The Research On Compensation System Of Changqing Artist College Basing On Post Evaluation

With the vigorous development of the education career, private colleges have become an important of Chinese higher education career. Changqing Artist College, which has been founded for more than a decade, has prepared a large number of artistic talent for the country. But due to the short development time and limited funds, there exists many problems in the management, especially the internal compensation management system relatively perfect. College administrators completely determine compensation according to the administrative level, but the compensation management system as the core of incentive mechanism is not perfect, that is difficult to produce employees’ incentive. All of these above have become a limited factor for future development. Compensation involves the vital interests of the employees, shows a kind of evaluation and recognition to the staff’s ability, value and contribution, and closely relates to the development of college. Optimizing the compensation system is an effective way to improve the college human resources management efficiency and improve human capital incentive effect. Under the guidance of relevant compensation management theories, this study takes Changqing Artist College administrative personnel as the research object. Based on the existing compensation system and relying on the post value evaluation of administrative personnel, this paper carries on the redesign to Changqing Artist College administrative personnel compensation system.Based on the current status of Changqing College, by taking in-depth interviews and questionnaire survey method, through related investigation and analysis to the existing administrative personnel in the general and all the administrative higher staff, total of 78 employees’ salary, this article grasped the satisfaction and expectations on the existing administrative personnel to the existing compensation system, found the problems existing in college compensation system and analyzed its reason. On the basis of all kinds of compensation theories, this paper got beneficial enlightenment. By drawing lessons from foreign compensation system construction experience, avoiding of the shortcomings of the compensation system of colleges and universities in China, in determining the college compensation strategy at the same time, this paper redesigned the post evaluation and post salary, and set up the reasonable compensation system which took post value as the core, and emphases on the performance appraisal. Finally this paper designed a series of safeguard measures, to ensure the effective compensation management system. Trying to redesign the compensation system, can promote the stability of the executive management team and attract more excellent talents to join Changqing Artist College teams to enhance the core competitiveness of the college.This paper gets the following conclusions: the post value evaluation is a comparatively scientific method to address the issue of private university employee compensation management, is one of the effective methods of reasonable and practical talents, is an effective tool to promote private colleges pay reform. But when the private colleges design the compensation system, the compensation system must reflect the organization’s personality be based on the organization overall strategy and core values, scientifically and reasonably improve, and plan ahead.