我国高校薪酬制度的研究

发布时间：2018-04-03 04:04

本文选题：高校教师　切入点：薪酬制度　出处：《安徽大学》2012年硕士论文

【摘要】：薪酬是员工从他所服务的单位获得员工认为有价值的物品,这是从员工的角度来定义的。从单位或者是某个组织的角度来看,薪酬是单位或组织发放给为单位或组织提供劳动的员工一定量的货币性物品和其他报酬。为了能最大可能地发挥高校教师的主观能动性和潜在的能力,就需要建立根据高校所特有的特点设计的相适应的薪酬制度,提高教师对薪酬制度的满意程度。目前,随着高校管理自主权的不断扩大,高校内实行的教师薪酬制度与薪酬管理体系在教学科研人才‘的吸引和招聘方面起着越来越重要的作用。不过,尽管高校在教师的薪酬结构和管理上改变了很多,但随着物价的不断上升,教师对薪酬水平的期望值也就越来越高,相比于教师的薪酬水平上升幅度,教师对薪酬制度的满意程度越来越低。薪酬制度中考核、晋升体系,福利、津贴等结构方面都存在不少问题。我国高校薪酬制度是伴随着我国社会主义制度的建立而形成的,并随之发展和完善,在其形成和发展的每个时期和阶段,都发挥过积极的作用,都具有相对的合理性。随着改革的深入,我国收入的分配方式发生了很大的变化,传统的薪酬分配制度受到冲击,收入分配的市场化,分配权利自主化,分配形式多样化,已经成为现实的客观要求,现行的薪酬制度与经济结构和经济运行不相适应的状况便突显出来。薪酬制度的改革和薪酬体系的重新设计是构建高校的激励机制的重要组成部分,以达到吸纳、保留和激励优秀人才的作用。本文以薪酬理论作为理论基础,对目前高校教师薪酬管理的研究成果进行了总结,并借鉴国外的经验,对合肥市4所高校160名教师关于薪酬制度的满意度进行了调查,结合合肥市高校教师薪酬管理现状,分析了影响高校教师薪酬制度满意度的因素及高校现行薪酬制度存在的问题及产生的原因。在此基础上,提出设计更适合我国高校的薪酬制度并能够提高高校教师对薪酬制度满意度的几个建议,为高校在教师薪酬管理方面的工作提供参考。
[Abstract]:Compensation is defined from the employee's point of view when the employee acquires what the employee considers to be valuable from the unit he serves.From the point of view of a unit or an organization, salary is a certain amount of monetary goods and other remuneration issued by a unit or organization to the employees who provide labor for the unit or organization.In order to maximize the subjective initiative and potential ability of college teachers, it is necessary to establish a suitable compensation system designed according to the unique characteristics of colleges and universities, so as to improve teachers' satisfaction with the compensation system.At present, with the continuous expansion of the autonomy of university management, the salary system and salary management system of teachers in colleges and universities play an increasingly important role in attracting and recruiting teaching and scientific research talents.However, although colleges and universities have changed a lot in the structure and management of teachers' salaries, as prices continue to rise, teachers' expectations of salary levels are increasing, compared with the increase in teachers' pay levels.Teachers' satisfaction with the pay system is getting lower and lower.There are many problems in the structure of salary system, such as examination, promotion system, welfare, allowance and so on.The salary system of colleges and universities in our country is formed with the establishment of socialist system in our country, and it develops and perfects with it. In each period and stage of its formation and development, it has played a positive role and has relative rationality.With the deepening of the reform, the pattern of income distribution in our country has undergone great changes. The traditional salary distribution system has been impacted. The marketization of income distribution, the autonomy of distribution rights and the diversification of distribution forms have become the objective requirements of reality.The current salary system and economic structure and economic operation does not adapt to the situation highlighted.The reform of the salary system and the redesign of the compensation system are the important parts of the incentive mechanism in order to absorb, retain and motivate the outstanding talents.Based on the theory of compensation, this paper summarizes the research results of teachers' compensation management in colleges and universities, and makes a survey of 160 teachers' satisfaction with the compensation system in four universities in Hefei by using the experience of foreign countries for reference.Combined with the present situation of college teachers' salary management in Hefei, this paper analyzes the factors that affect the satisfaction of college teachers' compensation system, the problems existing in the current compensation system of colleges and universities, and the reasons for their emergence.On this basis, several suggestions are put forward to design the salary system which is more suitable for our country's colleges and universities and to improve the teachers' satisfaction with the compensation system, which provides a reference for the work of teachers' compensation management in colleges and universities.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G647.2

【引证文献】