本文關(guān)鍵詞：煙臺Y職業(yè)學(xué)校教師績效薪酬體系研究　出處：《中國海洋大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

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【摘要】：我國已進(jìn)入工業(yè)化中期,正在向世界制造業(yè)大國邁進(jìn),需要數(shù)以億計的高素質(zhì)勞動者和數(shù)以千萬計的高技能專門人才,這一些都有賴于職業(yè)教育。因此最近幾年,職業(yè)教育受到了高度關(guān)注,得到了快速發(fā)展,而且職業(yè)教育的師資隊(duì)伍建設(shè)也有了加強(qiáng)。但是隨著中等職業(yè)教育規(guī)模的迅速擴(kuò)大,教師總量不足、專業(yè)課教師短缺、教師實(shí)踐能力不強(qiáng)、教師的付出與其所得到的薪酬不成正比等問題日益突出。 本文以煙臺Y職業(yè)學(xué)校為研究對象,通過問卷調(diào)查,觀察法和文獻(xiàn)檢索等研究方法,結(jié)合該職業(yè)學(xué)校的情況,學(xué)校教師的特點(diǎn),對學(xué)�，F(xiàn)行的教師績效薪酬系統(tǒng)進(jìn)行了全面、系統(tǒng)的研究,找出了該體系的缺陷,并對其產(chǎn)生的原因做了詳盡的分析,針對目前在學(xué)校所執(zhí)行的教師績效薪酬體系中存在的一些問題,提出了自己的改進(jìn)意見和方法。筆者建議,利用現(xiàn)代的全面薪酬的理論來對學(xué)校現(xiàn)行的績效薪酬體系進(jìn)行改進(jìn),全面薪酬既包括直接的經(jīng)濟(jì)薪酬(工資)和間接的經(jīng)濟(jì)酬(福利),又包括非經(jīng)濟(jì)的薪酬(工作及環(huán)境),是物質(zhì)薪酬與精神薪酬的統(tǒng)一。學(xué)校管理者應(yīng)該在教師充分參與的基礎(chǔ)上,根據(jù)各崗位的特點(diǎn)建立相應(yīng)的薪酬組合系統(tǒng),以便更好的配合學(xué)校的長期發(fā)展規(guī)劃和教師個人的發(fā)展,實(shí)現(xiàn)雙贏。同時將教師績效考核的結(jié)果合理的運(yùn)用到薪酬分配中,做到分配與業(yè)績掛鉤,根據(jù)個人業(yè)績、業(yè)務(wù)水平拉開教師的收入差距,使優(yōu)秀人才的待遇明顯提高,分配重點(diǎn)向一線骨干教師傾斜,希望能為他人對學(xué)校教師建立有效的績效薪酬體系提供一些有價值的參考。
[Abstract]:China has entered the middle stage of industrialization, is becoming the world's manufacturing power forward, hundreds of millions of high-quality workers and tens of millions of high skilled talents, it all depends on the occupation education. In recent years, occupation education has attracted much attention and got rapid development, and the construction of teachers occupation education has strengthen. But with the rapid expansion of the scale of secondary occupation education, teacher shortage, shortage of professional teachers, teachers' practical ability is not strong, teachers pay and get their pay is not proportional to the increasingly prominent.
In this paper, the Y occupation school in Yantai as the research object, through the questionnaire survey, observation and research methods of literature retrieval, combining with the characteristics of occupation school, school teachers, the school teachers' performance salary system present a comprehensive, systematic study, find out the defects of the system, and the reasons do a detailed analysis, aiming at some problems of teacher performance pay system implementation at present during the school, put forward the suggestions and methods. The author suggests that the use of modern comprehensive compensation theory to improve the current school performance salary system, the total compensation includes not only the immediate economic compensation (wages) and indirect economic reward (Welfare), including non economic compensation (and environment), is the unity of material and spiritual compensation compensation. The basic school managers should fully participate in the teacher, The establishment of salary system according to the characteristics of the combination of the corresponding position, so that long-term development planning and coordination of the better school teachers' personal development, to achieve a win-win situation. At the same time, the teacher performance appraisal results and rational use of the salary distribution, so the distribution and performance, according to individual performance, the level of business opened teachers' income gap. The talents of the treatment significantly improved, distribution of key teachers to the backbone line tilt, hoping to provide some valuable reference for others to school teachers to establish effective performance salary system.

【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G717;F272.92

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