Research On Salary Management Of Faculty And Staff

The national market-oriented economic has opening degree more and more high, international competitiveness is mainly embodied in the talent competition, in order to adapt to the talent competition in our country, we intensified the efforts on the development of higher education, higher education is developing rapidly, the management also by the previous government unified management in colleges and universities into autonomous management. Changes required faculty management in institutions of higher can active into their campus construction, through the system of compensation incentive system to make teachers realize the original balance of the income distribution system has been broken, previously thought is "big-pot roce" income distribution "distribution according to work, work more, best’s best reward, efficiency first, fairness considered" for the principle of salary distribution system has been replaced.Combining pay and incentive theory, analysis of the current J college, compensation management, found in six aspects of problems in the compensation management, optimization of J college over the six compensation management. Improved the college internal post allowance scheme, further strengthen secondary school management at the grass-roots level; Build two-way communication feedback quantitative performance evaluation system, reflects the performance appraisal in the end, reasonable objective and guarantee the maximum compensation management objective, fair and just, and incentive principles, effective incentive the staff work hard, play their own potential to create more value, can form good competitive atmosphere between the staff, at the same time attract more college need talents to join faculty team, contribute own strength for J college construction, to further advance J college development strategy implementation, promote J college salary management further.