Research On The Optimization Of J College Salary System

Salary system, as an important factor in the development strategy of colleges and universities, has played a key role in attracting, retaining and motivating talents. Its reform is the key and difficult point to the reform of a university internal management system, and is also a sensitive and hot issue to the society as a whole. At present, the income of a staff in a college or university consists of two parts, called "double tracks":the salary from the state and the allowance from the college or university. The salary from the state is paid in accordance with national regulations, and the allowance from the college or university is paid according to the staffs employed position and his performance. Compared to those applied in colleges and universities in developed countries, the motivating measures in colleges and universities in China are inferior. In order to cultivate a more promising younger generation to achieve the great rejuvenation of the Chinese nation, research on the optimization of the salary system in our country’s colleges and universities has become urgent.Based on the compensation theory and incentive theory, this paper optimized the salary system of J college by using the advanced experience and ideas of some foreign universities’ compensation theory. Firstly, J college, as an independent adult college, had made its strategic objective to rapidly develop and convert into a university. Secondly, in order to make full use of the enthusiasm and creativity of the faculty and attract high-level professionals from outside to join the college, the college decided to optimize its compensation system. To correct all the disadvantages of the existing pay system, J College made a reasonable post setting and post analysis and then re-employed the personnel in a way of competition for a post and applied Merit Pay System. Finally, in order to strengthen the incentive effect, a number of incentives were adopted, such as:applying faculty reward systems, hiring academic leaders and giving them preferential treatments, introducing high-level professionals, encouraging teachers to have off-campus practice and training and giving staff benefits such as the so called "market operation housing", etc.. The paper concluded that scientifically establishing a set of modern salary system, which included some comprehensive, fair and effective incentives and reasonable regulations with market competitiveness, would help J College with its strategic target to become a management college with characteristics and competitiveness by providing a strong talent guarantee and intellectual support.