A Study On The Teachers' Compensation System Of Private Education Institutions In China Based On J English School

With the development of the times,people are increasingly diverse in educational needs,coupled with the growing prosperity of China's market economy,more and more private educational institutions came into being,to assume the non-academic education of the social role.And the service of teachers involved in the issue of pay attention is rare,whether it is "the People's Republic of China Private Education Promotion Law" or its "implementation regulations",will pay more attention to the education of private education schools,making many Some of the management activities of private non-diploma education institutions are more casual,the arrangement of teachers' salary system is often applied according to the pattern of enterprise organization,and the lack of relevant empirical research in academic research is a great regret for the field of educational economics.The teacher's salary problem is of great significance to the whole society,the related educational organization and the individual teachers.On the basis of defining the important concepts such as "salary","private educational institution" and related theoretical basis,A typical private non-academic education institutions as the object,through case studies,questionnaires,interviews and other empirical studies found that the teacher's salary system,there are the following issues: the lack of competitiveness of the level of compensation,the basic wage structure and grade It is not enough to standardize,the lack of rationality of the capital increase mechanism,the performance evaluation standard is not enough science,the welfare is relatively limited,and from the legal mechanism level,the relevant manager level,the teacher level gives the reason analysis,and focus on the above issues put forward some strategy:(1)to adopt a "mixed" salary level strategy,taking into account the economy and competitiveness;(2)set the characteristics of teachers in line with the professional characteristics of the training;(3)to adopt a "mixed" salary level strategy,taking into account the economy and competitiveness;Basic wage structure and grade;(4)enrich the welfare of the relevant teachers to choose,to establish a flexible welfare package system;(5)refine the relevant laws and regulations,improve the relevant security mechanism.