国家市场化经济开放程度越来越高,国际竞争力主要表现在人才竞争上,我

国为了适应这种人才竞争加大了对高等教育的发展力度,高等教育发展迅速,各

高校管理也由之前的政府统一管理转化成为自治管理。高校管理的改变要求教职

工可以主动投入到自身校园建设中,通过薪酬管理使教职工认识到原有的收入分

配制度均衡性已经被打破,以前“大锅饭”收入分配思想被“按劳分配,多劳多

得,优劳优酬,效率优先,兼顾公平”为原则的薪酬分配制度所取代。

结合薪酬及激励理论,分析现行J学院薪酬管理,发现在薪酬管理中存在六

个方面的问题,围绕这六个问题优化J学院薪酬管理。改善了学院内部岗位津贴

方案,进一步加强二级学院基层管理力度;构建具有沟通反馈双向的量化绩效考

核体系,体现了绩效考核最终分数合理客观,在最大程度上保证薪酬管理客观、

公平、公正及激励原则,有效激励广大教职工努力工作,发挥自身潜能创造更多

价值,能够在教职工间形成良好的竞争氛围,同时吸引更多学院需要的人才加入

教职工队伍,为J学院建设贡献自身的力量,进一步推进J学院发展战略实现,

推动J学院薪酬管理进一步深化。

关键词:薪酬,薪酬管理,激励,J学院

Abstract

The national market-oriented economic has opening degree more and more high,

international competitiveness is mainly embodied in the talent competition, in order to

adapt to the talent competition in our country, we intensified the efforts on the

development of higher education, higher education is developing rapidly, the

management also by the previous government unified management in colleges and

universities into autonomous management. Changes required faculty management in

institutions of higher can active into their campus construction, through the system of

compensation incentive system to make teachers realize the original balance of the

income distribution system has been broken, previously thought is big-pot roce

income distribution distribution according to work, work more, best's best reward,

efficiency first, fairness considered for the principle of salary distribution system has

been replaced.

Combining pay and incentive theory, analysis of the current J college,

compensation management, found in six aspects of problems in the compensation

management, optimization of J college over the six compensation management.

Improved the college internal post allowance scheme, further strengthen secondary

school management at the grass-roots level; Build two-way communication feedback

quantitative performance evaluation system, reflects the performance appraisal in the

end, reasonable objective and guarantee the maximum compensation management

objective, fair and just,and incentive principles, effective incentive the staff work hard,

play their own potential to create more value, can form good competitive atmosphere

between the staff, at the same time attract more college need talents to join faculty team,

contribute own strength for J college construction, to farther advance J college

development strategy implementation, promote J college salary management further.

Key words: pay,compensation management,incentiveJ college