Research On The Problems And Strategies Of Salary Management In H-run Educational Institutions

Private Education is an important part of the National Education system.In the past 30 years,the private education in China has made great progress.A private education system has been formed from primary education to higher education and education and training.The private education has the same side with the state run education,but also has its obvious difference.In order to promote the smooth development of private education,we must pay attention to the problems existing in its operation and put forward effective solutions.Starting from this purpose,this paper takes H private education institution as a case,and takes its salary management as the research object,analyzes the role of salary management in the development of institutions,and the existing problems and solutions.With the rapid development of private educational institutions,the pressure of competition in the industry,the strong mobility of personnel,and the constraints of traditional family management,the current salary management can no longer meet the continuous development of the Group Company.Teachers and employees are the core resources of educational institutions.How to attract,retain and motivate human resources is the core content of human resources management,and salary management is the first to bear the brunt.This paper makes an in-depth study on the salary management of H private education institutions,Based on the basic concept of salary,influencing factors and efficiency management theory,human capital theory,incentive theory,At the same time,a large number of literature at home and abroad were consulted,and the compensation data of H institutions were collected and analyzed by questionnaire survey.With the help of data and charts and other tools,the problems in compensation management of the company were revealed by the Analytic hierarchy process.Through investigation and research,it is found that the salary structure of private educational institutions is simple,the management is not competitive,the examination system is not perfect,the incentive mechanism is weakened,the design of the compensation system and the development strategy are not reasonable,and the salary system and the employment system are not matched.The reasons for the above problems are analyzed,such as the restraint of family management,the lag of leadership management concept,the lack of rigorous salary assessment standard,the failure of incentive effect and incentive cost to reach the optimal level.Finally,from the internal compensation management of the company to seek the starting point,foothold and development point,in order to adapt to the basic factors of salary structure construction,find out a path suitable for the rapid development of private educational institutions,put forward to adapt to market competition.Maintain Sustainable Development,optimize the four aspects of salary Management Strategy of the workforce,One is to optimize the management idea,the other is to pay attention to the basic link management,the third is to perfect the salary structure design,and the fourth is to strengthen the long-term incentive system.