Comparative Research Of Chinese And American Faulty Compensation System

Teachers'compensation is of high importance to attract and retain talents, to improve teachers'motivation and satisfaction, to promote optimal allocation of resources, enhance the core competitiveness and overall strength of universities. In recent years, the remuneration of faculty compensation has become the focus of the reform practice and social difficulties in the field of management. Only have an objective analysis of the current status of university teachers salaries, learn advanced management methods and experience from foreign first-class universities, analyze and reform for the problems of teachers'compensation, can we provide a strong guarantee mechanism for the college to develop talent advantages. So as to ensure smooth implementation of the strategy of strengthening our talent.In this paper, we expounded the connotation and history of faculty compensation system in Chinese universities by a large number of data collection, collation and analysis, by the integrated use of a variety of methods documentation, comparison, investigation, etc. on the base of theory of economics, management and other related disciplines. We focused on the comparison research to faculty compensation of the United States on the structure and salary levels by setting Hunan University and the University of California as the example. And concluded problems of numerous structures, the basic wage is too low, assessment mechanisms were not perfect, no long-term incentive, the incentive function was weaken. There were issues such as low level positioning, lack of external competitiveness and internal fairness. At last, we put forward that the compensation structure should be optimized, we'd better establish long-term incentives, raise pay levels, strengthen external competitiveness, focus on internal equity, change management mode and improve compensation management mechanism.