The Salary System Research Of SW Higher Vocational College

With continuous advancement of higher vocational education and the further development of higher vocational colleges,the management of higher vocational colleges is becoming more and more systematic.In addition to traditional teaching management,student management,logistics management,security management,etc.,compensation management as an important part of human resource management is gaining importance among the public universities and concern.Salary management focus is to establish a scientific and effective compensation management system,which is the subject of research.In this paper,the theoretical basis of economics,human resource management,psychology and other above,learn the success of salary system from the colleges in American,Japan,India and Hong Kong.Higher vocational college and ordinary colleges or universities conducted a simple comparative analysis of the current status of research vocational college salary system,and the main problems noting that the current Chinese universities after the reform,there are three major payroll model,that hierarchy job subsidies system to a performance-based allowance and basic allowances to coexist with the performance benefits of allowance system.Meanwhile,the article SW Higher Vocational College as an example to explain the present remuneration allocation scheme SW Higher Vocational College and the outstanding problems,the performance of a single mode of remuneration,salary structure unreasonable pay system does not match with the characteristics of vocational college,performance appraisal system is imperfect,the pay system lacks incentives and other aspects.He pointed out that macro external factors and internal factors SW Higher Vocational College faculty salaries.In order to improve the pay system of SW Higher Vocational College,the paper points out the objectives and basic principles of the remuneration system innovation,including competitiveness,fairness,incentive degrees,the corresponding principles and strategic principles.And clearly highlights the main salary system reform.Based on the school's own situation,determine the competitive salary levels,accounting and control the total amount of salaries,determining the pay structure and performance ratio,implement performance planning,evaluation and feedback.Stressed the successful implementation of the views of the remuneration system must be prepared related measures.Pay system is not static,we need to change withthe changing wage reform,strategic planning with the development needs of the school and constantly changes.But the core of the remuneration system is stable,that is,its guiding ideology and policy is stable.Pay system to do with the times,it is continually adjust its structure to protect the pay levels is growing,real function remuneration.