Research On The Optimization Strategy Of The Teacher Salary System Of N Middle School In Guiyan

With the development of the times,parents pay more and more attention to their children’s education.When parents choose schools for their children,they pay attention to the level of teachers and the rate of enrollment.Therefore,having a team of teachers with noble teachers’ ethics and stable teachers’ level is not only an important resource for private schools to maintain their core competitiveness,but also an important factor determining the development of private middle schools.School human resource management is the process of obtaining,cultivating,motivating,maintaining,retaining and developing talents.Therefore,establishing a scientific and reasonable salary management system and improving the incentive effect of salary are important means to mobilize teachers’ enthusiasm,reduce the loss of backbone teachers and attract excellent teachers,and provide guarantee for the sustainable development of the school.Taking Guiyang N middle school as the research object,this paper investigates the salary system of N middle school by using the methods of questionnaire and interview,and finds out the deficiencies of the school in salary management.The main problems existing in the salary management of N middle school are the imperfect salary system,unreasonable salary structure,formalistic performance appraisal,single form of teacher welfare and lack of non economic salary.Through the analysis of SPSS data,it is found that the salary satisfaction of teachers in N middle school is related to gender There was no significant difference in age,and the length of school had a significant impact on salary satisfaction.Improve the school salary system based on 3PM salary system to make the salary have external competitiveness and internal fairness;Optimize the salary weight so that the fixed salary is guaranteed and the performance salary is incentive;Establish a scientific performance appraisal and incentive mechanism to comprehensively and quantitatively assess teachers’ ethics,work style,work attitude and teaching achievements,so as to tilt the performance salary to excellent teachers;The combination of basic welfare and optional welfare,diversified welfare to meet the needs of teachers;Pay attention to non economic salary and improve teachers’ job satisfaction to optimize the salary system.So as to form a virtuous circle,promote the healthy development of teachers,and maximize the benefits and social reputation of the school.It is hoped that this study can help n middle school further improve the salary management and stimulate the potential of teachers,lay a solid foundation for the long-term development of the school,and provide some reference for the salary management of other private schools.