Universities Pay For Performance Management Systems To Explore

For rationalizing the relations and standardizing the order of income distribution, Recent years, Chinese universities put performance pay system into practice under the requirements of national policy. For performance wage, national policy only show the oriented and principles and has not give specific provides. So it requires universities work as policy maker as well as policy executor make their own rules according to reality. Due to performance concept is the first time introduced to our college pay management system, therefore it must faced many difficulties in developed process and implementation process.This paper combined domestic College implementation performance pay management system of status and domestic expert scholars of related research results analysis the difficulties and problems that College developed and implement performance pay management system from the following five parts pay structure, and pay level, and pay adjustment, performance examination approach and system introduced. This paper basic on comb both at home and abroad existing College performance pay management theory promote countermeasures and suggestions to resolve issues from management, and economics, and psychology views.Practice is the sole criterion for testing truth. Successful performance pay management system must be able to achieve the four effects:first is through the system we can already measure the personal performance and can distinguish differences each other. Second is the individual can experience the relationship between difference performance and differences payment.Third is the wage differential can deliver different performance.Fourth is improved personal performance can make the improvement of organizational performance.This article in want to find the problems and difficulties of make and implement the system after analysis the recent performance pay administration system in colleges and universities.To implementation of the performance pay management system must be rammed four basis. First is use a good and accurate performance assessment approach. Second is to make sure the clearly express the second function of the relationship between performance and remuneration.Third is to have a strong organizational culture supports performance pay management system implementation and operation of the performance appraisal system.Four is make the salary range large enough with various grades sufficient to pull the gap and could theoretically proved that performance-related pay gap would have a significant impact on the employee. Therefore this article combined with human capital in colleges and universities and characteristic evaluation of job performance promote the recommendations on the view of identify different elements of job performance, defining indicators, establish performance standards, the use of scientific methods to evaluate the performance of design perspective, the link between performance and remuneration.This do the research under the process of identify problems, summarize problem, problem analysis, problem solving, aim to promote some constructive comments through scientific, rationality and feasibility research. Hope this research can do something for supplement and perfect the performance pay management theory in colleges and universities and give theoretical reference for better the implementation of the performance of pay management system in colleges and universities.