Optimization Research On Teachers’ Compensation System Of Qingdao DK Private College

With the social progress and economic development, the educationsystem reform is deepening and the education market gradually shiftsfrom the seller’s market to the buyer’s market. During this progress,various types of colleges and universities actively seek good policy andstrive to create unique education, trying to find the road of sustainabledevelopment. The competition of the private colleges is especially fierceand it is hard to survive. How to further strengthen management, establishteacher’s compensation incentive system, dig the teacher’s potential,motivate the teacher’s initiative, enthusiasm and creativity? It is not onlythe fundamental way to improve the quality of teaching, but also an urgentrequirement of improve the competitiveness of college. Qingdao DK Private College was established more than ten yearswhich experienced the combat of early days, rapidly growing ofdevelopment period and stagnation of bottleneck period to Comprehensivereform period at present. It is a typical one in the domestic private highervocational colleges. Due to short development history, lack of experience ineducation and other reasons, the teachers’ compensation in the DK Collegehave the defects such as the system itself, the low level of compensation,lack of internal fairness and the insufficient of external marketcompetitiveness. The existing compensation system is more traditional andfragmented which unable to adapt to the requirements of the development ofthe college and needs to be improved.This paper optimizes and researches the teachers’ compensation systemof Qingdao DK Private College which comprehensively applies the strategichuman resources management theory, the theory of compensationmanagement, incentive theory and case study method. Through the researchand analysis of the current situation of college teachers’ compensation system and the internal and external factors which affects the teachers’compensation system, the first thing DK college should do is shifting fromtraditional personnel management to human resources management,integrate the compensation management with college development strategyclosely, design the college teachers’ compensation system from theimplementing and adjusting the compensation system, job analysis andevaluation, compensation structure, compensation level and compensationsystem. It propose six specific optimization measures: improving thecompensation level, optimizing the compensation structure, making theinternal organization protection, completing performance managementsystem, paying attention to the design of non-economic compensation andestablishing compensation and benefit system.This paper is divided into five parts: the first part is introduction whichintroduce the background and significant of the research, the currentsituation of the research at home and abroad and the methods andviewpoints of this article; the second part describes the theories which refer this paper; the third part analyses the current situation and the existingproblems of compensation system of Qingdao DK Private College andmakes an attributive analysis; the fourth part optimizes and designs thecompensation system of Qingdao DK Private College to the existingproblems; the last part is the research conclusion.