發(fā)布時間：2018-06-04 01:51

  本文選題：高校 + 教師��； 參考：《中南民族大學(xué)》2011年碩士論文

【摘要】：全球化高度發(fā)展的知識經(jīng)濟(jì)時代,人才成為當(dāng)今社會重要的戰(zhàn)略資源。在我國大力推行人才強(qiáng)國的戰(zhàn)略背景下,高校肩負(fù)著培養(yǎng)創(chuàng)新人才的重要使命,高校管理體制改革也進(jìn)入了重要而關(guān)鍵的階段,其中高校教師的薪酬管理制度改革又是高校內(nèi)部管理體制改革的重點(diǎn)。薪酬是當(dāng)今社會勞動者耐以生存的生產(chǎn)、生活和發(fā)展的根本動力,對于吸引、激勵和留住優(yōu)秀的教師人才具有關(guān)鍵的作用,關(guān)系到高校的穩(wěn)定發(fā)展以及教師隊(duì)伍和科研水平的建設(shè)。因此有必要對教師薪酬管理制度改革進(jìn)行深入研究,探索改革的重點(diǎn)和創(chuàng)新點(diǎn),建立具有激勵性的薪酬管理制度。 本研究基于管理學(xué)的激勵理論和人力資源管理理論,提出高校教師薪酬管理制度改革的若干構(gòu)想。第一章導(dǎo)言主要介紹本研究選題的背景和意義、目前該領(lǐng)域研究的進(jìn)展、研究目標(biāo)、思路以及方法等。第二章從薪酬的概念、功能和原則出發(fā),詳細(xì)介紹全面薪酬的內(nèi)涵以及薪酬的功能,借助經(jīng)濟(jì)學(xué)、管理學(xué),從人的心理、資本、需求方面分析入手來探討薪酬管理的理論基礎(chǔ),并借鑒現(xiàn)代企業(yè)薪酬管理的創(chuàng)新理論,以求為后文奠定理論支撐。第三章對我國高校教師薪酬管理制度發(fā)展歷程從改革開放以來和發(fā)展現(xiàn)狀兩方面進(jìn)行詳細(xì)描述,指出目前仍占主導(dǎo)地位的二元分配制度的弊端,并提出在體制觀念、結(jié)構(gòu)水平、考核體系、激勵機(jī)制和福利政策方面的不足。第四章從國外企業(yè)和高校兩方面入手,介紹現(xiàn)代企業(yè)戰(zhàn)略性薪酬體系構(gòu)建的維度基礎(chǔ),以及在人力資源戰(zhàn)略上從市場出發(fā),以績效為基礎(chǔ)對員工和團(tuán)隊(duì)創(chuàng)新能力的重視和開發(fā)。對于發(fā)達(dá)國家高校從集權(quán)和分權(quán)兩種類型出發(fā),總結(jié)它們在教師薪酬結(jié)構(gòu)、市場化水平、績效工資改革、考核制度以及多元化福利待遇方面的成果和發(fā)展趨勢。第五章是本研究的重點(diǎn),提出我國高校教師薪酬管理制度改革五個方面的思路:一是將薪酬戰(zhàn)略同人力資源開發(fā)緊密結(jié)合,正確認(rèn)識高校教師的重要戰(zhàn)略地位,使高校與教師發(fā)展目標(biāo)相互融合,真正實(shí)現(xiàn)“人校合一”。二是改革高校管理體制,正確處理政府和高校的關(guān)系,不斷實(shí)現(xiàn)高校薪酬制度的市場化開發(fā),進(jìn)一步完善高校民主管理機(jī)制。三是不斷提高教師的薪酬水平和合理構(gòu)建三元薪酬結(jié)構(gòu),使我國高校教師的薪酬管理制度更加合理化、科學(xué)化和國際化。四是緊密圍繞國家方針的提出,加強(qiáng)對績效工資的重視,提出績效工資設(shè)計(jì)的具體內(nèi)容,以及建立科學(xué)的績效考核體系,促進(jìn)績效工資改革的發(fā)展。五是重視對多元化福利的管理,發(fā)揮福利對教師的吸引和激勵作用。通過以上各方面的思考以求促進(jìn)高校教師薪酬管理制度的改革,不斷提升高校的競爭力。
[Abstract]:In the era of knowledge economy, which is highly developed by globalization, talents have become an important strategic resource in today's society. Under the strategic background of vigorously promoting the talent power in our country, colleges and universities are shouldering the important mission of cultivating innovative talents, and the reform of university management system has also entered an important and critical stage. Among them, the reform of the salary management system of university teachers is the key point of the reform of internal management system in colleges and universities. Salary is the basic motive force for the social workers to survive in production, life and development. It plays a key role in attracting, motivating and retaining outstanding teachers. It is related to the steady development of colleges and universities and the construction of teachers and scientific research level. Therefore, it is necessary to deeply study the reform of teachers' salary management system, explore the key points and innovation points of the reform, and establish an incentive salary management system. Based on the motivation theory of management and the theory of human resource management, this paper puts forward some ideas about the reform of college teachers' salary management system. The first chapter introduces the background and significance of this research topic, the current research progress, research objectives, ideas and methods. The second chapter starts from the concept, function and principle of salary, introduces the connotation of total salary and the function of salary in detail, discusses the theoretical basis of salary management by means of economics, management, human psychology, capital and demand. And draw lessons from the innovation theory of modern enterprise salary management, in order to lay the theoretical support for the following text. The third chapter describes in detail the development course of the salary management system of colleges and universities in China from the two aspects of reform and opening up and the current situation of development, points out the drawbacks of the dualistic distribution system which still dominates at present, and puts forward the concept of system and the level of structure. Evaluation system, incentive mechanism and welfare policy deficiencies. The fourth chapter starts with the foreign enterprises and universities, introduces the dimensionality foundation of the strategic compensation system construction of modern enterprises, and the emphasis and development of the innovation ability of the staff and the team based on the market and the performance in the human resource strategy. This paper summarizes the achievements and development trends of universities in developed countries in terms of their salary structure, marketization level, performance wage reform, appraisal system and diversified welfare treatment from the two types of centralization and decentralization. The fifth chapter is the focus of this study, and puts forward five ideas for the reform of the salary management system in colleges and universities in China: first, the compensation strategy is closely combined with the development of human resources to correctly understand the important strategic position of university teachers. Make colleges and universities and teachers' development goal merge mutually, realize truly "the person school unifies". Second, it is necessary to reform the management system of colleges and universities, correctly handle the relationship between the government and universities, continuously realize the market-oriented development of the compensation system in colleges and universities, and further improve the democratic management mechanism in colleges and universities. Thirdly, it is necessary to continuously improve the salary level of teachers and rationally construct the ternary salary structure, so as to make the salary management system of teachers in colleges and universities more reasonable, scientific and international. The fourth is to strengthen the emphasis on the performance pay, to put forward the concrete content of the performance wage design, and to establish a scientific performance appraisal system to promote the development of the performance pay reform. Fifth, pay attention to the management of diversified welfare and play the role of attracting and encouraging teachers. In order to promote the reform of teachers' salary management system and improve the competitiveness of colleges and universities.
【學(xué)位授予單位】：中南民族大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：G525

【參考文獻(xiàn)】

相關(guān)期刊論文 前5條

1 張曉霞,崔岐恩,鈔秋玲,尚虎平;美國基礎(chǔ)教育教師薪金制研究[J];教師教育研究;2005年05期

2 徐敏,李明;試論教師隊(duì)伍的人本化管理[J];中國高教研究;2005年10期

3 趙丹齡,張巖峰,汪雯;高校教師薪酬制度的國際比較研究[J];中國高教研究;2004年S1期

4 汪平,彭省臨;高校人事管理應(yīng)轉(zhuǎn)入戰(zhàn)略性管理新階段[J];現(xiàn)代大學(xué)教育;2002年04期

5 駱品亮,陸毅;我國研究型高校薪酬制度的研究[J];研究與發(fā)展管理;2004年02期

相關(guān)博士學(xué)位論文 前1條

1 李碧虹;大學(xué)教師收入分配研究[D];華中科技大學(xué);2006年

相關(guān)碩士學(xué)位論文 前6條

1 奚昕;基于人力資源價值評價與績效評價的滁州學(xué)院教師薪酬體系研究[D];合肥工業(yè)大學(xué);2006年

2 許小晶;民辦高校教師薪酬制度研究[D];福建農(nóng)林大學(xué);2006年

3 張莉;戰(zhàn)略導(dǎo)向型的薪酬設(shè)計(jì)機(jī)理[D];新疆大學(xué);2006年

4 可宗莉;高校教師崗位績效薪酬制度實(shí)施相關(guān)問題研究[D];北京交通大學(xué);2007年

5 董明華;基于激勵有效性的高校內(nèi)部薪酬制度研究[D];蘇州大學(xué);2007年

6 黃威庭;民辦高等學(xué)校寬帶薪酬設(shè)計(jì)[D];廣東工業(yè)大學(xué);2008年

，

本文編號：1975301