Research On Performance Salary Management In SW Universities

Performance salary distribution system is an important way for income distribution form in colleges and universities,not only can effectively attract and retain talents,and to improve the staff income level has an important influence.At present,colleges and universities in our country have implemented the form of performance wage distribution for many years,but there are some outstanding problems in the process of allocation and implementation.Especially in the western provinces,which are located in frontier areas and ethnic minorities,the contradiction of performance wage management is more acute.In this paper,A university as the object,to A university to study the performance salary management,explore A path of university performance salary management,aimed at A university and yunnan university and even the whole country of reform and improvement of the performance salary management in colleges and universities to provide the reference and guidance.First,in reference to previous research results,on the basis of defining the concept of performance,performance,salary management,combing incentive compatibility theory,two-factor theory,reinforcement theory,as A university performance salary management research theoretical basis;Then,the basic situation of A research,the focus is on using A questionnaire survey and interview method analysis the present situation of the performance salary allocation of colleges and universities,on this basis,summed up A performance salary allocation performance salary management in colleges and universities is not scientific,distribution,lack of goal orientation,incentive form A single,the income gap is too large,the problem such as enforcement is not enough,and deep analysis for its reason;Finally,the paper puts forward some Suggestions to optimize the performance salary management of A university based on the theory of incentive compatibility,double factor theory and reinforcement theory.Through perfect performance salary management,increase the income of A university faculty,staff,removes the sorrow of life,with stable teaching staff,motivate the teachers’ management level,academic development,teaching and scientific research ability,etc.Let teachers play a bigger role in their own fields,so that teachers can fully display their potential in a free and easy environment.More importantly,it quantifies the quality and quantity of teachers’ work,and forms self-discipline and internal motivation of self-motivation so that teachers can achieve self-development better.Optimize the implementation of the performance salary allocation is helpful to promote the growth and development of university teachers,maintained for the work,including the enthusiasm of the teaching and scientific research,in order to better play to the teacher’s special function in the post,it will A the whole development of colleges and universities,thus promote the vigorous development of the cause of higher education in our country.