本篇论文目录导航：
【题目】民办院校教师薪酬福利制度建设探析
【第一章】民办高校教师薪资管理研究绪论
【第二章】教师薪酬福利相关概念及理论基础
【第三章】民办高校教师薪酬体制存在的问题
【第四章】民办高校教师薪酬激励存在问题的原因分析
【第五章】民办BFLG学院教师薪酬管理现状
【第六章】民办高校教师薪酬福利体系的改进措施
【结论/参考文献】民办教师薪酬系统优化研究结论与参考文献
摘要
民办高校从无到有，从稚嫩到趋于成熟经历了艰难曲折的过程。与公办高校相比，民办高校由于发展时间短，基本设施建设、师资队伍建设、内部管理机制、财政资金等方面还存在很多问题，其中师资队伍建设问题尤为突出，民办高校要想提高师资队伍素质就必须吸引并留住高层次、高学历的优秀人才。如何吸引高端人才，采用什么样的激励机制和措施是民办高校急需要解决的问题之一。薪酬福利制度管理是一种非常有效的激励工具，发挥薪酬导向作用，激发教师的工作热情，增强教师的归属感。目前，各民办高校都制定了教师的薪酬福利制度，但是由于民办高校是由企业投资创办，校内各项管理大都按照企业模式执行，对高校的管理体制缺乏一定的经验，大部分民办高校教师薪酬福利制度不科学、不完善，不能适应其民办高校自身的发展需要，阻碍了民办高校的师资队伍建设。要解决好这一问题，归根结底要从民办高校管理体制入手。
构建科学合理的薪酬福利制度可以大大提升教师的归属感，提高教师的工作积极性，增强教师的主人翁意识，同时也是民办高校形成吸引力、凝聚力的强有力的支柱，是实现民办高校战略发展所需要的核心竞争力。
适合民办高校发展的、科学的、合理的薪酬福利制度，要遵循“按劳分配，优劳优酬”的原则，要体现公平、公正、公开的原则，同时应该把薪酬福利制度与绩效考核制度很好的结合起来，从师德师风、教学质量、科研成果、工作业绩等各项指标对教师进行全面考核，最后根据教师的工作业绩考核结果发放绩效工资。建立一种与教师工作绩效挂钩的科学、合理、公平的薪酬福利制度。从而激发教师的工作热情，促使其努力提高自身价值，全心全意的为高校服务，实现个人和学校共同成长，共同发展的双赢局面。
关键词：民办高校 薪酬福利 激励机制 绩效考核
Abstract
Private colleges have experienced a tortuous process from scratch and fromimmature to mature. Compared with public universities, private universities have theshort development time and there are many problems in such aspects of financialcapital, the basic facilities construction, teachers construction and the internalmanagement mechanism. The problem of teachers construction is particularlyprominent. In order to improve the quality of the teachers, private colleges mustattract and retain high-level, highly educated talents. How to attract top talent andadopt what kind of incentive mechanism and measure is one of the problems forprivate colleges to solve immediately. Salary welfare management is a very effectiveincentive tool. It plays role of compensation guidance, arouses teachers' workenthusiasm and enhance teachers' sense of belonging. At present, private collegeshave made the teachers' salary welfare system, but they are founded by businessinvestment. As a result, the management of the campus is under the mode of theenterprise and the management system is lack of experience in colleges anduniversities. Therefore, teachers' salary welfare system of most private colleges isnot scientific or imperfect, so as to hinder the construction of teachers team. To solvethis problem, we are supposed to change something from the management system ofprivate colleges in the final analysis. Building a scientific and reasonable salarywelfare system can greatly improve the teachers' sense of belonging, improveteachers' work enthusiasm and enhance teachers' sense of ownership. Meanwhile, itis a strong pillar of the attraction and cohesion as well as a need for private collegesto realize the core competitiveness of strategic development.
Scientific and reasonable salary welfare system which is suitable for thedevelopment of private colleges has to follow the principle of “distribution accordingto work, reward according to the optimal work ” as well as reflect the principle offairness, justice and open. Salary welfare system and performance appraisal systemshould be combined together perfectly. That is to conduct a comprehensiveinspection from teachers' professional morality, teaching quality, scientific researchand performance indicators, finally providing teacher's work performance-relatedpay according to the result of the performance. Through establishing a scientific,reasonable and fair salary welfare system which is linked to teachers' workperformance, we can arouse teachers' work enthusiasm, improve their own value,provide whole-hearted service for colleges and universities and ultimately achievethe win-win situation of personal and school' s common development.
Key words:Private colleges; Salary and welfare; Mechanism of Inspiration; Performanceappraisal
目 录
第 1 章 绪论
1.1 研究背景
1.2 研究意义
1.3 国内外研究现状
1.3.1 国内研究文献综述
1.3.2 国外研究文献综述
1.4 研究方法
1.5 研究思路与结构安排
第 2 章 相关概念及理论基础
2.1 相关概念的界定
2.1.1 民办高校概念界定
2.1.2 薪酬福利、薪酬福利制度及组成
2.2 理论基础
2.2.1 激励薪酬理论
2.2.2 委托代理理论
2.2.3 均衡工资理论
2.2.4 人力资本理论
第 3 章 民办高校教师薪酬福利制度存在的问题
3.1 薪酬水平普遍偏低
3.1.1 直接货币薪酬普遍偏低
3.1.2 福利性薪酬偏低
3.2 薪酬结构不合理
3.3 缺乏科学的薪酬激励机制
3.4 薪酬福利与工作绩效考核脱钩
第 4 章 民办高校教师薪酬福利制度存在问题的原因分析
4.1 民办高校内部资金收支比例失调
4.2 民办高校薪酬结构设计不合理
4.3 民办高校内部薪酬管理与激励机制尚不够成熟
4.4 民办高校管理者忽视了绩效考核的重要性
第 5 章 民办 BFLG 学院教师薪酬管理现状
5.1 BFLG 学院简况
5.2 BFLG 学院教师队伍情况
5.3 BFLG 学院教师薪酬现状
5.3.1 薪酬水平现状
5.3.2 薪酬结构现状
5.3.3 薪酬激励机制分析
第 6 章 民办高校教师薪酬福利制度的改进措施
6.1 扩充资金来源
6.2 改进薪酬结构理顺薪酬关系
6.3 建立合理的薪酬激励机制
6.4 薪酬管理与绩效考核有机结合
结 论
参考文献
