Private X College Salary System Diagnosis And Improvement Of Design Scheme

Along with the formal implementation of Law of the People’s Republic of China on Promotion of Privately-run Schools since Sep 1st in 2003, our domestic privately-run higher education schools started a fast growth. According to the spirits of our State Department Issued Decision of Boosting Modernized Vocational Education Development(File number 19 of 2014), our country will speed up development of vocational education, and motivate more social power to participate into school running, and deepen merging and cooperation between industry and education. Under this promising situation, our privately-run higher education will enter into a brand new fast growth phase.For a private higher education school, the student enrollment is the foundation, but the teacher force is the essence of a school’s sustainable development. Teacher is the primary component of a school, and high level teachers are the school’s core competitiveness. However, many of those private higher education schools which run by enterprises do not attach too much importance on teacher force enhancement, they fully adopt company management mode to strictly control labor cost with tight discipline monitoring, for instance, they applies fingerprint attendance record among teachers. The rigid management induced teachers’ grudges; some of excellent teachers choose to leave. For turning round the situation, the school owners and its top management people are strongly suggested to change their owned conception by importing high level teacher resources, improving whole staff’s competence, and putting teacher force development at the prime position of school’s long term strategy and goal. The private schools should learn and take fully use of modern human resources management concept and methods based on their actual situation, to design out more scientific and reasonable HR management systems which will finally realize win-win result between school owners and teachers. The salary management is the essence of HR management, also is the main factor of impacting teachers’ satisfaction. For those private higher education schools, their top level management people need think about how to work out more reasonable salary management system to make teachers fell truly satisfactory, and attract, train, motivate and retain more high level talents under limited human cost budget, which will give benefit to school’s long term development.Based on broad reference of relative materials, this thesis gave summary at first for those domestic and abroad salary management theories and studies, to brief general salary management design method and theories, and reveal relationship between the system and teacher force establishment. And then this thesis used questionnaires and interviews to get to know TY School’s present issues existing in salary management. By linking TY School’s development strategy and salary management goals with scientific salary system design theories and methods, the following sections of this thesis clarified the whole process of salary management system design from teacher’s hierarchy appraisement system design, teacher’s performance appraisement system design, base salary payment setting, to incentive bonus payment setting and so on. The thesis optimized salary management system of private TY School, and further completed salary system aiding polices and mechanism, ensured a highly effective operation and beneficial result.Hope all study outcomes in this thesis will bring practical value to TY School’s salary management, and also hope can benefit and give guidelines to other similar schools to better and reform their salary management system.