民办院校教师薪酬福利制度建设探析.docVIP

民办院校教师薪酬福利制度建设探析 　　构建科学合理的薪酬福利制度可以大大提升教师的归属感，提高教师的工作积极性，增强教师的主人翁意识，同时也是民办高校形成吸引力、凝聚力的强有力的支柱，是实现民办高校战略发展所需要的核心竞争力。 　　适合民办高校发展的、科学的、合理的薪酬福利制度，要遵循“按劳分配，优劳优酬”的原则，要体现公平、公正、公开的原则，同时应该把薪酬福利制度与绩效考核制度很好的结合起来，从师德师风、教学质量、科研成果、工作业绩等各项指标对教师进行全面考核，最后根据教师的工作业绩考核结果发放绩效工资。建立一种与教师工作绩效挂钩的科学、合理、公平的薪酬福利制度。从而激发教师的工作热情，促使其努力提高自身价值，全心全意的为高校服务，实现个人和学校共同成长，共同发展的双赢局面。 　　关键词：民办高校 薪酬福利 激励机制 绩效考核 　　Abstract 　　Private colleges have experienced a tortuous process from scratch and fromimmature to mature. Compared with public universities, private universities have theshort development time and there are many problems in such aspects of financialcapital, the basic facilities construction, teachers construction and the internalmanagement mechanism. The problem of teachers construction is particularlyprominent. In order to improve the quality of the teachers, private colleges mustattract and retain high-level, highly educated talents. How to attract top talent andadopt what kind of incentive mechanism and measure is one of the problems forprivate colleges to solve immediately. Salary welfare management is a very effectiveincentive tool. It plays role of compensation guidance, arouses teachers#39; workenthusiasm and enhance teachers#39; sense of belonging. At present, private collegeshave made the teachers#39; salary welfare system, but they are founded by businessinvestment. As a result, the management of the campus is under the mode of theenterprise and the management system is lack of experience in colleges anduniversities. Therefore, teachers#39; salary welfare system of most private colleges isnot scientific or imperfect, so as to hinder the construction of teachers team. To solvethis problem, we are supposed to change something from the management system ofprivate colleges in the final analysis. Building a scientific and reasonable salarywelfare system can greatly improve the teachers#39; sense of belonging, improveteachers#39; work enthusiasm and enhance teachers#39; sense of ownership. Meanw