Research On Shanxi University Teachers' Salary Management

Today's world, talent has become the focus of national competition, human resources as the primary resource for economic construction and development played an invaluable role. Advocated in the Government under the guiding ideology of science and education, higher education bears an important mission, the competition between universities and universities, the final analysis, education and human resources competition. In recent years, expanding higher education, followed by a series of problems facing universities, of which, personnel distribution system reform has become a priority. Higher teacher salaries and human resources management is the key content of the reform as an important indicator of higher education, university administrators and teachers also have issues of common concern.This paper studies the management of Shanxi University Teachers, the use of literature analysis, questionnaires, comparative study method its more comprehensive analysis and discussion, the main contents include: The Interpretation of pay and salary management concepts and theories and four colleges and universities - Shanxi University, Shanxi Medical University, Taiyuan University of Technology, Shanxi University of Finance and economics conducted a questionnaire survey of teachers to understand the current management situation of Shanxi University Teachers; based on the results of the questionnaire data combined with statistical information (total release 300 questionnaires, 270 valid questionnaires), Shanxi University Teachers found that the management of the following problems: school autonomy in schools Allowance is income-generating part of the funding source in the lack of assurance and stability; to implement pay for performance has not really only through the post allowance as part of its alternative form, content and evaluation methods of its assessment are the lack of certain scientific and can not really play the role of motivation of teachers; still heavy duty, re-qualification of thinking, for outstanding achievements, positive and innovative Young teachers are not given a reasonable salary and incentive compensation.The United States, France, Germany and other Western countries of Compensation Analysis of the characteristics of management, combined with one Probe into diversified sources of funding, rigorous scientific evaluation mechanism, a flexible appointment system and other aspects of experience, proposed level of Shanxi University Teachers increased government financial support must be based on basic security, performance appraisal, it is necessary to standardize the indicators as the basis, but because of the special nature of work of teachers, many indicators are difficult to quantify, it must take into account the assessment of human nature; the proposed introduction of pay and self-service broadband style pay model, can take technology transfer, patent licensing, technology shares pay distribution and other means in order to encourage outstanding young teachers; proposed to improve the salary distribution of the welfare system, can adopt a flexible benefits system, for different qualifications and age teachers to create a different combination of benefits.