民办青岛DK学院教师薪酬体系优化研究

发布时间：2018-02-09 20:45

本文关键词： 民办高校薪酬管理战略人力资源管理　出处：《青岛科技大学》2012年硕士论文　论文类型：学位论文

【摘要】：随着社会的进步和经济的发展，教育体制改革不断深化，教育市场逐渐从卖方市场转变为买方市场。在此过程中，各类高校积极寻求良策，努力打造特色教育，力图找到可持续发展之路。而民办高职院校的竞争尤其激烈，生存越发困难。如何进一步加强管理，建立健全教师薪酬激励机制，深入挖掘教师的潜能，调动教师主动性、积极性和创造性，不仅是提高教学质量的根本途径，也是提升学校竞争力的迫切要求。民办青岛DK学院建校十余年来，经历了初创期的摸爬滚打、发展期的迅速壮大、瓶颈期的停滞不前，直至目前的全面改革，在国内民办高职院校中极具典型性。由于发展历史短、办学经验不足等原因，DK学院教师薪酬存在诸如制度自身的缺陷、薪酬水平偏低、缺乏内部公平性和外部市场竞争力等明显不足。原有的薪酬体系大多比较传统，不成系统，无法适应学院发展的要求，亟待完善。本文对民办青岛DK学院教师薪酬体系进行优化研究，综合运用战略人力资源管理理论、薪酬管理理论、激励理论与案例研究的方法，通过对学院教师薪酬体系现状和影响教师薪酬制度的内外因素的研究和分析，本文认为，DK学院首先要做的就是应从传统的人事管理转变为人力资源管理，将薪酬管理与学院的发展战略紧密结合起来，从薪酬战略、岗位分析与评价、薪酬结构、薪酬水平、薪酬系统的执行与调整等五个方面对学院教师薪酬系统进行设计。并提出了提高薪酬水平、优化薪酬结构、做好内部组织保障、完善绩效管理制度、重视非经济性薪酬的设计、健全薪酬福利制度六个具体优化措施。本文共分五部分，第一部分为前言，介绍论文的研究背景和意义、国内外研究现状、本文研究思路和方法等；第二部分就论文相关的基本理论进行了阐述；第三部分分析了民办青岛DK学院薪酬体系的现状、存在问题，并进行了归因分析；第四部分针对存在问题，，对民办青岛DK学院薪酬体系进行优化设计；最后部分为本文的研究总结。
[Abstract]:With the progress of society and the development of economy, the reform of education system is deepening, and the education market is gradually changing from seller's market to buyer's market. Try hard to find the way of sustainable development. The competition of the private higher vocational colleges is especially fierce and the survival is more difficult. How to further strengthen the management, establish and perfect the incentive mechanism of teachers' salary, tap the potential of teachers deeply, mobilize the teachers' initiative, Enthusiasm and creativity are not only the fundamental ways to improve the teaching quality, but also the urgent requirements of improving the competitiveness of schools. In the past ten years or so since the establishment of the privately run DK College in Qingdao, it has gone through the initial period of development, the rapid expansion of the development period, the stagnation of the bottleneck period, and the present comprehensive reform. Because of the short history of development and lack of experience in running a school, the salary of teachers in DK college has some defects such as the system itself, and the salary level is on the low side. Lack of internal fairness and external market competitiveness and other obvious deficiencies. The original salary system is mostly more traditional, not systematic, unable to adapt to the requirements of the development of the college, need to be improved. In this paper, the teachers' compensation system of private DK college is optimized, and the methods of strategic human resource management, compensation management, incentive theory and case study are used synthetically. Through the research and analysis of the present situation of the teachers' compensation system and the internal and external factors that influence the teachers' compensation system, this paper holds that the first thing we should do in DK college is to change from the traditional personnel management to the human resource management. Pay management and the development strategy of the college are closely combined, from salary strategy, job analysis and evaluation, salary structure, salary level, This paper designs the salary system of college teachers from five aspects, such as the execution and adjustment of the compensation system, and proposes to improve the salary level, optimize the salary structure, do a good job of the internal organization guarantee, perfect the performance management system, and attach importance to the design of the non-economic compensation. Improve the compensation and welfare system six specific optimization measures. This paper is divided into five parts, the first part is the preface, introduces the research background and significance of the paper, the domestic and foreign research status, the research ideas and methods, etc. The third part analyzes the current situation, existing problems and attribution analysis of the compensation system of the private Qingdao DK College. Part 4th, aiming at the existing problems, optimizes the salary system of the private Qingdao DK College. The last part is the summary of this paper.
【学位授予单位】：青岛科技大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2;G648.7

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