【摘要】：在過去的十多年中，我國實(shí)現(xiàn)了高等教育的快速發(fā)展。高等職業(yè)教育是我國高等教育的重要組成部分，承擔(dān)著培養(yǎng)技術(shù)應(yīng)用型人才和知識(shí)技能型人才這一重大任務(wù)。國家對(duì)發(fā)展職業(yè)教育，特別是高等職業(yè)高度重視，，高等職業(yè)教育呈現(xiàn)出良好的發(fā)展勢頭。然而影響高等職業(yè)技術(shù)教育質(zhì)量和人才培養(yǎng)水平的關(guān)鍵因素在于教職工隊(duì)伍。因此，設(shè)計(jì)和建立一套科學(xué)的、符合學(xué)校發(fā)展實(shí)際的薪酬體系來激勵(lì)教職工以強(qiáng)大的動(dòng)力投身工作之中是推動(dòng)學(xué)校發(fā)展的重中之重。 本文以河南工業(yè)職業(yè)技術(shù)學(xué)院的教職工為研究對(duì)象，首先介紹了研究背景及意義、研究內(nèi)容及框架、研究的方法及創(chuàng)新點(diǎn)，同時(shí)以薪酬制度的相關(guān)理論為基礎(chǔ)，總結(jié)了中外高校薪酬制度改革的實(shí)踐，然后調(diào)查分析了河南工業(yè)職業(yè)技術(shù)學(xué)院目前薪酬制度的現(xiàn)狀，并深入剖析該校薪酬制度存在的主要問題，如薪酬滿意度不高，競爭力低，吸引力不足，激勵(lì)性不強(qiáng)，公平性欠缺，透明度不高，薪酬結(jié)構(gòu)不合理，缺乏績效考核體系等眾多問題。最后在此基礎(chǔ)上，對(duì)河南工業(yè)職業(yè)技術(shù)學(xué)院教職工薪酬體系進(jìn)行再設(shè)計(jì)，提出了再設(shè)計(jì)后的教職工薪酬體系的主要內(nèi)容和保障措施，比如做好學(xué)院內(nèi)外薪酬調(diào)查工作，完善學(xué)校的福利制度和加強(qiáng)教師內(nèi)在薪酬的激勵(lì)等，并且闡述本文研究的不足和進(jìn)一步研究的方向。 本文旨在通過對(duì)河南工業(yè)職業(yè)技術(shù)學(xué)院教職工薪酬現(xiàn)狀的分析，在其現(xiàn)有薪酬制度的基礎(chǔ)上設(shè)計(jì)出一套適合學(xué)院教職工實(shí)際情況的，科學(xué)的、客觀的、公平的具有激勵(lì)性的薪酬體系，從而使學(xué)院的薪酬對(duì)外具有競爭性，能夠吸引到人才，對(duì)內(nèi)具有公平性，可以留住人才，使教師薪酬與教師的工作性質(zhì)、績效水平密切相關(guān)，從而激發(fā)教師的活力，充分發(fā)揮其激勵(lì)作用。本文對(duì)河南工業(yè)職業(yè)技術(shù)學(xué)院現(xiàn)有薪酬制度的改革具有指導(dǎo)作用，對(duì)同類院校的薪酬制度改革具有借鑒和參考價(jià)值。
[Abstract]:In the past ten years, China has realized the rapid development of higher education. Higher vocational education is an important part of higher education in China. The state attaches great importance to the development of vocational education, especially higher vocational education. However, the key factor affecting the quality of higher vocational and technical education and the level of talent training lies in the teaching staff. Therefore, it is the most important to design and establish a set of scientific and practical salary system to encourage the faculty to devote themselves to the work. This paper takes the teaching staff of Henan Polytechnic College as the research object. Firstly, it introduces the research background and significance, the research content and framework, the research methods and the innovation points, and at the same time, based on the relevant theories of the salary system. This paper summarizes the practice of salary system reform in colleges and universities at home and abroad, and then investigates and analyzes the present situation of compensation system in Henan Polytechnic Institute, and deeply analyzes the main problems existing in the compensation system of this school, such as low salary satisfaction and low competitiveness. Lack of attraction, incentive, fairness, transparency, unreasonable salary structure, lack of performance appraisal system and so on. Finally, on the basis of this, we redesign the salary system of the faculty of Henan Polytechnic Institute, and put forward the main contents and safeguard measures of the redesigned salary system, such as doing well the salary survey work inside and outside the college. Improve the welfare system of the school and strengthen the incentive of teachers' internal salary, and explain the deficiency of this paper and the direction of further research. This paper aims to design a set of scientific, objective and suitable salary system based on the analysis of the present salary situation of the faculty in Henan Polytechnic College. The fair and encouraging salary system can make the salary of the college competitive, attract the talented person, have the fairness to the inside, keep the talented person, make the teacher's salary closely related with the nature of the teacher's work, the level of performance, and make the salary of the teacher closely related to the quality of the teacher's work and the level of performance. In order to stimulate the vitality of teachers, give full play to its incentive role. This paper is helpful to the reform of the present salary system in Henan Polytechnic College, and has reference value to the reform of the same kind of colleges and universities.
【學(xué)位授予單位】：西北農(nóng)林科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G717

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 賴亞曼;;美國高校教師薪酬影響因素分析[J];高教探索;2009年02期

2 姜海珊;;香港公立高校教師薪酬制度與激勵(lì)機(jī)制及啟示[J];高教探索;2012年03期

3 馬曉娜;;高校青年教師薪酬管理中存在的問題及對(duì)策[J];復(fù)旦教育論壇;2006年01期

4 付瑤瑤;吳旦;;美國研究型大學(xué)學(xué)術(shù)人員薪酬管理制度的研究與借鑒[J];復(fù)旦教育論壇;2007年05期

5 林平;;現(xiàn)行工資制度下深化高校薪酬改革的探討[J];江蘇高教;2008年03期

6 王杰法;;高職院校教師績效考評(píng)存在的問題與對(duì)策[J];教育與職業(yè);2007年08期

7 高晶;;國外高校薪酬制度發(fā)展趨勢及對(duì)我國高校薪酬制度改革的若干啟示[J];商業(yè)文化(學(xué)術(shù)版);2008年07期

8 徐宏毅,周祖德;高校教師激勵(lì)機(jī)制的模式研究[J];武漢理工大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2001年06期

9 劉彩鳳;;我國高校教師薪酬制度的現(xiàn)狀分析[J];現(xiàn)代經(jīng)濟(jì)信息;2011年17期

10 鄭利民;夏俊;;高等職業(yè)技術(shù)學(xué)院教師工作滿意度研究[J];沿海企業(yè)與科技;2007年04期

本文編號(hào)：2247240