Research On Teachers’ Compensation Management Of ShangHe Education Group

With the booming development of the education industry,<Private Education Promotion Law of the People’s Republic of Chin>was published in 2002,private education renewed new vitality and new responsibilities of the times.With the number of private education entities increasing year by year to satisfy the increasing need of education,the market of the education industry is gradually being divided up.The competition increases day by day.Teachers are the most important competitive resource in the education industry.They take the important responsibility of teaching students.A high-quality teacher team also guarantees competitiveness and establish a good social reputation,A scientific and reasonable salary management plan has played a vital role in inspiring teachers’ work enthusiasm and teaching ability,reducing the turnover rate of outstanding teachers,and it will ensure the long-term development of the Group.Due to the development of the group and the adjustment of its strategic development direction,the group’s problem in teacher compensation management have gradually been exposed.The extensive compensation management plan is not conducive to the stability of the teaching team and is not conducive to ensuring the flow of teachers between the various sections of the group.In the end,it will not be able to support the achievement of the group’s strategic goals.In the thesis,the basic education teachers of the education group are the research objects.Through the summary of the interviews with in-service and resigned teachers,then through the analysis of the status of teacher salary management,it is found that the group has three problems in teacher salary management.The salary structure in unreasonable.The teacher’s personal ability,responsibility and personal contribution are not fully measured.Insufficient performance incentives and imperfect evaluation mechanism.The incomplete setting of welfare programs reduces teachers’ satisfaction and sense of belonging.In order to solve these problems,the design of the plan bases on the current situation of group management and strategic development direction,using the relevant theoretical knowledge of human resource management and three theories.From the basic data of salary,performance salary and welfare to carry out the teachers’ salary management plan.Under the guidance of the principles of teacher salary management plan design,the proportion structure of basic salary,performance salary and welfare is re-divided.In the design of the salary management plan,the thesis design the basic salary that can reflect the teacher’s personal ability and value,and at the same time satisfy the standard of living.Secondly,in terms of performance compensation,it is split into performance wages and performance bonuses,so that the group has constraints and incentives in the performance management of teacher,and comprehensively supervises and guides teachers to continuously improve their teaching ability,self-quality,and broaden their horizons.Finally,starting from the statutory welfare and autonomous welfare,I designed a welfare project with more group characteristics and temperature,taking into account material needs and spiritual satisfaction,so as to enhance teachers’ satisfaction and sense of belonging.At the end,this thesis also guarantees the implementation of the salary management plan from three aspects,system,personnel,and technology.Though the design of the teacher salary management plan of Shanghe Education Group,it is expected to fully mobilize the subjective initiative of teachers,create a more aggressive an professional teacher team,provide inexhaustible impetus for the long-term development of the group,and contribute more to the society.In addition,it is also hoped to provide certain ideas an reference for other private educational entities of the same type when they design salary management plans.