Research On Optimization Of N University Teacher Salary Management System

The 2019 government report points out that the tasks of accelerating the development of social education include developing fairer and more qualified education and promoting the construction of first-class universities and first-class disciplines.Teachers are the specific executors of the educational function of the university,so the continuous development of the education industry undoubtedly puts forward higher requirements for the teachers.Therefore,how to motivate the teachers to teach truth,teach lessons and answer doubts has become the problem that should be solved in order to develop the education.This paper focuses on the topic of compensation management system of university teachers,and the main aim of the paper is to optimize the compensation management system of teachers.This paper adopts the method of case analysis and selects N university as the research object.This university has a certain status and reputation in undertaking higher education Firstly,this paper sorts out the current compensation management system of N university,and analyzes the rationalities of the current compensation management system by combining the incentive theories.It is found that the rationalities of N university teachers'compensation management system include that the diversified compensation is based on teachers' needs,the performance evaluation index is scientific,and the compensation system has certain incentive effects.But there are still potential problems such as insufficient incentives for young teachers,focusing on short-term performance appraisal,and the ineffectiveness of performance appraisal indicators.In view of the above problems,this paper focuses on two aspects of salary structure and performance appraisal system.In view of the optimization research of compensation structure,this paper proposes to increase the proportion of incentive compensation for incentives.For the optimization research of performance appraisal system,this paper fully consults teachers' opinions on performance appraisal indicators through the questionnaire survey,and then corrects the index system,so as to optimize the performance appraisal indicator system.This paper studies the optimization of the compensation management system of N university.It considers that the compensation management system plays an important role in the development of teachers' human resources.Therefore,it is ensured that the compensation system of N university can better meet the needs of N university teachers under the premise of complying with relevant policies,thus the system can better play the incentive role for teachers.Only by stimulating the teacher group to show a more active and engaged state,can we provide a guarantee for the greater development prospects of China's education.