The Study Of Teachers' Performance Related Pay System Of University D

With the development of economics, all social classes takes more attention to the training and reserving of talents. As a basement of training high quality talents, Universities have a huge thirst for high quality talents. If universities want to retain talents and inspire them, it's important to develop a sound, attractive and incentive wage system. However, Chinese universities follow the pace of institutions development for a long time, and System and institutional constraints is large, so that the wage gap between system level is always large, little wage flexibility, lack of fairness and incentive, all of these seriously affected the motivation of teachers, then affects the development of school teaching and research. In 2009, the government sponsored a reform for institutions performance wage system on a national scale, it's a good opportunity for university to change the wage system. To implement of performance pay system will help university stimulating the potential and enthusiasm of teachers, so that schools and teachers can develop a merit pay system, which will be the focus of major colleges and universities. However, in the performance pay system construction process, how to ensure its fairness, incentive, oriented and competitive, and thus stimulate the work of teachers and the enthusiasm of the inherent potential of all colleges and universities are also problems to be solved.According to these problems, after analyzing the characteristics of college teachers, administrators' prospect of running college and National system factors, we take teachers in colleges as research object. (1)Analyzed two modes of performance related pay system to provide the basis. (2) Designed the salary structure, and tried to make the salary structure more incentive from two aspects:horizontal and vertical; (3) Optimized the performance appraisal system to balance the teacher teaching and scientific research assessment; (4) Propose safeguard measures for the performance related pay system to lay a solid foundation.The main discussion of this question is divided into five parts:the first part, Introduction. Introduces the research background of this paper, significance, research methodology and basic framework, and possible innovations; the second part, related theories. Including performance-related wage definition, the related theoretical overview and the previous wage system reform. Introduces the previous wage system in China's reform of university achievements; The third part, Analysis of D University Teachers'performance related pay system. The forth part, design the performance pay system of University D. The fifth part, this paper's conclusions and prospects. This part describes the main conclusions of this study, limitations, and research prospects.The pursuit of this paper is expecting to give some guidance and reference to University D through the construction of performance related pay system. Also, it hopes that through the case could help other universities, especially the similar universities seek survival and development process for reference.