| Nowadays, colleges and universities bear the social task of training high-quality talents, developing high technology and providing high quality services, which plays an increasingly important role in the development of a country. The competitiveness of colleges and universities reflects a country’s competitiveness and overall strength. And the strategic salary management of colleges and universities plays an important role in developing the potential of existing teachers and attracting best talent in order to establish a highly quality faculty and improve the competitiveness of colleges and universities.After2006, colleges and universities establish a pay system to link salaries to performance as the main content. However, specific measures for implementation of the countries on performance salary of colleges and universities have not yet been introduced, which makes the original question of salary management of colleges and universities remain unresolved.In this paper, starting from the problems of salary management of colleges and universities, it analyzes the existing problems and reasons by applying to the basic theory of Public Management and combining with the salary management’s status quo of Tianjin University of Traditional Chinese Medicine, and also makes suggestions on improving salary management of Tianjin University of Traditional Chinese Medicine. The paper aims to identify the salary management model for Tianjin University of Traditional Chinese Medicine or other colleges and universities in Tianjin, and to provide some constructive comments and some new thinking on the enactment of the national performance salary implementation.The paper consists of three aspects. First, it analyzes the significance and problems of alary management reform of colleges and universities by introducing the four reforms of salary management and the status quo of Chinese colleges and universities. Second, it elaborates the enlightenment of experience of salary management from foreign colleges and universities by introducing the status quo of foreign colleges and universities and focusing on the salary management system in the United States and Germany. Finally, with the analysis of salary management scheme of Tianjin University of Traditional Chinese Medicine, it identifies the existing problems and makes some suggestions on the improvement of salary management of Tianjin University of Traditional Chinese Medicine... |
