Research On The Salary System Of Teachers In S Private College

After more than 30 years of rapid development,private colleges and universities have made great achievements in the aspects of school-running environment,school-running scale,school-running level and school-running quality.Private colleges of higher education under the new normal,profound changes have taken place in the competitive environment,in a big increase in education spending,double first-class construction and transformation of applied undergraduate colleges development and other major policy support,the public undergraduate course colleges and universities to obtain the unprecedented development opportunity,strengthening open higher education makes the international high level of undergraduate course colleges and universities into mainland China looking for cooperation opportunities,this make originally at a competitive disadvantage of private colleges face a more passive situation.Comprehensive reform and the current vigorous public higher compared with the innovation and development,reform and development of private colleges is relatively lagging behind,especially the teachers' salary system has been unable to adapt to the higher education under the new normal build a high level competitive requirements of teachers,private colleges to attract high-quality talent began to decline.This article hope to S private colleges run by the local college as an example to explore teachers' salary system reform,through the design of competitive and incentive compensation mode,attract,retain and cultivate excellent teachers,the construction of a high level competitive teachers team,for the connotation of development provide a strong talent guarantee,characteristic competition strategy,build talent advantage centered core competitiveness,and realize the sustainable development of private colleges under the new normal education.Through literature search,questionnaire survey,case analysis and other forms,this paper analyzes the status quo of teachers in S private colleges and the implementation effect of salary system,analyzes the main problems with comparative analysis method and correlation regression analysis method with the help of SPSS,and finds out the reform and optimization plan of salary system in S college.Based on the review of compensation theory,incentive theory,human resources management,and other relevant theory,on the basis of the analysis of the salary system S college teachers' average salary level is low,poor teachers' welfare,salary structure design is unreasonable,such outstanding problems as lack of incentive compensation system and flexibility,is put forward to personnel work as the center of gravity,the motivational compensation system reform as the breach,to the construction of high level as the goal,teachers build talent advantage to support the core competitiveness of the proposal.According to paper analysis,S salary system reform,college teachers must follow "on-demand positioned,to the duty payment,competition,distribution according to work,superior's best reward,motivation orientation,fair and just" principles to establish the new position overall merit pay system,salary welfare system and performance appraisal system as a whole to consider the system design,from strengthen teachers' professional morality,teaching quality and scientific research,management,performance,service society design index,the assessment of teachers to conduct a comprehensive scientific distribution of performance-based pay according to the results of the teachers' comprehensive assessment.At the same time,a dynamic adjustment mechanism of average performance salary based on the link between regional economic development level and the average salary level of teachers in regional colleges and universities is established,so as to provide long-term incentive for teachers and realize a win-win situation for the common development of teachers and colleges.