Research On Teachers Salary Welfare System Of Private Colleges

Private colleges have experienced a tortuous process from scratch and fromimmature to mature. Compared with public universities, private universities have theshort development time and there are many problems in such aspects of financialcapital, the basic facilities construction, teachers construction and the internalmanagement mechanism. The problem of teachers construction is particularlyprominent. In order to improve the quality of the teachers, private colleges mustattract and retain high-level, highly educated talents. How to attract top talent andadopt what kind of incentive mechanism and measure is one of the problems forprivate colleges to solve immediately. Salary welfare management is a very effectiveincentive tool. It plays role of compensation guidance, arouses teachers’ workenthusiasm and enhance teachers’ sense of belonging. At present, private collegeshave made the teachers’ salary welfare system, but they are founded by businessinvestment. As a result, the management of the campus is under the mode of theenterprise and the management system is lack of experience in colleges anduniversities. Therefore, teachers’ salary welfare system of most private colleges isnot scientific or imperfect, so as to hinder the construction of teachers team. To solvethis problem, we are supposed to change something from the management system ofprivate colleges in the final analysis. Building a scientific and reasonable salarywelfare system can greatly improve the teachers’ sense of belonging, improveteachers’ work enthusiasm and enhance teachers’ sense of ownership. Meanwhile, itis a strong pillar of the attraction and cohesion as well as a need for private collegesto realize the core competitiveness of strategic development. Scientific and reasonable salary welfare system which is suitable for thedevelopment of private colleges has to follow the principle of "distribution accordingto work, reward according to the optimal work " as well as reflect the principle offairness, justice and open. Salary welfare system and performance appraisal systemshould be combined together perfectly. That is to conduct a comprehensiveinspection from teachers’ professional morality, teaching quality, scientific researchand performance indicators, finally providing teacher’s work performance-relatedpay according to the result of the performance. Through establishing a scientific,reasonable and fair salary welfare system which is linked to teachers’ workperformance, we can arouse teachers’ work enthusiasm, improve their own value,provide whole-hearted service for colleges and universities and ultimately achievethe win-win situation of personal and school’ s common development.