Research On Teacher 's Salary Incentive In Higher Vocational Colleges

Compensation includes "salary" and "paid", but in practice most of the managers to carry out the use of the two parts together. In the opinion of some managers, remuneration is a cost, but some managers think that pay is an investment, we can see different managers, their management thinking and methods, there are some differences. Higher education in the process of development, without effective support of human capital, once the cornerstone of the lack of this, there is no development, it can not create wealth for society. Throughout human capital system, colleges and universities, teachers are an important part of this population satisfaction at work is directly related to the level of efficiency of their work, and have a significant impact on the development of higher education. In recent years, frequent issues universities, including academic corruption and materialistic tendencies too obvious issues. The reason objectively, these problems are many, but can not deny that the lack of scientific and effective incentive pay is one of the important reasons for them. At another level, the work also shows that university teachers want to inspire enthusiasm and creativity, you need to optimize their incentive compensation system to make it more scientific and efficient technology, thereby maximizing incentive effects. Colleges for Teacher Salary model line study to help improve its importance in the human resources system of colleges and universities, and help maximize the use of university resources.In this paper, mainly in compensation incentives change the current background of Chinese universities, the lack of flexibility for the wage system, the distribution of official position, title-based, incentive system emphasizes egalitarianism and post allowance allocation and other issues, combined with related disciplines theory such as economics and management science, psychology and other disciplines in addition to theory, the use of compensation theory and incentive theory, through the existing literature and examples for analysis, in-depth analysis of current salary management system implemented by universities, proposed on this basis to improve Salary Incentive for Universities and advice system to facilitate the reform of the remuneration system for the universities to provide the appropriate reference and reference.This article aims to build an efficient system of remuneration and compensation system really play the role of universities, effectively activate the potential of universities teachers, making the formation of healthy competition with each other, and actively participate in various research and innovation activities, thus contributing to universities promotion and realization of the release of teachers education level of self-worth. In a reasonable and effective stimulation incentive model, teachers generally will work at ease, to receive appropriate compensation through their own efforts and work full play to their initiative, to promote teaching and research progress.