí)施的過程中提供有益的探索。
[Abstract]:From the external environment, based on historical factors, the human resources management system of Chinese colleges and universities in the planned economy period, there is a great lack of human resources management, can not participate in the fierce competition for talent, plus, In the era of the rapid development of knowledge economy, the competition of talents is especially fierce at present. In terms of the current situation of talent competition, the demand for talents in various enterprises has been extended to the competition of high quality in colleges and universities, and the talents with high skills. Whether domestic or international, all these put forward new high requirements to the university human resources management. Since the reform and opening up, colleges and universities in our country have been separated from the wage system of state organs, institutions and enterprises, which has gradually changed, and the salary system of colleges and universities has been gradually improved. Subsequently, after the introduction of post wages at Peking University and Tsinghua University in 1999, local colleges and universities also implemented post wages one after another, thus increasing the salary level of teachers in our country, because of this situation. As a result, a lot of high-quality scientific research personnel stayed in colleges and universities. However, there are still many problems in the development of human resources management in colleges and universities, among which the most outstanding one is that there are many unfairness in the salary structure and the way of distribution of teachers, which makes many teachers less motivated to work. The loss of a large number of high-quality teachers and the devotion of many teachers to amateur training and teaching, while neglecting their own teaching work, has put forward a great test for human resources management in our universities. Based on the above two reasons, this paper bases on the angle of the performance salary of university teachers in our country as the foothold of the research, through the thorough investigation of the development of the performance salary of the teachers at home and abroad. In particular, on the basis of the problems and shortcomings in the implementation of the performance pay of college teachers in our country and the successful models of the construction of the performance pay system in foreign universities, the author makes a comparative analysis and summary of this. The purpose of this study is to provide a useful exploration for the construction and implementation of teachers' performance pay in colleges and universities in China.
【學(xué)位授予單位】：中南民族大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647

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