Research On Compensation System Optimization Of JX Independent College

In the process of development of independent colleges,the scale of running schools is gradually expanding,and the number of enrolled students is also increasing.Correspondingly,talents are recruited every year to join the faculty of the college.At the same time of the development of the college,the national economy is also developing rapidly,and the social and economic situation is constantly changing.Faculty and staff face the pressure of life in marriage,childbearing,housing and many other aspects while cherishing the yearning for a better life.The improvement of the compensation level of faculty and staff,the rationality and scientificity of the compensation system have become the focus of attention of the faculty and staff.In this context,this paper takes the compensation system of JX Independent College as the research object and studies the compensation system optimization of JX College.The JX Independent College is experiencing new changes brought about by the development.With the establishment of the new district and the establishment of the science and education city,the JX Independent College has also moved from the original school location to the Science and Education City.The new school location is more than 60 kilometers away from the original school location and is nearly an hour's drive away.At the same time,there are five independent colleges in the Science and Education City where they are stationed.The stability of the JX Academy faculty has been challenged as never before due to changes in the external environment.The change of school location and the compensation level of other independent colleges in the vicinity have made JX college faculty and staff have a new criterion for their satisfaction with their work.The satisfaction of compensation has a new influencing factor,the original compensation structure and compensation level.And whether the adjustment of the compensation system after the relocation of the new campus can play a positive role is closely related to the stability of the faculty of the college.By analyzing the research results of domestic and foreign scholars,this paper gives a detailed explanation of the main incentive theory related to compensation,and comprehensively understands the strategic development orientation,organizational structure,and the overall structure of the faculty and staff.By studying the currentcompensation system of JX College and referring to the information feedback of JX College faculty and staff,the following aspects of JX College's current compensation system are excavated by the combination of questionnaires and interviews.The first is the issue of internal fairness,which exists between the remuneration of faculty and staff and personnel,between administrative staff and teaching staff,between different ranks,and between different administrative posts of the same rank.Secondly,it is the issue of external competitiveness.Although some of the staff of JX College have certain competitiveness compared with other units outside the hospital,this part of the staff mainly refers to the faculty and staff who have been compiled by the college.However,the income of most of the college still has lower income than those of the same industry and other industry personnel in the region,which is not conducive to stimulating the enthusiasm of these people and the lack of external competitiveness of compensation.Again,the issue of compensation structure.Finally,the issue of career development channel,JX Academy's job promotion channel is relatively narrow,and the career development channel of personnel agency administrators needs further improvement.At the same time,we understand the true thinking of faculty and staff on compensation satisfaction.The faculty's satisfaction with compensation is not very satisfactory in terms of compensation level,compensation fairness,compensation and benefits.This has forced JX Academy to conduct a comprehensive review and analysis of the current compensation management system.It is necessary to further study the optimization design of the compensation system of the college in combination with the compensation satisfaction of the staff.In this regard,I have proposed the following countermeasures:appropriately improve the overall compensation level,pay attention to the fairness of pay,pay attention to the performance appraisal system,effectively adjust the compensation structure,design a reasonable career development channel,improve compensation satisfaction,and focus on high-level talents.Manage talents and young faculty and staff,strengthen spiritual civilization construction,pay attention to campus culture construction,and enhance the core competitiveness of JX Academy.