民办高校教师战略薪酬体系的构建研究-企业管理专业毕业论文.docxVIP

摘 摘 要 我国民办高等教育经过20多年的发展，已经成为我国高等教育事业的重 要组成部分。民办高校教师是学校人力资源的主体，也是民办高校核心竞争 力的重要资源。然而在我国大部分民办高校教师薪酬体系缺乏战略导向，薪 酬体系对发展战略缺乏有效支撑，导致民办高校在引进核心人才方面缺乏竞 争力。与此同时，由于薪酬结构内部公平性不足，从而导致民办高校现有教 师流失也较为严重。因此，如何适应市场竞争的需要，建立一套完整科学的 民办高校教师薪酬激励体系，有效的吸引和激励民办高校教师，已经成为民 办高校实现可持续发展的关键。 本文在对我国民办高校教师薪酬体系现有研究的基础上，站在民办高校 战略发展的角度，对民办高校薪酬战略的影响因素、薪酬战略的确定进行了 研究，认为民办高校在不同的发展阶段需要采用不同的薪酬战略来促进学校 的发展。在确定薪酬战略之后，通过岗位分析、岗位评价、薪酬调查来确定 民办高校的薪酬水平和薪酬结构。最后，本文选取了比较有代表性的A民办 高校，在分析其发展现状的基础上，通过SWOT分析确定其发展战略及薪酬 战略，在薪酬战略的指导下，对A民办高校的薪酬体系进行了重构。 关键词：民办高校，教师，战略薪酬体系，构建，SWOT分析 AbstractThe Abstract The Non-government Higher Education has become an important part of higher education after 20 years of development．Teachers is the principal human resource of a Non-government universitie and an important resource of the core competitiveness as well．However,teachers’pay system in most Non-government universities of China lack of strategic guidance，and effective support for development strategies，which lead to the lack of competitiveness in the aspects of introducing the key personnel in the Non·government universities．Meanwhile，the loss of the existing teacher is much serious because of the inadequate internal equity of payment structure．Therefore，the key to achieve sustainable development is that to set up a complete set of scientific payment incentive system in which can effectively attract and motivate teachers of the Non—government universities in order to adapt to the market competition． This article has been studied on the impact and the strategy of the payment system which based on the present payment system，standing in the view of the strategic development of the Non-government universities，in which require different payment strategies to promote the development of Non-government universities in different stages． To set up the level and the structure of the payment system of the Non—government universities by the adoption of job analysis，job evaluation， salary surveys after the strategy is fixed． Finally,selected the Non—gove