Research On The University Counselor's Compensation Management In China

University student counselor plays more and more important role in higher education, counselor plays a crucial role for the development and progress of universities and colleges. University counselors are the important parts of teachers and managers in colleges and universities, and they play the important role in the stability and development of higher education. But there are many problems in counselors' salary management. Compensation management is one of the core matters in human resource management. Researching the situation of university counselors, Explore to strengthen and improve the management of counselor team, discuss how to improve and the counselor team, probe into building-up the perfect mode of compensation management. To achieve the equity and the effectiveness of incentive.Following the basic ideas: proposing problems—analyzing problems—solving problems. According to the target and content of compensation management. In this paper, from the ranks of our university counselors' actual situation, analyze the basic theory of the compensation management. Find the problems and the reasons for the university counselors' compensation management. And in response to these issues related to countermeasures.This paper holds that the outstanding problems of the compensation management of our university counselors can be found in: Under the salaries distribution model based on the job title and qualification as the dominant factor. The counselors' pay level is lower and lack of internal equity and external competitiveness; salary system is unreasonable and lack of incentives. Imbalance in salary structure, non-monetary compensation is not taken seriously. The salary form is single, and many counselors think that their job responsibilities are not clear. Compensation management system is unsound and unscientific. Reasons for the above problems were historical,awareness,management,and policy. So, how can we do? We must raise the level of reward for counselors due consideration to fairness both inside and outside. Establish a scientific system, play the role of incentive. To improve the counselors' salary structure, pay more attention to the non-monetary. The implementation of a variety of salary forms to help counselors understand more clearly the responsibilities of their works. Establish and improve the salary system, it is necessary to increase the basic support functions of revenue for counselors. Directly link to income and performance.