Study On The Optimization Of Compensation System For Low-level Managers Of Hebei Academy Of Fine Arts

In addition to mobilizing the working motivation of employees,compensation also serves as a key factor in management team constructing of colleges and universities.As a significant part of the development strategies,compensation system plays a crucial role in talent introduction,stability and motivation of colleges and universities.On the basis,it is feasible to design and establish a scientific compensation system,which is also in line with the actual development,to improve the satisfaction and enthusiasm of the low-level managers,as well as enhance the management level of the colleges or universities.With the approval of the Ministry of Education,Hebei Academy of Fine Arts was established as a private full-time ordinary undergraduate fine art academy.Currently,it achieves the following staffing: 14207 students,893 full-time teachers and 304 managers,which consist of 228 low-level managers.However,due to the increasing turnover rate of low-level managers,low job satisfaction and decreasing working motivation in recent years,the college management suffers a lot of adverse factors.In fact,the basic reason is the unreasonable design of compensation management system.According to the relevant theories of compensation management,this thesis conducts out an analysis on the existing circumstances of the low-level managers' compensation in XXX College.Through questionnaire survey and interview of the low-level managers,the obtained data and analysis results shows that there are various problems existing in the college,including current compensation level,compensation structure,performance evaluation,welfare and spiritual compensation,etc.Then,the thesis analyzes the reasons for the above problems.According to the principles of compensation design,it designs a compensation system suitable for its low-level managers based on the existing one.In addition,it makes some corresponding guaranteeing measures to ensure the effective implementation.In this way,the designed system can guide the reform of its compensation system and arouse the energy of the low-level managers,which will also have a certain reference value for the compensation system reform in the similar colleges and universities.