Problems And Countermeasures Of Performance Pay Management In FY University

With the expanding enrollment scale of universities in China in recent years, competition for high level talents with high quality in colleges and universities becomes increasingly fierce. If we want to retain talent and to attract talent, increasing their income is the most direct and effective way. Therefore, it is the top priority for universities to establish scientific, reasonable, attractive and incentive wage system. After the implementation of Staff of the institution income distribution system reform of public institutions in2006, universities implement performance pay system formally. Performance pay system in universities is an issue about faculty members’interests. Not only it conforms to the trend of wage system reform of public institutions, creating a "respect for labor and talent" good working atmosphere, but also it is propitious to build a college of "people-oriented" management philosophy. Talents are starting point and the end point of people management in colleges and universities. Universities should put human resources as the most valuable resource, giving full play to people’s initiative, taking human nature, demand of the majority of staff, professional quality and realization of the value of life as the focus of management in universities and increase management transparency and credibility. It helps stimulate the enthusiasm and creativity of staff, and improve the quality of education and teaching level.This paper has six parts:firstly, read a lot of literature on performance pay management, introduces this article research background, significance, train of thought, content and research methods; secondly, it explains relevant concepts and theories, which provide a certain theoretical basis for it. Chapter three introduces background of the implementation of performance pay management system and its practices in FY University; through the analysis of questionnaire, it affirms achievements of the implemented performance-management system, such as: inspiring the enthusiasm of the teaching and administrative staff, expanding the school faculty, enhancing team spirit, and creating a harmonious campus. Chapter four points out its existing problems while affirming its achievements, for example: advance publicity of implementing the system not in place, different performance pay gap, performance appraisal system not perfect, and performance process lacking oversight and feedback mechanisms. Chapter five introduces performance pay management practices of A University in our country, and analyzes its reference points, which providing some references for FY University performance pay system. Chapter six aiming at the existent problem of FY University, proposes countermeasures of performance pay management system optimization, such as: raising awareness of the performance pay management system, perfecting the performance evaluation index system, Strengthening exchanges and communication of assessment results-oriented feedback and so on.