A Case Study Of The Faculty Remuneration System At Private College In China

Non-governmental education in our country is booming in recent years, however,most of them have fallen into denotation expansive development so far. In this case, only by strengthening connotation construction can those private higher learning institutions achieve long-term and sustainable development and train high-quality talents for society, among which one of the key influential factors is the teaching staff construction.But the present situation of teaching staff is not optimistic because those private higher learning institutions find it more and more difficult to attract excellent teachers, resulting in teachers’ poor stability so that their development is seriously restricted. As a result, stable and high quality teachers construction cannot go without the attractive and competitive compensation system.The theme of this thesis aims at the remuneration system of faculty members at private universities, taking the faculty members employed by the ZK as the study object. On the basis of the theoretical analysis of the modern salary incentive, learning from results of a large number of documents and focusing on the methods of questionnaire investigation and case study, the author of this thesis investigates the current salary situation of faculty members at ZK so as to find out the obstacles and crux of that. According to the result of survey, the author hereby put forward some preliminary suggestions from three dimensions for the improvement of faculty remuneration system at private universities, including government policy, private colleges and teachers.The whole-text is mainly divided into three aspects:the first aspect is to determine the essential theoretical foundation of faculty remuneration system at private universities; the second is a case study to the current situation and influencing factors of faculty salary system at the ZK; The third is to put forward some suggestions in order to improve faculty salary system at the ZK. It contains two points:On the one hand, all employers would establish reasonable remuneration systems, following the professional theory of remuneration and fundamental principles of remuneration design, such as fairness, competitiveness, recognition, incentive, legality and economy. On the other hand, aiming at the existing problems of faculty salary and influencing factors at the ZK, the author puts forward some preliminary suggestions from three aspects for the improvement of teachers’ salary, what are policy adjustment from the government, remuneration system reformation from the ZK board and adaptation of faculty members working at the college.