Reform In Remuneration Distribution System In Institutions Of Higher Learning In China

The paper has conducted a research on the remuneration distribution system reform in institutions of higher learning (hereafter referred as IHL) in China. Reform in remuneration distribution system is fundamental for IHL, and it is also a difficult one and a hot issue. The principles of "People-oriented", "Efficiency priority with consideration of fair distribution" and "Income distributions based on work performance and essential factors of production" must be carried out in the practice of university employee remuneration reform. The practical experience of remuneration distribution systems in overseas universities should be used for reference. The research should start with flexible salary, and the remuneration distribution reform should be strengthened. The reform should be focused on the increase of allowance, distribution gaps should be enlarged, scientific distribution measures should be formulated, and the principle of encouragement should be applied in order to optimize human resources and improve the efficiency of human resource capital in IHL.The research indicates that the IHL remuneration system reform is in line with the distribution principles of " Income distributions based on work performance and essential factors of production" and "Efficiency priority with consideration of fair distribution", and multi-distribution models co-exist, thus a preliminary remuneration distribution system with characteristics of IHL in China has been established, suitable for the development of the socialist market economy. An incentive mechanism and a competitive state among IHL staff have been basically formed. The income of IHL staff is generally increased. However, problems in the system have been emerging, such as the co-existence of the new equalitarianism and the huge allowance gap among the staff, lack of authority in the distribution system, each university' s adoption of its own measures, and inadequate sustainability of distribution policies. These problems may restrict the deepening of the IHL distribution system reform.The paper makes the following suggestions: the government should enhance its macro-instruction on the reform of remuneration distribution system in IHL, and regulate the behavior of distribution of IHL; remuneration scales for different universities should be set up in accordance with the academic classification of IHL; rational distribution relations and general salary increase mechanism with reasonable income gaps should be established in line with the principles " Income distributions based on work performance and essential factors of production" and "Efficiency priority with consideration of fair distribution"; the distribution policies should be strongly publicized, and traditional ideas should be changed so as to create a positive atmosphere for further reform and lead to the sustainable development of the IHL remuneration distribution reform.