The Construction Ideas Of Incentive Compensation System Of Chinese University

Compensation is no longer recognition and repay for the staff as the traditional theory may regard, but it is the practical implement of an organizations' strategic plan and value conversion, and it includes more extensive meanings. As a constitution of universities' developing strategy, compensation system plays a significant role in attracting, keeping and stimulating excellent teachers. Compensation system is the key point as well as the hard point of universities' inner management reformation. It has important connections with the staff building of universities, elevating the level of education, scientific research and stabilization of universities' development.In China, many institutions of higher learning are trying to find breakthroughs to change the traditional compensation structure. Especially since 1999, the universally implemented position-based allowance has greatly optimized the compensation structure. But in comparison with other countries, our country's compensation system especially in the incentive is far behind. Therefore, it is critical to build the incentive-based compensation system in institutions of higher learning.This paper analyses the current situation and the existent problems of universities' compensation system in china. Major problems are as follows, equilibration of distribution, slight increase in wages, bad agility, low proportion of welfare, unconspicuous effects in long-term incentives, unfairness of distribution caused by distempered appraisal system. Aiming at those problems, we need to find the causes and solutions to them. Referring to the experience and ideas of foreign universities, this paper brings forward the assumption of university's incentive compensation system in china. This compensation system integrates more compensation elements to build compensation combination system of every single teacher based on full participation of the teachers. This system gives prominence to the incentives of position-based allowance as well as the agility of compensation. It elevates single person's development to a higher level. It makes full use of exterior compensation, internal compensation and marginal compensation. And it also puts emphasis on the integration, motivation, and agility of compensation system.