Research On Optimization Of Teacher Salary System In A Training School

Under the background of rapid economic development,people’s demand for self-realization is increasing day by day,and the proportion of art and culture consumption in the total household expenditure is increasing.It is acknowledged that the education industry is an important part in economic development.In May 2021,the Central Bureau of the CPC Central Committee and the State Council government offices issued Student Burden Policy.Ensuring the diversified development of students and the length of extracurricular activities.At the same time,it also reduces the social and family burden on cultural education expenditures.Since the implementation of the "double reduction" policy,parents have attached unprecedented importance to off-campus art training,and it has become a new weather vane for children to show their artistic talents in their spare time.The emergence of various "interest classes" not only satisfies the diverse learning methods of people of all ages in society,but also makes teachers in training institutions a major employment direction,and experienced teachers have also become the "snatch" between institutions.The most direct way to "snatch"is the teacher’s salary.A training school is a well-known educational institution with a history of 20 years in Dalian.It has more than 20 branch schools and is a place where many Dalian people grow up.Although it is an old brand institution in China,A training school still has problems such as low efficiency of human resources and high brain drain.Tracing the source of the problem can be summarized as the problem of school A in the salary system.Such as:the salary fails to reflect the importance of performance appraisal;the welfare is single,and compare with other schools,the welfare in A training school is fewer.These problems have had a serious impact on the development of A training schools under the accumulation of time.As the most core competitive position in the training school,the teacher is the key to determine the training school’s operating profit and satisfaction with external consumers.How to reasonably retain,stabilize and activate the teacher group,stimulate the initiative of the main body,and increase the operating profit of the enterprise is an important problem in the teacher training industry.Salary is the most intuitive and effective factor,which has a huge effect on attracting talents and maintaining the job stability of key teachers.Building a good teacher compensation system is an important means for training schools to absorb more talents,improve teachers’ enthusiasm for work,and stabilize key teachers,thus providing an important guarantee for the sustained and vigorous development of training schools.Therefore,it has strong practical guiding significance to study the optimization of teacher compensation system in training schools.The content of the paper takes the teachers of A training school as the main research object,and uses the skill compensation system and performance compensation theory to optimize the teacher’s salary system,and is committed to making A school have strong talent competitiveness and better competitiveness in the same industry.High personnel stability.After conducting a questionnaire survey on the teachers of A training school to investigate their evaluation of the salary system,and after data analysis,the problems existing in the system can be summarized,so as to further understand the existing problems in the salary system.problems and deficiencies,so as to point out solutions.The first part of the article is the introduction,which mainly expounds the basic background of the historical development of this scientific research,the importance and reality of theoretical research,it clearly proposes the topic of the scientific research and chooses appropriate research methods to determine the specific and current content of that scientific research framework.The second part describes the theoretical basis with regard to the compensation used in the respective works,mainly including the skill compensation system and performance compensation theory;by sorting out the relevant research literature,the literature covers:related to the external competitiveness of compensation,related to the inherent fairness of wages,individual performance-related pay and benefits-related research.The research content of this part lays a solid theoretical knowledge foundation for further in-depth research in the future.The third part is the introduction of A Training School Co.,Ltd.,which mainly introduces the company profile of A training school and the current situation of teachers’ salary system.Among them,the introduction of the school includes the basic introduction of the enterprise,the size of the industry and the regulatory structure;And according to the current situation for the system of teachers,then it describes the structure of the teachers’ teachers,and now it is necessary to pay the teachers,and the teachers and the officials.The fourth part is to get the problem through investigation,and then analyze the reason.This paper uses a survey method that the basic salary of teachers is less than that of the local industry,the salary does not reflect the performance appraisal situation,and the welfare programs are simple and lower than the same industry.The fifth part is a study on the problems with the compensation system.The optimization methods are the countermeasures to the problem of low teachers’salary level,including scientific salary level positioning,determining the basic salary problem and designing a skill salary system for teachers;optimizing teachers’performance salary,including individual performance reward plan,group performance reward plan and long-term performance reward.Program;Optimizing benefits programs for teachers,including optimizing current benefits under fringe benefit programs,providing "buffet-style”benefits for teachers,and adding personalized benefits programs.The above optimization methods of teacher compensation system have eased the relationship between the economic compensation of teachers in A training school and the non-economic compensation of teachers,and applied the world’s more advanced compensation concept to local Chinese companies to meet the needs of "post-80s",The "post-90s" employees pay more attention to the quality of work than these companies,and also pay more attention to the working environment,welfare measures,safety protection,interpersonal communication,training and development opportunities,controllable time and humanized systems.Especially the actual needs of"knowledge people" to stimulate their enthusiasm,cultivate their engagement,increase personnel retention and organizational attractiveness.This research is an applied research for the education and training school industry.This paper mainly optimizes the salary system of A training school teachers through external competitiveness and internal consistency,individual performance salary system and flexible teacher welfare plan.It can further fully mobilize teachers’ work enthusiasm,mobilize work passion and creativity,and become a good working environment.It can not only solve the problem of the existing teacher compensation system of A school,but also improve the comprehensive competitiveness of A training school in the same industry.It can also give a new idea for the training and education companies when they are designing the compensation system for their teachers.