LZ Private Higher Vocational Colleges Full-time Teachers Salary Incentive System Optimization Research

Since the rise of private education in the 1980s,private education has made indelible contributions in the process of my country’s education development from elite education to popular education.However,it is generally difficult to introduce excellent external teachers in private colleges,and the turnover rate of excellent internal teachers is high.In order to solve the problem of job vacancies,LZ colleges have introduced a large number of teachers without professional titles and low professional titles to solve current problems,but these measures are not conducive to the construction of teaching teams,the improvement of teaching standards and the long-term development of the school.In this context,this article is based on the design ideas of the comprehensive salary system,under the guidance of the expectation theory,fairness theory,and hierarchy of needs theory,through a combination of questionnaire surveys and personal interviews Research the existing problems.The study found that the full-time teacher salary system of LZ colleges mainly has problems in salary composition,salary level,performance salary,welfare,long-term salary and non-economic salary.Based on this,a set of flexible compensation management system optimization schemes centered on incentives was constructed from two aspects: economic compensation incentives and non-economic compensation incentives,and related implementation safeguard measures were proposed.The optimization scheme system proposed in this paper solves the core problem of the full-time teacher salary system of LZ private higher vocational colleges.It is pointed out that the salary structure should be improved,the salary level should be improved,the fairness of performance salary should be highlighted,the flexibility of benefits should be enhanced,and the long-term salary incentives and noneconomic salary incentives should be enriched.After the pre-evaluation of the optimization plan,it is found that the satisfaction level of fulltime teachers has been significantly improved,indicating that the optimized salary system can better motivate full-time teachers and reduce the turnover rate,which has certain practical value.