Research Of China University Salary Management Model

Since reform and opening, through the development of their own efforts and actively learn from the excellent experience of the management of foreign economic, China’s economy has achieved rapid development. However, due to the relative isolation of the college environment, many management model, especially the development of the compensation management mode backward and unreasonable, thus hindering the further development of the college. Therefore, in order to fully implement the strategy of invigorating the country through science and education, the maximum possible to stimulate initiative and potential capacity of the university teachers, this paper starts with from the existing literature, combining the process type, content type, behavior modification and comprehensive incentive theory and pay the relevant theory of motivation, both to the existing research systematically, and this study has laid a theoretical basis. In addition, in order to better grasp the our country university salary management’s current situation, the domestic and foreign universities salary management current situation undertook comparative study, obtains through the contrast of our university staff salary management existence question proposed the corresponding solution and the strategy. In order to verify the correctness of solution, this article uses the case study method, taking D University as an example, in an overview of the university human resources management based on the basic situation, analysis of the D university salary management current situation and problems, and puts forward the corresponding compensation management reform proposals, with period of D universities and our country universities in the salary management job to provide reference.