Study On Compensation System Of Henan Polytechnic Institute

In the past10years, China has achieved rapid development in Higher Education. HigherVocational Education is an important part of Higher Education in China and undertakes themajor task of training technology applied talents and knowledge skilled personnel. OurCountry is vigorously developing vocational education, and higher vocational education isshowing a good momentum of development. However, the key factors affecting the qualityof higher vocational and technical education and the level of training personnel lie in teachingstaff. Therefore, a set of scientific and actual compensation system which is designed andestablished to inspire the faculty with strong motivation to work is the top priority to promotethe development of the school.In this paper, the writer made the faculty in Henan Industrial Vocational and TechnicalCollege for the study; it started with the the research background and significance, content，framework, methods，innovation. At the same time, on the basis of relevant theories ofcompensation system, the writer understand the practice of colleges and universities’ reformin home and abroad. Then the wrier introduced organizational structure and the teachers troopin Henan Industrial Vocational and Technical College emphatically the current situation ofcompensation system，and analyzed in–depth the existed problems in the compensationsystem of the college. There some problems appeared are as follows: pay satisfaction is nothigh; competitive power is low; attractive is not enough; the incentive is not strong;transparency is not high; salary structure is unreasonable; the compensation system lacksfairness and performance evaluation system. Finally on this basis, the writer redesign thecompensation system in Henan Industrial Vocational and Technical College and puts forwardthe main contents and some Safeguard measures in the new faculty compensation system.Then the writer presented some ways to solve these problems: such as surveying theinternal and external compensations, improving the school welfare l system andstrengthening teachers’ internal incentive compensation. At last but not least, the writerdescribed the limitations and shortcomings and the further research direction in this paper.The writer design a both suitable and incentive compensation system through theanalysis of the competition environment and current situation of the teachers in Henan Industrial Vocational and Technical College. The compensation system is highly competitiveexternally to attract talent and fair internally to retain talent. This compensation system paidattention to the combination of teachers’ salary with their own nature of work andperformance to arouse the teachers’ vitality and incentive effect. The new compensationsystem aimed at guiding the reform of the present salary system in Henan IndustrialVocational and Technical College and providing a reference for the same type of colleges.