Research On The Theoretical System Of Teachers' Performance Pay In Colleges And Universities

Salary management is the core of human resources management,issues of salary management are alway's been the focus of economics and management research areas.The reform of teachers' performance pay system in colleges and universities is an important part of personnel system reform in public institutions.Colleges and universities bear the three main functions,such as talent cultivation,scientific research and social service.Higher education is the key link to enhance a country's scientific and technological innovation ability and comprehensive competitiveness.In the process of realizing the functions of colleges and universities,university teachers are the core force,which directly affects the level of running schools and the quality of education.Salary directly affects the enthusiasm and initiative of each teacher among the many influencing factors,and then it has a significant impact on the quality of higher education.China's performance-based compensation system for university teachers has been fully implemented in 2010,but the true sense of the performance pay system is still being tested in the continuous improvement.In the process of determining the pay level and salary structure,the contradictions between the parties directly lead to the slow progress of the reform of the performance pay system in universities.This paper takes the problem of the performance pay of university teachers as the main research object.Firstly,it reviews the development process of the salary system of university teachers after the foundation of the People's Republic of China.Then selected part of the university's performance pay program as an example,compare the wage formation mechanism,performance evaluation standards,evaluation of the main and reward.The main difficulties in performance-based pay reform are analyzed.The outstanding problems are:the lack of relevant theoretical guidance,the performance compensation target is unclear and the performance pay structure is unreasonable,etc..The employment system is not perfect,the slow progress of college administration,the income distribution still exist in the egalitarian ideology,performance appraisal system is not scientific and other issues is the performance of pay reform needs to face the main difficulties.How to reflect the internal characteristics of higher education,how to design the normal adjustment mechanism of compensation and how to determine the evaluation criteria and evaluation of the main body is also the problems which cannot avoid in the salary program reform.It can be seen from the horizontal comparison of the appointment,the evaluation system and the salary level of the teachers in some countries.The wage level of teachers in our country is generally low,and there is a big gap compare with the salary levels of teachers in developed and developing countries.The salary level in China is still lagging behind the country's overall economic development level.The salary system of university teachers in the United States,Japan,Canada and Germany is of great value to the reform of the performance salary system of teachers in China.The paper also compares the real difference between the salary level and the reasonable level of the university teachers,and calculates the salary level of the university teachers according to the level of economic development and the professional characteristics of teachers.In the course of promoting the reform of teachers' performance pay,it still lack a guidence of complete theoretical system,the performance of the school program is also based on the original compensation system.In order to make up for the lack of theory in the reform of performance compensation,it is necessary to construct a theoretical framework for the salary of teachers.The purpose of this paper is to establish a scientific and reasonable performance compensation system,and to define the scope of performance compensation theory from the aspects of salary target,salary system,salary level and salary structure.In this theoretical system,the connotation and extension of the system of university teachers'performance compensation is defined based on the problem of performance pay of teachers in colleges and universities,paying attention to the existing level of performance pay of university teachers,and probing into the formation mechanism and performance incentive methods of teachers',which aims to construct the theoretical framework of the performance pay of teachers in colleges and universities from four aspects:the goal of teachers'performance pay,the system of teachers' performance pay,the level of teachers' performance pay and the structure of teachers' performance.The four are related to each other,but also restrict each other to form an organic whole.Emphasis on the pay structure theory specifically includes three sub-theorys:the composition of university teachers' performance pay and university development strategy fit theory,the proportion of university teachers' performance pay theory,the performance of teachers pay gap theory.The whole theoretical system takes the goal as the guidance,which is also the starting point and the value orientation of performance salary reform.The design of a reasonable compensation program should ensure that colleges and universities to attract and retain the necessary personnel to ensure the normal work of the day to encourage each teacher to give full play to their initiative to create more value for the school.Pay system and mechanism is the guarantee.In the aspect of performance compensation system design,it is important to pay attention to the process of setting performance standards and the organization and implementation of performance evaluation to ensure the fairness and fairness of the performance evaluation process.According to the theory of human capital,the salary level is mainly determined by the accumulation of teachers' human capital.It is necessary to meet the individual needs of teachers and to consider the rational allocation of teaching resources.According to salary theory and incentive theory,the composition of performance pay of university teachers should be consistent with the development strategy of universities.The monetary incentive should cooperate with the non-monetary incentive,and reasonably arrange the different departments and different types of positions.The salary structure is the embodiment and highlight of the target and level.And the salary gap between different levels,with an effective structure to maximize the incentive to stimulate the enthusiasm and initiative of teachers.In the salary reform also need to understand other industry pay levels,and international comparison,through the salary reform so that teachers can really be the main energy for teaching and research,fundamentally enhance the core competitiveness of higher education.