Study On BVTC Of Teacher Pay Incentive Mechanism

Guangdong Baiyun Institute has run since 1989, in Guangdong, a leading private universities, especially vocational education, universities in the country has distinct features. In 2005, Guangdong Baiyun Institute of the Ministry of Education approval for the ordinary colleges and universities. As a new university, Guangdong Baiyun Institute of features, advantage is merely relative to the higher vocational education, and for general undergraduate education is a new challenge. These features, advantages, if not well into a driving force not only failed to promote the development of schools, it will hinder the development of the school. Therefore, Guangdong Baiyun Institute succeed in general undergraduate education unique, do the advantages of running out of awareness, teachers need to reshape the team, build a ethical, professional and sophisticated, high-quality innovation and excellent teachers. Rebuilding means that college teachers pay system not only to stabilize the existing teachers, in particular, is able to retain high-capacity, highly educated teachers titles, while still able to attract other colleges and universities the quality of its teachers to join. Therefore, the Research Institute of the pay system, to establish a scientific and rational, effective teacher incentive pay has a very important practical significance.In this paper, Guangdong Baiyun Institute for the study, incentive theory, and compensation theory, using empirical analysis, investigation, Institute of the existing remuneration system in the analysis problem and the reasons put forward based on the Institute of teacher salaries and incentives build concrete steps and:first make teacher pay incentives aim at the core of faculty development strategies, reshaping a general undergraduate education to meet the needs of teachers; also pointed out that the salaries of teachers in the building incentive mechanism must follow the targets and principles of fairness, incentive principle, the principle of competition, etc.; followed by the total point method using elements of the respective positions of teacher salaries, performance pay, special pay post allowance level; and from the post salary, performance pay, special post allowances and other aspects of the design of the salaries of teachers incentives; last from human resources management and welfare system both teacher pay incentives put forward build safeguards.