The Study On The Establishment Of Total Compensation System In Private Colleges

With the diverse development of education, private colleges have become an indispensable part of our higher education system; they offered a large amount of opportunities of reeducation to those people who are in high need of knowledge and skills. However, due to lack of enough time and financial support, there are still some problems, especially for salary management, existing in the operation of private colleges, such as irrational salary structure, unreasonable salary management system and lack of paying enough attention to junior faculty. These may have a detrimental influence on their positivity and initiative in daily work and may not be conductive to the development of private schools. Nowadays, numerous measures are taken to reduce the adverse aspects of salary management. To solve these problems, a new theory of salary management is introduces in this article. New ideas and methods of improving this system are discussed as well by combining the new salary management theory mentioned above together with the experience on salary management in both domestic and oversea colleges and universities.The aims of this article are to systematically analyze and give advices on the general ways of establishing salary management system and the general design of salary structure, thereby developing a guideline for private colleges to avoid failures in operation of salary management and helping them fully understand the characteristics of private schools and explore new ways in order to gain improvement in salary management. To be specific, private schools are better advised to design salary management system based on the principle of fairness, motivation, differentiation and economy, and effectively make use of managerial flexibility to build a new attractive and incentive system. On the one hand, the design thinking of pay level is "investigation of salary—estimate of job position—analysis of job position—performance assessment—confirmation of pay level". On the other hand, the design thinking of salary structure is to improve internal and external salary respectively. For the internal salary, it mainly concerns about satisfying various needs generated from faculty. While for external salary, it mainly focuses on satisfying the basic needs of life and lowering job risks. Thus, based on the description of internal and external salary, it is not difficult to find out that the internal one is more important than the external one, as it includes two aspects:statutory welfare and welfare specified by universities. Statutory welfare contains various kinds of social insurance and statutory vacation, while welfare which is specified by universities embodies elastic welfare system, rules and regulations of delay in payment, training system, work atmosphere, career planning and more democratic participation. These are all discussed in the following chapters. During the course of establish the total compensation system in private colleges, full consideration must be given to the special characteristics of the private colleges. In the end of this paper, we also discussed the decision-making system, implementation system, supervision system in private colleges.