Research On The Problems And Related Measures In Salary System In The Private University Of C

Recent years, China’s private education, whether in terms of quality or in terms of scale，has developed rapidly and been an important part of Chinese education. As is known to all,the sustainable development of education needs a large number of senior professionals,therefore, the faculty building directly affects core competitiveness of universities. Facultyconstruction in private colleges should be the most important task, to develop and improve thescientific and reasonable talent competition mechanism, to make full use of all kinds ofincentives to attract high-level education personnel to ensure maximum quality allocation ofhuman resources. The fact is that with the rapid expansion and institutional factors restrictingthe private higher education, human resource management has become an importantbottleneck restricting the development and sustainable developmentof private universities.This paper, taking C private colleges for example, with behavioral science theory andtheory of incentive compensation management theory as support, has analyzed theshortcomings and deficiencies of private universities salary management system, by using thecombination method between theoretical research and practical analysis. It has noted harms todevelopment of C university, and proposed to build private universities salary systemprinciples and frameworks in order to build the core competitiveness of the privateuniversities and sustainable development reference.