Research On Salary Incentive System Of Staff In Private X Higher Vocational Colleges

In 1980s,the state promulgated a series of policies to encourage social forces to run schools.The private higher education in China has been developing rapidly,and the level of running a school is increasing and the system of running a school is gradually perfected,which has played a very important role in the construction of the whole educational system.Opportunity brings challenges at the same time.In recent years,the high mobility of private higher vocational education staff has led to a high quality teaching staff to enhance the core competitiveness of private colleges and universities.How to use salary incentives to retain excellent talents and reduce turnover rate of staff and workers has become a problem faced by private universities in the development process and needs to be solved.Therefore,this paper chooses private X vocational colleges,through in-depth study,hoping to have reference significance for private X Vocational Colleges' salary incentive.Based on the theory of salary incentive,this article draws lessons from the current situation of salary incentive in Colleges and universities at home and abroad,and takes private X higher vocational colleges as the research object,and adopts the research methods such as literature research,investigation and research,quantitative analysis and qualitative analysis,and draws the following conclusions:Firstly,the overall salary level of private X high vocational colleges is too low,the salary range is small and the speed is slow.Secondly,the performance appraisal is unreasonable,and the wage structure needs to be improved.Thirdly,salary distribution is unfair and welfare type is single.In view of this,this article proposes that salary incentive system for the staff of the private X higher vocational colleges needs to be optimized,the corresponding improvement measures are taken by improving the salary level,perfecting the salary growth system,adjusting the wage structure,setting up the salary system reasonably,setting up the elastic welfare,implementing the equity incentive system,paying.attention to the non material incentive and creating the multi-dimensional salary system.At the same time,the safeguard measures were put forward.