An Empirical Study On The Performance Wage System In Colleges And Universities Based On The Analysis Of Fair Theory

In 2006,the state introduced the “Reform Plan for the Income DistributionSystem of Public Institutional Workers”,and public institutions began to reformincome distribution.In 2010,the State Council required public institutions toimplement a full performance pay system,and the performance pay systembegan to formally enter institutions such as universities and hospitals.Theperformance-based pay system has been applied in enterprises.There is anessential difference between the value orientation and goal pursuit ofuniversities and enterprises.How to apply performance wages to colleges anduniversities and how to solve the problems of low salary levels,insufficientsalary guarantees,and insufficient incentives for college teachers are issues thatthe system hopes to solve.Human resources in colleges and universities are thefundamental driving force for the development of schools.To make good use ofhuman resources in colleges and universities,it is necessary to establish a goodperformance-based wage system,which not only helps create an academicatmosphere for scientific exploration,but also encourages teachers tocontinuously improve teaching quality.Participate in social services.Establishinga fair organizational environment and enhancing teacher satisfaction can fullytap the potential of faculty and staff,inject vitality into colleges and universities,revitalize new vitality,and enable universities to play an important role in thenation's economic,political,and social development.This article takes the theory of fairness as the starting point and combinesincentive theory to analyze the connotation of performance,the characteristicsof performance pay in universities,and the factors influencing the fairness of thepay.Through the literature,the research results on the implementation ofperformance-based wages in colleges and universities have been summarizedand the issues arising in the implementation of performance-based wages havebeen discussed.On the basis of summarizing the development process of China'scolleges and universities' wage system,we have clarified the current regulationson the performance of wages in universities in China.Combining with thecharacteristics of the performance pay system in colleges and universities,take XUniversity as an example to analyze the status quo of performance pay reform inX universities and find out the problems and difficulties encountered in thereform process.Mainly from the human resources situation,the current wage system and the fairness of the wage system in three aspects of analysis,focusingon the performance of the external pay system,internal fairness and individualfairness.The analysis finds that both the performance-based wage system itselfis not perfect,and there are problems such as inadequate understanding of thestaff and employees,and difficulties in breaking through traditional distributionideas.The key point is to establish a proper and scientific performance appraisalsystem.On the basis of learning from foreign experience,from the aspects of thebasic principles and tactics of the salary system design,the improvement of theperformance-based salary system,the scientific performance appraisal system,the participation mechanism of faculty and staff,and the feedback mechanism ofsupervision,etc.Basic requirements for performance pay.