| Country to vigorously develop secondary vocational education,run by the local people in the development of secondary vocational education is faced with challenges and opportunities,to adapt to changes in the external environment of competition,keep up with the needs of the development of school reform,to strengthen the management of human resources management compensation optimization work,explore the salary system of the retaining and attracting talents,to establish a reasonable and effective compensation system,achieve a win-win situation and benign and sustainable development.This paper takes P private secondary vocational school salary system as the research object.Firstly,the research results and basic theories at home and abroad are analyzed by literature research method.Secondly,starting from the salary status quo of P private school,a salary satisfaction questionnaire survey and targeted interviews were designed in line with the school’s reality.Thirdly,it quantitatively analyzes the satisfaction evaluation of P private vocational school staff on salary,and uses SPSS26.0 to conduct statistical analysis of questionnaire data.Using descriptive statistical analysis and interview analysis combined with the current situation of the school’s salary system,it is concluded that P private school has some problems,such as lack of salary strategy,imperfect salary management system,unmatched performance appraisal,lack of effective salary adjustment mechanism,and lack of flexibility in high-level talent salary incentive.The causes of problems are used to analyze the existing problems in the school again.Finally,based on the above analysis,SWOT method to analyze the school development strategy and human resource strategy,and then puts forward the scientific and rational targeted countermeasures and optimization scheme,improve the satisfaction of the staff,to stable the school staff,attract high-level talents to join the school,improve the competitiveness of the school of the school long-term development. |
