The Teacher's Salary System Optimization Of Chang Chun University Of Finance And Economics

Since the 1990 s,China has implemented the policy of enrollment expansion in universities,which has opened up new trends in the cultivation of higher education personnel.In this wave,private colleges and universities follow the development trend of the times and have emerged like mushrooms.The rapid development of private colleges and universities requires the development of a salary distribution system that is compatible with the development stage to match the development strategy of private colleges and universities.Changchun University of Finance and Economics was formally established in 2000 during the vigorous development of private colleges and universities.After more than ten years of development,it has grown to become the No.1 privately-run college in Jilin Province.Stand alone.)However,in the process of rapid growth,the unavoidable problems of personnel quality and organizational development requirements do not meet,mainly reflected in the irrational structure of teachers,lack of young teachers,key teachers,academic leaders,and teachers with large mobility.On the other hand,the unstable factors increase the risk of the management of the teaching staff.At the same time,problems such as the unfair management system of the teacher team and the unreasonable salary system have led to the emergence of a sharp increase in the turnover rate of teachers in the Changchun University of Finance and Economics.According to Maslow's demand theory,salary is the key to guaranteeing people's basic survival needs.Therefore,a reasonable compensation system that can satisfy the majority of teachers can truly attract talents and retain talents.Therefore,this paper studies the teacher salary system of Changchun University of Finance and Economics.This article begins with the investigation of the status quo of the Changchun University of Finance and Economics 's salary system,and thoroughly understands the problems existing in the salary system through survey questionnaires.After analyzing the data of the questionnaire,it finds that the current teacher remuneration system of the Changchun University of Finance and Economics has three major problems,such as lacking internal fairness in the salary level,lacking external competition and having an unreasonable salary structure.Secondly,based on the results of investigation and analysis,according to the three major problems in the salary system of Changchun University of Finance and Economics,the salary system of Changchun University of Finance and Economics was systematically optimized in terms of salary strategy,salary survey,job evaluation,salary structure,and salary composition.In order to build a set of compensation systems with fairness and external competitiveness that are both fair and motivating.Finally,from the perspectives of perfecting organization management and improving performance management system,the implementation guarantee of the salary system of the Changchun University of Finance and Economics was proposed.Among them,the improvement of organization and management measures mainly includes three aspects: improvement of senior leadership support,improvement of professional quality,and participation of department leader.The improving performance management includes four steps: the formulation of a performance plan,the implementation of performance monitoring,the strengthening of performance appraisal,and the enhancement of the application of performance results.To sum up,this article surveys and analyzes the status quo of Changchun University of Finance and Economics teachers' salary system,and establishes a scientific salary system,hoping to better promote the health,stability and long-term development of Changchun University of Finance and Economics.