Research On The Optimization Of Teacher Salary Management In L Dance Training Institution

Quality education is an important part of China’s education system,and children’s dance education is an important part of quality education in art education.Its promotion and popularization play an important role in promoting children’s thinking,cultivating their sentiment,and promoting their physical and mental health.With the implementation of the "double reduction policy," aesthetic education has received more attention and attention from schools and parents than before.Dance training has developed rapidly,and market competition has become increasingly fierce.How to attract and retain talents,and maintain high-quality long-term development of the institution,that is what every dance training institution faces.Therefore,how to motivate employees to create more value for the institution has become the focus of the institution’s attention.Salary incentives can effectively solve these problems.As an effective means of motivating employees,salary affects employees’ spiritual and material needs,and has also become an important factor affecting the development of institutions.This article focuses on the study of the teacher compensation management issues of L dance training institution through literature research,questionnaire surveys,interviews,and other methods.The main problems are the lack of internal equity in compensation,the lack of external competitiveness,and the weak correlation between compensation and performance.The causes of these problems are analyzed,and based on the institution’s strategic positioning and job analysis and evaluation,a reasonable compensation system is designed.Specific improvement strategies are proposed,including establishing a fair,reasonable,transparent,and open compensation management system,adopting a wide-band compensation system to reflect external competitiveness,strengthening the correlation between compensation and performance,and creating a diversified welfare system.These measures have improved the institution’s compensation management level,increased the job motivation of teachers,and enhanced the competitiveness of the institution.This article not only provides optimization and effective suggestions for the teacher compensation management of L dance training institution but also has some reference significance for other small and medium-sized artistic training institutions.