Research On The Optimization Of Salary System In Shandong Engineering Vocational And Technical University

At the beginning of 2018,the Ministry of education and the Department of teacher work issued the key points of work in 2018,which mentioned the need to improve the teacher salary guarantee mechanism,promote the improvement of teacher incentive measures and enhance the sense of acquisition of teachers.In the same year,the State Council issued the opinions on comprehensively deepening the reform of the construction of teachers in the new era,which further proposed to promote the reform of the salary system of colleges and universities,improve the incentive and guarantee mechanism suitable for colleges and universities,enhance the attraction and competitiveness of teachers’ profession,and ensure that teachers will become a profession with a sense of post happiness,career achievement and social honor by 2035.In 2020,the Ministry of education and other six departments issued the guiding opinions on strengthening the construction and reform of College Teachers in the new era,which also pointed out that in view of the problems of single performance appraisal system and insufficient vitality of salary system in Colleges and universities,the next step is to speed up the implementation of salary system reform in Colleges and universities,explore the salary system in line with the characteristics of colleges and universities,and reasonably determine the salary income level of college teachers.The introduction of relevant policies has kicked off the reform of salary system in Colleges and universities.As an important part of higher education,private colleges and universities mostly copy the salary model of public colleges and universities because of their late start and short development time.In order to attract,retain and motivate talents at all levels and improve their competitiveness,managers of private colleges and universities should focus on formulating a salary system suitable for their own development in the process of salary management.Firstly,this thesis uses the literature research method to study the thesiss and works of domestic and foreign scholars on salary and salary system and salary incentive,and constructs the theoretical basis of the optimization of salary system in Shandong Engineering Vocational and Technical University.Secondly,through the questionnaire and case study method,it is learned that the current salary system of Shandong Engineering Vocational and Technical University has the phenomenon of low salary satisfaction,which is embodied in the low salary level,lack of competitiveness,lack of rationality of salary structure,lack of pertinence of performance appraisal system,lack of salary incentive,etc.it is analyzed that the main reasons for the above situation are the solidification of salary management thinking The salary system is not perfect,and the design of salary system is lack of communication.Then,based on the analysis,this thesis puts forward the salary system optimization policy of Shandong Engineering Vocational and Technical University,starting from three aspects: improving the salary level,perfecting the salary structure and optimizing the performance appraisal system.Finally,it puts forward corresponding safeguard measures for the optimization of the salary system from the aspects of organization,system,capital and culture to ensure the smooth progress of the system optimization.According to the investigation and research,a scientific and reasonable salary system can encourage the teaching staff to change independently from the outside,improve their working ability,enhance their sense of belonging and promote the further development of the school,which is also the charm of the salary system.At the same time,it is expected to provide a theoretical basis and practical model for the establishment and optimization of the salary system of other private colleges and universities through the analysis of the salary system of Shandong Engineering Vocational and Technical University.Colleges and universities should constantly enrich and improve,establish a scientific,reasonable salary system that meets the needs of their own development planning and can meet the value pursuit of college faculty and workers.