Issues Of University Salary Incentive System And Corresponding Strategies

Salary management is important in the human resources management as well as a problem carefully treated by high school human resources managers. In the knowledge economy era, the problems of how to attract those who are talented, how to manage human resources, and how to keep them are the most important. Recently, as the society develops quickly, modern high school teacher salary management gradually shows its disadvantages, and it even has great influence on those teachers’ enthusiasm and satisfaction to the work. It is necessary to change. From the year of1999when the education department announced the proposal of the reformation of the high school personnel system, most of the high schools in our country have done various attempts such as resetting the different salaries in different jobs in order to make the disparity, and there are successful cases. However, after the fourth salary reformation, there is still not a unified pattern on how to process the high school teacher salary reformation in the new situation and new policy. As the result, this essay tries to looking for the salary system which can lead teachers’ enthusiasm, irritate positive competition, adjust the income difference in order to show fairness based on combining the theoretical researches done before and those successful cases.In the first chapter of this paper, the background and meaning of university teachers’salary incentive, and the relevant researches on this area are described. And the relevant concepts of salary incentive are defined; the theories of salary incentive are summarized. At the end of this chapter, the research idea and methods are proposed. In the second chapter, the history of university salary system in China and the relevant policies are introduced; the tendency of the university salary administration and government’s policies can be inferred. And the experience of the university salary system reforms is summarized. Current experience demonstrates the feasibility of effective salary incentive.In the third chapter, a survey about this paper is described, and the general information of Guangxi University and the faculties are introduced. The demands of the faculty can be concluded by analysis the team members of faculties in Guangxi University. The conclusion provides basis of the effective salary incentive. Meanwhile, the success experiences of the exiting salary incentive system in Guangxi University are summarized.In the fourth chapter, a research on Guangxi University current salary incentive system is conducted. By having a survey and analyzing cases, the defects of the current salary incentive system in Guangxi University are draw. And the causes of the defects are also analyzed comprehensively.In the fifth chapter, based on the analysis of the research results, the principles of effective salary incentive system for Guangxi Universities are proposed. Additional, in the design and implementing of salary system aspects, the methods of improving the effective salary incentive are proposed.