M Education And Training Institutions Salary System Optimization Research

Today in the 21 st century,education has become the basis for improving a country’s innovation ability.The level of education determines the quantity and quality of talent cultivation,and determines a country’s scientific and technological development level and innovation ability.Along with the constant deepening of quality education in recent years in out country,gradually entered a fast track to the rapid development of education industry,more and more parents pay more attention to children’s study.They don’t want to let their children lose at the starting line in life,so looking for a good primary and secondary school education training institutions for children at showering,it also stimulate the rapid development of China’s education industry,bring the huge opportunity for China’s education and training industry.As an innovative education and training industry in Shan’xi province,M education and training institution experienced a period of development and its operation scale has been continuously expanded,but the problem of the salary system is also increasingly prominent.The problem of compensation system has become an unfavorable factor for its rapid development,restricting its expansion and growth.In order to promote the promotion of employees’ working enthusiasm and the creation of employees’ personal value similar to the type of M training industry,the growth and profit creation of the training institutions are further improved.Based on M education teaching institutions pay system as the research object,the reference development background,composition,jobs,and the current status of salary system,by means of questionnaire and face-to-face interview mining problems in various positions,salary system to solve these problems for further research,focus on management,teacher job,course consultant,marketing job,functions of five job pay system optimization,highlight salaries encouraged to arouse the enthusiasm of staff,good balance between the company and the employee’s salary balance,scientific and reasonable set the employees’ psychological expectations.According to the research conclusion,the current salary system is reformed and optimized,and a relatively fair and reasonable salary system is obtained.At the same time,in view of the possible difficulties and problems in the implementation of the later reform of the compensation system,how to turn the theory into reality,the problem that will be faced during the reform of the compensation system and the solutions are also described.This paper uses theoretical knowledge such as equity theory,maslow’s hierarchy of needs theory,expectation theory and so on.The data collection means are various,and the result analysis is scientific and instructive to some institutions,which can not only reduce the operation cost of enterprises,but also improve the comprehensive competitiveness of enterprises,and have certain reference value significance.