Research On Compensation Management Of Non-governmental Middle School Teachers

Compensation management is an important part of human resources management. To a large extent,the level of compensation influences teachers' emotion,enthusiasm and competency.If non-governmental middle schools want to have a place in fierce competition,they should have advantages in cultivating,motivating and using teachers. Thus,research on compensation management mechanism of non-governmental middle school teachers is of great importance.In this regard,the author uses the methods of literature analysis and questionnaire,taking Feidong County of Anhui Province for example and researches the current situation of compensation management of it in view of extrinsic compensation management and intrinsic compensation management.This author firstly defines non-governmental middle school,teachers' compensation and compensation management,expounds salary theories and motivation theories about compensation management.On the basis of empirical research on non-governmental middle school teachers' compensation of Feidong County,the author shows main problems,analyses the reasons and addresses improvement strategies.Unlike previous researches,it not only refers to money and materials,but also absorbs the theory of total compensation management.Based on this,the author divides total compensation into extrinsic compensation,including salary,awards,bonus,benefits,stocks and stock options,and intrinsic compensation,including decision-making participation,job satisfaction and career recognition.Furthermore,in extrinsic compensation management, the author uses Milkovich's compensation management theory and analyses it from the perspective of compensation system,compensation level,compensation structure, contribution evaluation and payment forms;in intrinsic compensation management,the author analyses it from the perspective of realization of joining decision-making process and improvement of job satisfaction and career recognition.Through investigation,the author found that in Feifong County,non-governmental middle school teachers had lower satisfaction of extrinsic compensation management and higher satisfaction of intrinsic compensation management than that of governmental middle school teachers,but some details need to be improved in intrinsic compensation management.Based on the results of investigation,the ideal situation the author suggests and expects is as follows:Firstly,in respect of extrinsic compensation management,non-governmental middle schools should strengthen strategic orientation of the compensation system,hoist external competitive competency of compensation level,ensure internal consistency of compensation structure,notice the fairness of individual contribution evaluation,and ensure scientific implementation of compensation payment.Secondly,in respect of intrinsic compensation management,non-governmental middle schools should encourage teachers to participate in decision-making process, improve their job satisfaction through promoting their job competency and heightening their job responsibilities,and hoist their career recognition through improving their sense of achievement and making personalized career planning for them.