Research On The Countermeasures Of Optimizing The Design Of Salary System In Colleges And Universities

The flourish of higher education provides a strong protection for a country’s comprehensive strength, look at today’s developed countries, the development of higher education have been in advanced level, which the vast extent dependent on the quality and level of teachers. Building a reasonable compensation system has become the key to train, attract, motivate and stabilize school academic and research staff. This paper selects Teachers’ Compensation System of University as the research object. Use literature research, interviews, comparative research, qualitative and quantitative research methods. Firstly, analyzed University Teachers’ Compensation System in China, the main problems of current system are: lower levels of external competitiveness; transitional market caused the income gap is too large; different pay systems between the introduction of talent and existing staff, staff Assessment emphasize quantity ignore quality; benefit program is inefficient; compensation management philosophy is unscientific. According relevant policies for Teachers’ Compensation System of University and reform core of teachers’ salaries, summed up the development trend of University Teachers’ Compensation System are: to further improve the treatment of teachers; more emphasis the role of ability in the increase of pay, encouraging young teachers stand out. Secondly, introduced the Teachers’ Compensation System of University in British and The United States, their higher, within a simple configuration for teachers’ income system, income difference between discipline is rationalization and public, good compensation cultural provide inspiration for us. Finally, for the problems have been identified, trends and reference of foreign experience, an optimization of University Teachers’ Compensation System design should be improved from two perspectives with six points: increase investment in higher education; further expand Universities’ authority; internal pay system design of universities should rationalize the compensation structure, increase the proportion of basic salary; rationally regulate income distribution, prevent polarization; set up evaluation system in accordance with the teachers’ professional characteristics; perfect benefit system. The innovation of this paper is: firstly, using more empirical data to describe, make sure the research more timeliness and novelty; the second is made a point of compensation system cultural and stressed the importance of such "soft system" on compensation strategy of Universities...