XYS民办高校教师薪酬体系优化研究-工商管理专业论文.docxVIP

摘要 摘要 I I 摘要 我国的民办教育近年来发展非常迅速，但其现状却不容乐观，不但无法与国 外私立高校相比，还远远落后于我国公办高校。要振兴民办商投，就必须管理好 民办高校内部师资队伍，而其中最核心的问题就是要完善民办高校教师的薪酬体 制。科学合理的薪酬体系能够帮助民办高校吸引、留住和激励人才，同时也能帮 助民办高校增强自身的核心竞争力，实现自身的战略目标. XYS 民办高校是我国较早创立的中外合作民办教育机构之…，其发展模式 是我国中外合作办学发展历史的一个缩影，在我国中外合作民办教育机构中具有 相当的代表性，分析 XYS 民办高校现行教师薪酬体系及其所存在的问题，并探 讨如何构建适应其发展的具有自身特点的教师薪酬体系，对国内其它同类高校有 较大的借鉴意义。 笔者首先运用典型的薪酬剌激励理论对 XYS 民办高校教师薪酬体系的优化 进行理论指导，然后对美国、法国、日本等阔的高校教师薪酬体系状况做了分析 评价，借鉴其有益的经验，接着笔者对 XYS 民办高校教师的薪酬满意度进行了 问卷调查，并在此基础上对 XYS 民办高校教师薪酬体系的现状及所存在的问题 进行了阐述。最后，笔者将重点定位在对 XYS 民办高校专职教师经济性薪酬体 系和非经济性薪酬体系相结合模式的研究上，并通过对此的分析和研究，创建出 一套合理、适用并具有竞争力的薪酬体系。优化厉的薪酬方案更加体现了薪酬体 系的公平性和竞争性，更加满足了学校教师多方面多层次的需求，能够使 XYS 民办高校教师工作满意度得到提高，并由此促进学校的长远发展。 关键词:民办高校教师薪酬体系优化研究 Abstract Abstract II II Abstract Non-govemment universities in China are rapidly developing nowadays. But the status quo of non唱ovemment univers抗ies in China is not so optima because 挺 compare with neither the development of non鸣。vemment universities of foreign ωuntries，nor the public universities in China. The key issue of revitalizing non鸣。vemment universities in China is how to optimize the teachersωmpensation system. A scientific compensation system can not only attract，retain and inspire teachers，but also be used as a method to achieve the strategic goal of n侃.-govemment universitíes. XYS Non-govemment University is a typical Sino-U.S. joint venture n。如govemment educational organization. Analyzing the problems of its teachers compensation system and researching how to establish an appropriate and characteristic compensation system have the reference value for Chinese similar umversíties. Firstly，the thesis uses some typical compensation theories and inspiration to give suggestions to optimizing teachers compens创ion system in XYS Non-govemment University. It also generalizes some experience of foreign universities. Then，the thesis finds out some main problems of the compensation system nowadays in XYS Non鸣。vemment University. At the end，the thesis focuses