The Investigations On Adoption Of Merit Pay Among College Teachers In China

With the rapid development of the capitalist economy, corporate management of human resources management has been put on the stage of history.Salary system has been an important factor of enterprises. At this time, developed countries reformed their salary system accordingly, so started the corresponding academic researches.Salary system firstly took place in enterprises in china,and have achieved . But ill salary system seriously affected the government at the same time. Therefore, the Government had gradually reformed salary system .this become one of the major elements of allocation reforms, such as employment.The adopted of merit pay on public service unit of China has attracted government's attentions .The end of 2008, the State Council on the proposed pay for performance of China's Reform of public institutions "three-step" program: first, fromJanuary 1, 2009 At first, the implementation of the compulsory school; the second step, with the medical and health system, in particular, Is the implementation of the basic drug system, from October 1, 2009 onwards, disease prevention and control, health education, maternal and child health, mental health, emergency treatment, blood collection, health monitoring and other specialized public health institutions and township hospitals, urban community health Services such as the implementation of primary health care institutions; the third step from 1 January 2010 onwards, the implementation of other institutions. Institutions to implement pay for performance at the same time, payment of living allowances for retirees. In this scheme, the compulsory school has been started in 2009, the first teacher merit pay system reform, reform of educational institutions to become the leader. With this program step by step, the performance of Chinese universities have begun to wage system reform.This article took this opportunity to study the merit pay of Chinese college teachers, identify problems, propose a solution, review their lessons, pay for performance system to further promote solid foundation. From this point of view, this innovation of this paper is the implementation of a new policy of tracking. This paper uses case study method, document analysis, practical research, theoretical analysis and data evaluation methods for scientific research, adhere to a combination of qualitative and quantitative principles on pay for performance system in the Chinese community in the college teachers were tracking the status of implementation And found problems at the implementation stage, and gives a reasonable and timely suggestions.The introduction is mainly on informing the significance and structure of this article. Focus on national implementation of merit pay system reform program and the implementation of domestic and foreign enterprises pay for performance on the state of the system. Finally, basing on the data collection and literature searching, based on the established framework of this article. Secondly I described the theory of the merit system .Overview some of the major theories to do this, this part s an introduction to performance pay system, including performance pay system for the background, advantages and disadvantages of the basic concepts and; followed by defining the scope of university teachers and feature analysis, including the object of university teachers in this study Define the scope and characteristics of populations; Finally, the evolution of Chinese college teachers and the status of wage system, the main analysis of China's four times since 1956 wage reform in the reform of university teachers in the corresponding changes in wages. This section focuses on theoretical groundwork for the whole article.The third part is the analysis of what caused so many troubles on adapting merit pay system to Chinese college teachers. Firstly I introduced the compulsory implementation of performance pay system for school teachers situations, using case law; then introduces the implementation of the pilot pay for performance system for university teachers of lessons learned, the use of case law; again in 2010 after the university teachers the status of implementation of pay for performance system Analysis; Finally, an integrated presentation of the Chinese system of university teachers to implement pay for performance problems. This practice is used in some key research, case studies and theoretical analysis method of combining.The fourth part is the advise of how to implement the merit pay system.This part answered the question of the third part, mainly from seven angles: Foreign Experience; a scientific performance evaluation system; what supported the reforming; Reform the administrative system; create a monitoring mechanism ; initiative and enthusiasm of teachers; building the legal system.