Private College Teachers' Pay System For Innovative Research

After more than 20 years development, The Private Higher Education in china is changing from the Extension to Intension. One of the most important issues is How to enforce a professional team of teachers. Practices show that the level of a university is depending on the discipline level, which is reflected by the qualifications of the teachers. Without high level of professional teachers, it is impossible to cultivate the qualified students with the innovative spirit and practical ability. And, during organizing the high level of professional teachers, the construction of the full-time teachers becomes the most important. If the private university want to realize the sustainable development, They should have competitive salary system to attract, retain and cultivate the excellent teachers, and enhance its core competence.On the basis of the related theories of salary incentives and income distributions, This article tries to find out the problems of the current salary system, by analyzing the characteristics of the teachers and the current salary status in H.Y. University. Finally, We will give some suggestions of the principles and framework on how to build a suitable salary system with incentives, and redesign the salary system for H.Y. University.By the creative research of current salary system of H.Y. University, We plan to provide some good ideas about how to solve the problem of salary incentives for Human Resource Department, and provide some measures which are worthy to be learnt from to other private universities during the way of the reform of Private Universities' salary system.