Analysis And Optimization Design Of The Salary System For Teachers In Colleges And Universities

Salary distribution is an important issue in today’s society from all walks of life need to be faced. For higher learning institutions, optimization of the salary system is one of the powerful motive force that promotes the development of colleges and universities. Teacher is the core part of the University. Analysis and optimization for the University Teachers’ salary system can promote the internal reform of colleges and universities and lay the foundation for the development of colleges and universities. This paper based on related theories of compensation management and incentive compensation, in the sample data of2012CJ university teachers salary as reference, through the data and the status of research university teachers salary distribution model, trying to explore the internal equity and external market competitive salary system, and puts forward the performance appraisal program and related protection mechanisms.This study is divided into six chapters. The first chapter is the introduction, which is a process of discovering the problem. Mainly introduces the research background and the significance of. Compensation is a representational people labor product, has the very important position in the social life, the salary system of university teachers is reasonable or not directly affects the stability and the quality of teaching personnel. Two aspects of the literature review from the salary management and incentive mechanism respectively expounds the history, present situation and development of domestic and international compensation research. Firstly, combined with the reality of society, from the perspective of the salary present situation, proposed the idea of college salary system optimization design.The second chapter is mainly on the compensation incentive theory introduction and review. By the effective allocation of human resources the theory of human capital leads to the salary dstribution of income, human capital theory from the staff education and training to explain different positions between wage differences, not only in relation to the distribution of salary income, but also related to the development and motivation of enterprise human resources. Then through the diminishing marginal utility theory explains the limitations of fixed income in the incentive function, emphasized the importance of the floating salary, salary structure, expand the floating compensation ratio, increase the marginal utility of variable pay, makes the total utility workers tends to maximize the idea. Maslow’s hierarchy of needs theory basis for various needs of people, the study of human behavior, to explore the incentive factors effectively, to a certain extent, explains the existence between human behavior and psychological law. Vroom expectancy theory to the concept of expectation and titer of the motivational effect of discussion, analysis of health factors and incentive factors combined with Herzberg two factor theory, the research about fixed salary and floating salary to prepare, and provide theoretical basis. The third chapter is the key part of analysis of the problem. First the basic situation of CJ University made a simple introduction, then in the second chapter, based on the theory, the university teacher’s salary is divided into a fixed salary and floating salary two categories, and discusses the definition, the fixed salary and floating salary incentive effect, division, as well as a concrete manifestation of the two categories in the state compensation of CJ University, explains the importance of floating salary reward performance. In reward performance status of CJ University Teacher Analysis in this section to reward performance part as the key point, first the teacher rewards performance frequency distribution histogram and teachers reward performance difference analysis to illustrate the differences between teacher reward performance of the whole, and then analyzes the effect of different titles and workload to reward performance, finally the use of SPSS19.0software in2012CJ university teachers in various professional and technical level of the salary data were analyzed and concluded.The fourth chapter is a solution to the question of the mentioned process. On the basis of the previous chapter, with the strategy as the guidance, follow the internal equity and external competitive principle, pricing model CJ university faculty compensation are put forward from2aspects of basic salary and reward performance, provide constructive design for the optimization of the salary system, determine a reasonable salary level.The fifth chapter is the extension of the problem solving steps. Focuses on the guarantee mechanism of teacher salary system in the implementation process, including the performance appraisal program and ensure transparency, rationality, dynamic and long-term measures to guarantee the salary distribution system of University teachers.