Research On The Optimization Of Teachers’ Salary System In X Education And Training Institutions

With the rapid growth of China’s economy,people’s demand gradually rises from the material level to the spiritual level.Cultural consumption has increasingly become the main expenditure of people’s daily life.The demand of urban residents for cultural consumption has increased significantly.The proportion of education and training expenditure in consumption expenditure is also gradually increasing.Although the enrollment rate of colleges and universities in China has gradually increased,it still can not meet the social needs.As a result,the competition of educational resources in primary and secondary schools has been very fierce,and the number of students who sign up for after-school education in primary and secondary schools is increasing.According to statistics,by 2019,the number of students participating in after-school education in primary and secondary schools in China will increase from 47.7 million in 2014 to 54.7 million.In Henan Province,due to the relatively low admission rate of a university,the number of students participating in after-school education in primary and secondary schools in Henan Province increased from 4 million to 4.8 million from 2014 to2019.X education and training institution is the leading enterprise of after-school training in Zhengzhou City,Henan Province,with a market share of about 19.4% in 2019,ranking first among all primary and secondary school after-school education service providers.Behind the vigorous development of institutions,there are endless problems of human resource management.These hidden problems have a serious impact on the development of X education and training institutions.Teachers are the core competitiveness of education and training institutions.To strengthen the management of teachers and deal with the fierce industry competition is the top priority of human resource management.As an important part of human resource management,salary management should be based on the establishment of salary system.Therefore,to establish a scientific and reasonable salary system and enhance the incentive effect of salary is an important means to improve the enthusiasm of teachers,reduce the loss of backbone teachers,and provide guarantee for the sustainable development of education and training institutions.In this paper,X education and training institutions as the research object,teachers’ salary as the starting point,research and study the relevant theories and research results of domestic and foreign salary system,using the methods of investigation and statistical analysis,combined with the characteristics and development strategy of institutional teachers,the optimization of teachers’ salary system in this institution is widely and deeply studied.The first part of this paper describes the background and significance of this study,and puts forward the research problems.Combing the domestic and foreign literature of salary system research,selecting the corresponding research methods to determine the content and framework of this study.The second part discusses the related concepts of salary and salary system,defines the content of salary and the steps of salary system design.In order to provide a solid theoretical basis for the follow-up research,this paper introduces the salary theory and incentive theory.The third part introduces the basic situation of X education and training institutions,the basic situation of teachers,as well as the current situation of the salary system of institutional teachers,analyzes the characteristics of institutional teachers,and provides reference for the accuracy and rationality of the salary system design.The fourth part uses questionnaire survey,personal interview and external market survey to investigate the satisfaction of the current salary system of X education and training institutions.SPSS statistical analysis software is used to test the reliability and validity of the data results,and demonstrate the authenticity and reliability of the survey results,so as to summarize the problems existing in the teacher compensation system of X education and training institutions,and analyze the reasons for the problems.The fifth part of the X education and training institutions to optimize the design of teacher compensation system.According to the steps of salary system design,combined with the development strategy of the organization,the existing salary system is optimized.In the design of optimization scheme,effective methods such as factor counting method and KPI performance appraisal method are used,and the principle of internal fairness and external competitiveness is adhered to.Based on internal and external salary survey,the composition and distribution of salary are adjusted,the salary system is optimized,and the incentive effect of salary on teachers is enhanced.Finally,the paper discusses the guarantee measures for the optimization of salary system from five aspects of system mechanism,institutional culture,financial mechanism,communication mechanism and organization,so as to ensure the smooth implementation of the optimization scheme of salary system.This research is an applied research in the private education and training industry.This paper takes the salary of teachers in X education and training institutions as the breakthrough point to conduct in-depth research on the salary system.The specific application of its optimization scheme not only solves the problems existing in the salary system of X education and training institutions,but also provides some reference for the salary management of other small and medium-sized education and training institutions For reference.