The Optimization Of Salary Management Of Teachers In H Company

"\The interim regulations on state civil servants\" began in August 1993 formally implemented,orientation of civil servants since the recruitment is forbid,increasing the heat of the civil servants to enter oneself for an examination,each year are on the increase of population,increasingly fierce competition,also to generate new industry-the civil service exam training company.The civil service exam training agency industry in more than 100 by conservative estimates,the real influence of the country's only two companies: Z H education and education.Among them,the H education was established in 2001,distributed in all parts of the country a total of more than 100.Training lecturer is the civil service exam training company's core competitive advantage,is also the key factors to expand the market to attract customers.H civil service exam training,therefore,the company always attaches great importance to the construction of teachers.At present,the company in the aspect of teachers' team construction has made certain achievements,now has more than two thousand people full-time teachers,build a comprehensive teacher team.But every year there are a large number of excellent training lecturer,that in addition to the particularity of the industry itself,is caused by the existing salary system is not reasonable.So this article takes H civil service exam training company faculty staff salary system as the main research content,in order to better the construction of teachers team.H current faculty salary system of civil service exam training company,on the basis of the reference market compensation standard,mainly teaching staff graduated from the college level,degree and induction period to determine the compensation standard,and according to the teaching staff member of consumption level and the average wage,endowed with different national conciliation coefficient.Although at present the company's salary system to execute the easy,but the standard is too simple,the lack of assessment index,almost no assignment coefficient,more problems,more tend to this a few: industry less competitive;Don't be a glimmer of teacher staff recognized;The lack of relevant evaluation standard and evaluation system;Increased by a certain human cost;Class hour quantity and pass the bonus set is not reasonable.Therefore,need to design scientific and reasonable salary system,to change the situation,stable core of human resources.After determine the compensation strategy target,H company will always pay levels in higher than the industry average,in line to the average level,on the base of introduction to stimulate competition,in order to ensure pay industry competitiveness and to generate incentives for teaching personnel,guides them to improve the teaching quality.New system,the plan of structured salary pay structure is mainly according to the ability basis,on the basis of performance appraisal,by the following formula: total wages = post salary(including basic salary and performance salary(behavior evaluation,the result evaluation)teaching + school dollars + subsidies.Considering the salary adjustment during will face a certain problem,made the transition plan,to solve various problems during the transformation of the old and new system,stability good teachers staff,and set up the relevant security regulations.