Research Of China University Salary Management Model

Abstract: Since reform and opening, through the development of their own efforts andactively learn from the excellent experience of the management of foreign economic, China’seconomy has achieved rapid development. However, due to the relative isolation of thecollege environment, many management model, especially the development of thecompensation management mode backward and unreasonable, thus hindering the furtherdevelopment of the college. Therefore, in order to fully implement the strategy ofinvigorating the country through science and education, the maximum possible to stimulateinitiative and potential capacity of the university teachers, taking D University as an example,combine our country university salary management current situation and foreignmanagement experience, analysis the university salary management current situation andproblems, and puts forward the corresponding reform of salary managementrecommendations, in order to D college namely our country colleges and universities in thesalary management job to provide reference.Concerning the theoretic research and practice of Chinese assignment system,it is clearthat the research on salary in the field of higher education is still relatively weak, whichleads to the ambiguous target pattern of assignment reform.The contradiction and problemsof the present salary system and the assignment system are obvious. The function of salaryguide the college teachers and improve their performance is far from satisfactory. With thedevelopment of wage theory and related practices, the solution of college salary needs tocatch up with the age. In the future, the college should adjust the salary system according tomarket orientation, achievement orientation, ability orientation and the individualization, thediversity principles, in order to meet the need of dynamic external environment and maintainthe competitive advantages.