本文選題：中職教師 + 薪酬管理�。� 參考：《重慶師范大學》2012年碩士論文

【摘要】：經濟體制的重大變革使中國的社會經濟發(fā)生了翻天覆地的巨大變化，世界為之震驚。改革開放30年來，中國教育為適應經濟社會發(fā)展的需要，，與時俱進地進行了教育體制改革的不懈探索，確立了科教興國的戰(zhàn)略方針。而實現科教興國戰(zhàn)略的基礎在教育，教育的基礎在教師。沒有高素質的教師怎么能培養(yǎng)出高素質的學生？因此，造就一支高素質的教師隊伍是實施科教興國戰(zhàn)略的基礎工程。與發(fā)達國家相比，我國教師隊伍存在著外在條件相對較差和內在工作動力不足的普遍問題。產生這一現象的原因是多方面的，但是無論從哪個角度看，薪酬在其中都扮演了舉足輕重的角色。因此，如何激勵教師，激發(fā)其工作動力，薪酬體制的改革不失為其中一個很好的切入點。 目前，很多學校都在科學設崗的基礎上，通過績效考核等方式，將教職工的收入與其工作業(yè)績掛鉤，試圖通過拉大收入差距的方式，充分地調動起教職工的積極性。就目前一些學校的實踐來看，不僅有利于優(yōu)化教育資源的配置，更有利于教師薪酬體系的完善，而且還收到了良好的人才效應和社會效應。 本文結合發(fā)展薪酬激勵的理論，對薪酬激勵效應進行研究，并將薪酬激勵效應的影響因素，作為調節(jié)變量納入到同一概念模型，進一步揭示成分要素、影響要素與薪酬激勵效應的作用機理。 本文是以激勵為導向來推動和實現中職教師薪酬管理制度的改革，實現從業(yè)收益的公平公正。教師的工作表現和潛意識行為不僅是受自然人對勞動成果獲得絕對薪酬的影響，并且還會受薪酬的相對結果影響。通過整合各種薪酬經費，以崗位分析和崗位評價為前提，充分體現中職教師的人力資本價值，完善評價機制，建立一種相對穩(wěn)健快速，以崗位工資為主體，以績效工資為輔的市場導向型的薪酬制度。
[Abstract]:The world is shocked by the great changes in China's social economy caused by the great changes in the economic system. Since the reform and opening up 30 years ago, in order to meet the needs of economic and social development, China's education has carried out the unremitting exploration of educational system reform with the times, and established the strategic policy of rejuvenating the country through science and education. The foundation of the strategy of rejuvenating the country through science and education lies in education, and the foundation of education lies in teachers. How can we cultivate high-quality students without high-quality teachers? Therefore, to create a high-quality teachers is the basic project of implementing the strategy of rejuvenating the country through science and education. Compared with the developed countries, the teachers in our country have the common problems of relatively poor external conditions and insufficient internal working motivation. There are many reasons for this phenomenon, but from which point of view, salary plays an important role. Therefore, how to motivate teachers and stimulate their work motivation, the reform of salary system is a good breakthrough point. At present, on the basis of setting up posts scientifically, many schools link the income of teaching staff with their work achievement by means of performance appraisal, and try to arouse the enthusiasm of teaching staff by widening the income gap. According to the practice of some schools at present, it is not only beneficial to optimize the allocation of educational resources, but also beneficial to the perfection of teachers' salary system, as well as the good talent effect and social effect. Based on the theory of development of salary incentive, this paper studies the effect of salary incentive, and puts the influencing factors of compensation incentive effect into the same conceptual model as a regulating variable, and further reveals the elements of the compensation incentive effect. The action mechanism of influencing factors and salary incentive effect. This paper aims to promote and realize the reform of the salary management system of secondary vocational school teachers and to realize the fairness and fairness of employment income. The teacher's work performance and subconscious behavior are not only influenced by the natural person's absolute salary to the labor achievement, but also by the relative result of the salary. By integrating all kinds of salary funds, taking post analysis and post evaluation as the premise, fully reflecting the value of human capital of secondary vocational school teachers, perfecting the evaluation mechanism, establishing a relatively stable and fast, taking post salary as the main body, Market-oriented pay system supplemented by performance pay.
【學位授予單位】：重慶師范大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G715.1

【參考文獻】

中國碩士學位論文全文數據庫 前1條

1 可宗莉;高校教師崗位績效薪酬制度實施相關問題研究[D];北京交通大學;2007年

本文編號：2105036