| Since the reform and opening up,with the continuous development of social economy,the continuous growth of social capital,coupled with the strong support of the state to higher education and the continuous expansion of enrollment in colleges and universities,a large number of private capital and social capital have entered the education industry.There have been a number of new types of colleges and universities in China,such as Sino-foreign cooperative schools and private universities.Private colleges and universities are playing a more and more important role in the journey of conveying talents for regional economic development.if private colleges and universities want to continue to develop,strive to catch up,and create a first-class level,it is inseparable from the continuous scientific optimization of various systems and systems within the system.Therefore,if private higher education wants to survive and develop,it must be both internal and external.It should not only enhance its connotation,improve its educational quality,develop its own characteristics,but also strengthen publicity,upgrade the level,improve the overall level,and win the trust of students.The rise of a university is inseparable from the support of the strength of talents.in the final analysis,the competition between colleges and universities is the competition of talents.Therefore,only by deepening the reform of talent introduction and training mechanism and enabling talents in colleges and universities to give full play to their responsibilities,private colleges and universities can be greatly promoted.If schools want to solve this problem in the competition,we must reform and rebuild the salary management system of human resources management and put forward higher requirements for it.This article mainly takes the case of AAA College,and mainly studies the majorization of Chinese and foreign cooperative institutions considering compensation system.Based on a large number of relevant literature slots from China and abroad,the author first looks for the problems in the compensation management system of AAA College,and summarizes and analyzes the theoretical basis of employee motivation,performance management,job analysis,with questionnaire stoic and case studies and empirical analysis as the main research methods,and analyzes and reasons for the reasons for these problems.Then the optimization of AAA’ compensation system is judged.In view of the problem of the salary system existing in AAA,this paper not only takes into account the characteristics of AAA,but also takes into account the requirements of the school education plan for the optimization of the compensation system,and on this basis,the following path is designed: in the fairness,first assess the value of the position,reflect the internal fairness of remuneration;Reflects the external fairness of remuneration,and the individual fairness of remuneration is reflected through the determination of compensation scheme.Secondly,the welfare system should be re-constructed to improve the employee’s satisfaction with the school welfare system.Finally,it is necessary to ensure that the establishment of dynamic adjustment mechanism can increase the flexibility of the compensation system,and make the compensation system work properly by establishing the compensation management organization.In short,these optimization paths are used to maximize the motivation of employees to improve their motivation and effectively combine fairness and efficiency in the principle of fairness.Of course,the specific program measures proposed in this paper can play a role in improving the remuneration system of Chinese and foreign cooperative school-running institutions. |
