Salary Management System Reform Research Of University Teachers

Highly developed global knowledge economy, talent to become an important strategic resource in today's society. Talent in China to vigorously implement the strategic background, the university shoulders the important mission of training creative talents, college management system has entered an important and critical phase, in which university teachers salary management system reform and reform the internal management of university focus. Pay is resistant to survive in today's society the production workers, the fundamental driving force of life and development, to attract, motivate and retain the best talent with the key role of teachers is related to the stability of university teachers and research development and level of the building. It is necessary to Salary Management System and the teachers in-depth study to explore the focus of reform and innovation, the establishment of a management system of incentive pay.The incentive-based management theory and human resource management theory, university teachers pay reform in a number of ideas. The first chapter introduces the background of the research topics and the significance of the progress of research in this area, research goals, ideas and methods. The second chapter the concept of remuneration, functions and principles, the details of the content, and pay full compensation function, with economics, management science, from human psychology, the capital, analyzing the demand side to explore the theoretical basis of pay administration, and drawing on the innovation of modern enterprise management theory of compensation in order to lay the theoretical support for the later. The third chapter of University Teachers on the course of development management system and development from the current situation of reform and opening up a detailed description of two aspects, that is currently still dominated by the shortcomings of the dual distribution system, and put forward the concept of the institutional, structural level, assessment system, incentives and lack of welfare policy. The fourth chapter is modern enterprise and foreign universities from two aspects, introducing a modern enterprise system construction of the dimension of the strategic base salary, as well as on human resources strategy starting from the market, performance-based staff and team of the importance and development of innovation. For developed countries, universities from the two types of centralization and decentralization proceed to sum up their teachers, salary structure, market level, performance pay reform, diversification of welfare benefits system and the evaluation results and trends. The fifth chapter is the focus of this study proposed salary management system of university teachers the idea of reform in five areas: First, the strategy will pay close integration with human resource development, the importance of a correct understanding of the strategic position of University Teachers, universities and teacher development goals to mutual integration, real "school-one people." Second, Reform the management system, correctly handle the relationship between government and universities, continue to implement market-oriented university pay system development, further improve Democratic Management mechanism. Third, increasing the salaries of teachers salary level and structure the ternary structure, so that the salaries of university teachers to rationalize the management system, scientific and international. Fourth, with the government's proposed policy to enhance the importance of performance pay, merit pay proposed design of the specific content, and the establishment of scientific performance appraisal system, and promote performance pay reform. Fifth, the management emphasis on diversification benefits, benefits for teachers to play to attract and motivate. By thinking in terms of the above in order to promote the management of University Teachers pay reform and improve the competitiveness of universities.