Design Of Improved Compensation System In H Private College

At present,the development feature of higher education in our country is a transition from elite education to mass education. Meanwhile, with the thorough implementation of Law of the People's Republic of China on Promotion of Privately-run Schools, the private colleges and universities have become the important component of the higher education. But with the reduction in the number of students of higher education, the competition among the colleges and universities will be getting more and more intense. For the private colleges and universities, to have the outstanding teachers is the key for them to gain an upper hand in the competition. Therefore, building a fair and reasonable salary system is an important means of gaining excellent teachers.Taking the private college for instance, the paper analyzes the problems in the current compensation system and works out the improvement program so as to play a reference role in the compensation system reform of the H private College and other private colleges.First, the paper briefly introduces the background of the H private College. Then, point out the present state of the present salary system: the imperfection of the system, the unreasonable structure, its lack in internal fairness and external competition. And, analyze the causes.Next, the paper reorganizes the premise of the improvement of the compensation system in the H private College. Its main contents are as follows: Investigate the salary level of high institutes in the region, Make the strategic target definite, construct perfect human resource management system, make comparisons with the salary system of some of other high colleges.Then, design to the compensation system improvement plan of H Private College(1)Confirm the goal of compensation system improvement plan. Make sure not to imitate the compensation system of the public colleges and universities without careful thinking, combine the reality of non-governmental, and follow the principles as follows: Strengthening responsibility, Salary commeasuring salary with work, evaluating salary on what you produce.(2) Follow the principles such as the strategic guidance, the internal fairness, the exterior competitiveness, uniform quantization and improve the compensation system improvement plan.(3)Design the central elements of influencing the salary system. The design of the central elements is aimed at he knowledge-intensive organizational characters, application-oriented training goal, the improvement of teaching through scientific research and the development through management.(4) The improved salary system. Refers to the core essential factors influencing the salary of different posts, work load, importance, and contribution to college and set the responsibility coefficients of the different posts, and transform them into corresponding work load, thus the salary standard between each kind of post is confirmed.(5) Establish sound welfare system. Further improve the compensation system, provide reasonable now-and-future safeguard for the teaching and administrative staff and relieve their extra worries by offering various allowances, insurances and services and so on.Finally, standardize the notes from the three aspects: organizational security, system security, cultural security, put the compensation system improvement plan into effect and ensure it implantation. In summary, the paper combines the individual performance of the staff and their salary through the design and the implementation of the H private College's compensation system to attract external personnel, stabilize internal teachers, and achieve the aim of attracting more talents so as to ensure the realization of the college strategic target.