BDZL小学是南宁市一所‘‘民办公助”的私立小学。学校成立于2011年,是一所

处于成长期的学校。学校的各项管理制度,包括薪酬体系仍然不是很完善。随着南宁市

私立和公办教育的发展,学校之间的竞争越来越激烈。学校之间的竞争,不仅体现在公

司的实力、地理位置等因素的竞争,教育人才因素也是在学校发展竞赛中取胜的关键因

素。因此,如何通过建立与学校实际情况、发展战略相适应的薪酬体系,吸引、留用并

激励教师成为私立学校教师有效管理的重大课题之一。

学校成立初期,各项制度,包括薪酬体系都沿用传统公立学校的制度,在这些制度

的基础上根据实际情况和战略改变逐步进行改进和完善。到目前,原有的薪酬体系随着

时间的推移已经出现了一些问题,造成教师队伍的满意度变低,积极性和稳定性降低。

随着学校的发展,需要根据现有薪酬体系中存在的问题和不足,进行有针对性地优化设

计,逐步实施并持续改进。

本论文共分为四个部分:

第一章说明选题背景、研究意义、研究目标及研究方法。

第二章阐述薪酬及薪酬体系的基本理论。

第三章通过薪酬满意度调查,对BDZL小学的薪酬体系的现状和问题进行分析。

第四章阐述BDZL小学教师薪酬体系优化准备及再设计方案。

本文以BDZL小学的实际情况为基础,对其现有薪酬体系进行分析,查找问题,有

针对性地进行优化设计,力求实现薪酬的激励性、公平性,从而达到调动教师积极性的

目的,稳定教师队伍,为私立中小学校的教师薪酬制度改革提供有价值的参考。

关键词:私立小学小学教师薪酬体系优化设计

ABSTRACT

BDZL Primary School which is founded in 2011 is a civilian-ran and state-supported

private primary school in Nanning city. The management system of the school including

compensation system is still needed to be improved. With the development of private

education and public education in Nanning, the competition among schools is getting

increasingly fierce. Therefore, how to attract, keep and motivate staffi in the school by

establishing scientific compensation system which conforms to the practical situation and

development strategy of the school becomes one major project of the effective management of

the school.

At beginning of the School,all the system, including the compensation system followed

the public school system. And now, there have been some problems, Resulting in lower

satisfaction, motivation and stability. The main problems are reflected in: the first, there are

still a wide gap between the total salary level of teachers and the average wage of Nanning

workers. The second, the compensation system does not reflect the differences in the teachers'

skill and the quality of teaching. The third, welfare part of the compensation system is not

clear, unable to give teachers a sense of belonging.

This paper is divided into four parts: In chapter one, the introduction states the

background information of the topic, research significances, research targets and research

methods. In chapter two, ft elaborates the basic theories of compensation system. In chapter

three, it gives analysis on situation and problem of the existing compensation system in BDZL

Primary School. In chapter four, it discusses the preparation for optimization and

redesignation of compensation system in BDZL Primary School.

This paper is based on the situation of BDZL Primary School, making analysis on

existing compensation system, finding problem and proposing improvement plans of

compensation system to realize the inspiring fianction and fairness of salary, thus to motivate

staffs in the school, to enhance teaching body, and to provide valuable reference or the reform

of the compensation system in the school.

KEY WORDS : Private Primary School Primary School Teachers

Compensation System Optimal Design