Research On The Optimization Of The Compensation System Of Full-time Teachers In SC Private Colleges And Universities

With the continuous improvement of China's education system,private colleges and universities are playing an increasingly important role in higher education.Their scale keeps expanding,the number of students keeps increasing,and the quality of fulltime teachers keeps improving.If a private college wants to create its own characteristic development mode in the fierce competition,the key lies in the construction of fulltime teachers.The salary is closely related to the interests of full-time teachers and reflects their hard work,contributions to the school and their own value.At present,private colleges and universities are affected by funds,policies and other factors,and there are many problems in their development process.However,the leaders hope to get the maximum return with the least expenditure,which will virtually reduce the expenditure of private colleges and universities.The salary system of fulltime teachers in private colleges and universities is quite different from that of full-time teachers in public colleges.The high mobility of full-time teachers leads to weak stability,which is not conducive to the improvement of the enthusiasm of full-time teachers and the exploitation of their potential,thus affecting the development of schools themselves.Although many schools take corresponding measures to maintain their own development,but failed to fundamentally solve the problem,so it is of great significance for the sustainable development of private colleges and universities to strengthen the research on the salary system of private colleges and universities,establish,improve and constantly optimize the salary system of private colleges and universities.Based on demand theory,human capital theory and other related theories,this thesis takes the salary system of full-time teachers in SC private colleges and universities as an example,and analyzes the salary system of full-time teachers in SC private colleges and universities by case analysis,literature reading,questionnaire survey and other methods.On this basis,the development experience of full-time teachers' salary system in different colleges and universities both home and abroad is fully used for reference.It is found that there are problems in the salary system of fulltime teachers in SC private colleges and universities,such as unreasonable salary structure,imperfect salary grade,poor incentive of salary grade and unstable teacher team.Analyze the causes of the problems from four aspects: the change of development focus,the unreasonable use of school funds,the unreasonable performance appraisal index and the unscientific organization and management construction,and propose corresponding solutions in the aspects of salary structure,basic salary,performance salary and welfare system to strengthen teachers' salary incentive system and the construction of performance appraisal and optimize the welfare projects,enrich private colleges full-time faculty compensation system in our country,so as to promote the stability of the private colleges full-time teachers team in our country,attract more talents and enhance their competitiveness.