Research On The Optimization Of The Salary System Of Full-time Teachers In Xike High-tech College

The private university,as an important component of higher education institutions in China,have made great efforts to alleviate the demand of high-level skilled personnel in various fields and balance the supply and demand of higher education.However,they are generally facing the problems of shortage of funds,lack of students,and weak faculty at the present stage,which leads to a huge gap with ordinary universities.In recent years,enhancing the quality of higher education began to be listed as one of China's key tasks,and how to improve the status quo of private universities has also become the hot topic discussed by relevant government departments and experts in related fields.With respect to this problem,the most crucial step is to strengthen the teachers 'ability level,in which a reasonable and scientific teacher compensation system plays an important role,especially for the full-time teachers.At present,in most cases,the compensation system implemented by private universities tend to directly copy the enterprises or universities,resulting in some certain problems,such as the lack of internal fairness.This will undoubtedly become an obstacle to China's strategy of strengthening its nation by employing qualified personnel.Based on this background,this paper set the Xi'an KEDAGAOXIN University(referred to the XIKEGAOXIN University in following contents),which located in Xi'an City,Shaanxi Province,as the research object.In addition,the full-time teachers are set as the main research population.Based on the situation of its current compensation system for full-time teachers,this paper found that there exiting some problems,including but not limited to unreasonable educational structure and low salary level.These problems will severely restrict the future development of XIKEGAOXIN University.Thus,these problems need to be resolved urgently at present.In addition,the causes of these problems have also been analyzed in depth both internally and externally.Moreover,the present paper firstly introduced the 4P model,which is famous in the field of human resource management,into the optimization of the compensation system of private universities,in order to propose a series of improvement measures with practical and paradigmatic significance.The present paper is of practical significance to reform the salary system of the university,strengthen the faculty resources,and build a self-owned teacher system.At the same time,it also has certain reference significance for the similar private universities in the compensation system reform.