摘要
20 世纪 80 年代，随着幼儿教育体制改革的开展和深化，催生了民办幼儿教育
事业，几十年的发展，现在民办幼儿园已发展成我国学前教育的重要组成部分。我
国的民办幼儿园在迅速发展的同时，存在很多不足之处。本论文通过对中国幼教行
业文献研究分析发现了一个共性的问题—薪酬问题。

本论文也对民办教育薪酬方面的研究做了汇总，虽然都不是专门民办幼教方面
的研究，但是对于论文的撰写都有借鉴意义。有全面薪酬方面、战略薪酬方面的，
也有针对一个实体的薪酬问题的诊断和解决思路的借鉴。

论文通过对 A 幼教集团的薪酬现状分析、满意度调查、和深入访谈和数据分析，
在全面薪酬理论、公平理论、马斯洛需求原理和双因素理论的理论基础上对 A 幼教
集团的薪酬问题进行诊断，得出本论文的诊断结果是有以下几方面：弱组织文化；
可变薪酬满意率低（对于绩效考核和激励的满意率低），薪酬水平低，薪酬结构不
合理，缺乏竞争性和公平性。在员工自身方面，员工普遍感到成就感低和压力大。

针对诊断结果作者从提出了薪酬问题的改进策略：提升战略导向的薪酬管理意
识；加强非货币行薪酬管理（强组织文化建设，强化民主建设、注重内在激励）；
设计兼顾内外部公平的薪酬水平，提高可变薪酬的导向性和激励性功能（建立规范
的考核体系，短期激励和长期激励结合）。

最后为了保障改进策略的实施，作者提出了相关的实施建议：完善集团人事职
能；重新设计薪酬体系；充分考虑保健因素，加强薪酬预算管理。

关键词 民办幼教 薪酬问题诊断 全面薪酬
Abstract
Nowadays private kindergarten has been playing a very important role in China’s
preschool education, owing to the dozens of years of development and deepening reform of
education system starting in 1980s.While the rapid development of private kindergarten
accompanies lots of problems. By writing this article I will try to analyze compensation, a
common problem I found during the research of the current situation of China’s preschool
education.
Also I have made a summary of the private education industry’s compensation
situation on my research. Although it doesn’t focus on private education, it affords us
references to the comprehensive compensation, strategic compensation, and analysis and
solutions about the substantial compensation.
Under the analysis of the compensation situation, satisfaction survey and in-depth
interview of preschool education group A, accompanied by the Comprehensive
Compensation Theory, Equality Theory, Maslow's Need Theory and Dual Factors Theory,
it is concluded that the diagnostic results are as follows: weak enterprise culture; low
variable compensation satisfaction rate, low level of salary, unreasonable salary structure,
the lack of competition and fairness and low sense of achievement with high pressure of
staffs.
According to the diagnosis the author proposes several strategies to the compensation
problem: Enhance the strategic orientation of the compensation management awareness,
strengthens the nonmonetary compensation management , gives consideration to both
internal and external equity salary level, and improves the orientation and incentive
function of variable compensation.
In order to ensure the implementation of the strategy, the author puts forward some
relevant implementary suggestions: consummating group’s staffing function, redesign the
compensation system, and strengthen the payroll budget management.
Keyword: preschool education compensation problem diagnosis
comprehensive salary management