Study On Compensation System Of Public College And University In China

Public colleges and universities are of great significance in the development of society and economy. In order to develop perfectly, enhance hard-core competition and heighten teaching quality and efficiency, it is necessary for public college and university to use the tool of compensation to motivate enthusiasm of faculty and staff and to promote the efficiency of group's handle affairs. It's obviously right in the time of scale-increasing of students and outlay scare.Firstly, this thesis analyses the composition of faculty and staff of public college and university. In the underground of socialization and maketing of department of logistics, we can refer staff and staff to the teachers and administrative managers. Then introduce us the factors infect the compensation and the theories used in this research. The third, This article reviews the evolution of faculty distribution system in China, and introduces the compensation system in several foreign countries.As the most important part, the thesis, at length, talks about the discovering of some problems, then analyses them via a series of economic and administrant theories. At first, we visit a representational university to learn some informations about distribution and compensation. These informations include satisfying-degree, competition ability, the ingredients that staff pay more attention to in their long-term and short-term expectation, personal pressure, the central invigorative factors etc, by questionnaires and personal interviewing. At the same time, we find out the shortcoming of present-day compensation system. For example, the rules on personal-administration are obsolete. New equalitarian thoughts turn up.Talents fetched in have priority in distribution than intrinsic staff.The youth staff face more pressure than their salaries at work. Also, some professors are in business or out-school teaching in their spare time, thus, they can't concentrate on their tasks in public college and university.In succession, this thesis analyses these shortcomings, using several theories.Human Capital Theory discloses that compensation should be in accord with reserves of human capital.Efficiency Wage advise us to heighten faculty-and-staff's compensation.Equity Theory emphasize on establishing reasonable and fair regulations.Principal-Agent Theory analyses how to use the rank-order tournament to raise work efficiency of faculty and staff under the background of unadequate outlay.At last it give us some advices on practical status of public university and college.