Research On Salary System Optimization Of Full-time Teachers In Private HK University

From the 1980 s to the present,private education has become an important part of socialist education.With the country’s emphasis on vocational education and the continuous improvement of the education system,the enrollment of private universities is increasing,and the scale of teaching is also increasing.Therefore,the team of full-time teachers continues to expand.Nowadays,with the rapid development of artificial intelligence and other new technologies,the importance of talents has been constantly strengthened,and the construction of full-time teachers has become the core competitiveness among private colleges and universities.The important factor for the stability of full-time teachers is the salary level,which not only reflects the value of full-time teachers,but also directly affects the enthusiasm of full-time teachers to take the initiative to participate in the work.At present,private colleges and universities are mostly affected by funds and policies,and they encounter various problems in their development.However,investors often hope to get the maximum harvest with the least reward,so they will control the expenditure of schools invisibly.Different from public universities,private universities are mainly funded by students’ tuition fees,so special funds for talent reserve are particularly scarce.Originally,by means of salary incentive,we have been attracting talents,introducing and retaining excellent talents,and establishing the brand strategy of full-time teachers in the form of talent training.But in fact,the stability of full-time teachers is not high,and the mobility is also large,so the salary incentive of full-time teachers must adhere to the salary incentive.It is not conducive to the training of full-time teachers and the construction of teachers,and ultimately affects the development and progress of the school itself.Although many private colleges and universities have adopted various measures to maintain their own development,but it has not fundamentally solved the problem.Therefore,in order to achieve the goal of sustainable development,private HK university needs to build a salary management model by using salary characteristics,and design a competitive salary system for the purpose of attracting,motivating and retaining full-time teachers.In this paper,by making full use of questionnaires and other methods,we have an in-depth understanding of the current salary system operation and salary satisfaction of full-time teachers in private HK universities.By means of theoretical research and case analysis,this paper deeply analyzes the existing problems in the salary system of full-time teachers in private HK universities,and gives suggestions for improvement and optimization on this basis.Firstly,this paper expounds the research background and purpose,and summarizes the domestic and foreign literature from three sections,namely:salary system research,university salary system research,private university salary system research.Secondly,through the relevant research and analysis,understand the private university of HK pay system mainly exist the following problems: pay overall strategy awareness is still weak,pay levels relative to public colleges and universities is still on the low side,overall compensation structure to be optimized,compensation system is still inadequate,salary incentive mechanism,fairness,etc.In view of these problems and the development strategy of private HK university,this paper puts forward the idea of salary system optimization,and uses the basic principles and methods of salary system design to optimize the salary system of private HK university.Improve and enrich the salary system,increase the salary growth mechanism,improve the salary grade and raise the salary level,increase the salary fairness and competitiveness,and develop effective incentive measures and supporting systems.Through the display and analysis of the salary system of private HK universities,this paper hopes to derive the salary management problems of full-time teachers existing in private colleges and universities in Hainan and the whole country,and see the big from the small,hoping to provide a favorable reference for the salary management of other private colleges and universities in the future development.