随着社会经济发展我国对专业技术人才需求不断增长。这些专业技术人才的 培养在我国主要以民办职业培训学校为主。民办职业培训学校人才培训效果与教 师的专业教学技能和职业素养之间存在着极为重要的关系。因此需要通过薪酬来 调动教师工作的积极性。当前，我国各大城市纷纷出台大师级高技能职业教师人 才引入的相关政策，希望以此来为高级技术人才的培养奠定良好的师资基础。 SC 职业培训学校在教师薪酬上有自己的一套方案。论文采用文献资料法、实 际调研法和案例研究法展开了分析和研究,通过对 SC 职业培训学校教师薪酬的现 状进行调研，在对其中存在的个性问题和共性问题进行深入剖析的基础上找到一 些促进 SC 职业培训学校教师薪酬科学化、规范化发展的对策和建议，从而充分发 挥优秀民办教师人才在高技术人才培训中的优势作用。 论文的研究内容主要包括以下四个方面： 第一、民办职业培训学校薪酬相关理论基础。对薪酬理论、民办职业培训学 校内涵以及民办职业培训学校教师的概念的等关键理论进行了界定和阐述。 第二、SC 民办职业培训学校薪酬现状分析。本部分首先讲述了 SC 民办职业培 训学校现行薪酬的主要内容，通过现状的描述对 SC 民办职业培训学校现行薪酬现 状存在的问题及原因进行了深入地剖析。 第三、SC 民办职业培训学校薪酬改进建议。本部分分别从薪酬结构设计、薪 酬等级确立依据以及薪酬绩效考核工资确定的依据三个层面对 SC 民办职业培训学 校薪酬改进进行了具体的研究和分析。 第四、SC 民办职业培训学校薪酬改进的保障措施。主要是根据上述研究找出 了导致 SC 民办职业培训学校薪酬工作弱化的原因的基础上，提出完善 SC 民办职 业培训学校教师薪酬制度的改进和建议. 通过对 SC 职业培训学校教师薪酬现状问题进行分析，实施效果进行了阐述。 有利于促进 SC 民办职业培训学校教师薪酬的科学化、规范化发展，从整体上看对 于我国民办职业培训学校薪酬激励的执行和实施都具有一定的借鉴作用。 关键词：民办职业培训学校，薪酬问题，保障措施，监督体系，实施效果II Abstract With the development of social economy, China's demand for professional and technical personnel is increasing. These professional and technical personnel are mainly trained in private vocational training schools in China. There is a very important relationship between the effect of personnel training in private vocational training schools and teachers'professional teaching skills and professional qualities. Therefore, it is necessary to mobilize the enthusiasm of teachers through salary. At present, the major cities of our country have issued relevant policies on the introduction of master-level high-skilled vocational teachers, hoping to lay a good foundation for the training of high-skilled teachers. SC Vocational Training School has its own set of programs on teachers'salary. This paper uses the methods of documentation, practical investigation and case study to analyze and study the current situation of teachers'salary in SC vocational training schools. On the basis of in-depth analysis of the existing personality problems and common problems, it finds some countermeasures and suggestions to promote the scientific and standardized development of teachers' salary in SC vocational training schools, so as to give full play to them. The superior role of outstanding private teachers in the training of high-tech talents. The research contents of this paper mainly include the following four aspects: Firstly, the theoretical basis of salary in private vocational training schools. This paper defines and expounds the key theories of salary theory, the connotation of private vocational training schools and the concept of teachers in private vocational training schools. Second, SC private vocational training school salary status analysis. This section first describes the main content of the current salary of SC private vocational training schools, and through the description of the status quo, it deeply analyzes the existing problems and causes of the current salary of SC private vocational training schools. Third, SC Private Vocational Training Schools Salary Improvement Suggestions. This part makes a concrete research and Analysis on the salary improvement of SC private vocational training schools from three aspects: the salary structure design, the basis of salary grade establishment and the basis of salary determination in salary performance appraisal. Fourth, SC private vocational training schools pay improvement safeguards. Basing on the above research, this paper finds out the reasons leading to the weakening of salary in SC private vocational training schools, and puts forward some countermeasures and suggestions to improve the salary system of teachers in SC private vocational training schools. Through the analysis of the salary problem of teachers in SC vocational training school, the implementation effect is elaborated. It is conducive to promoting theIII scientific and standardized development of teachers'salary in SC private vocational training schools. On the whole, it can be used as a reference for the implementation and implementation of salary incentives in private vocational training schools in China. Key words: private vocational training schools, salary issues, safeguards, supervision system, implementation effectIV 目 录 摘要 .............................................................................................................................................. I Abstract................................................................................................................................................II 第 1 章 绪论 ......................................................................................................................................1 1.1 研究背景、意义及目的...........................................................................................................1 1.1.1 选题背景 .......................................................................................................................1 1.1.2 研究意义 .......................................................................................................................1 1.1.3 研究目的 .......................................................................................................................2 1.2 研究思路、内容与方法...........................................................................................................2 1.2.1 研究思路 .......................................................................................................................2 1.2.2 研究内容 .......................................................................................................................2 1.2.3 研究方法 .......................................................................................................................3 1.3 文献综述...................................................................................................................................3 1.3.1 国外研究文献综述........................................................................................................3 1.3.2 国内研究文献综述........................................................................................................4 第 2 章 民办职业培训学校薪酬相关理论基础.................................................................................7 2.1 概念界定...................................................................................................................................7 2.1.1 民办职业培训学校界定................................................................................................7 2.1.2 民办职业培训学校教师界定........................................................................................8 2.2 薪酬理论概述...........................................................................................................................8 2.2.1 薪酬概述 .......................................................................................................................8 2.2.2 薪酬激励理论..............................................................................................................10 第 3 章 SC 民办职业培训学校薪酬的现状分析.............................................................................13 3.1 SC 民办职业培训学校简介...................................................................................................13 3.1.1 SC 学校概况................................................................................................................13 3.1.2 SC 学校人力资源现状及结构分析............................................................................13 3.1.3 SC 学校薪酬现状分析................................................................................................14 3.2 SC 民办职业培训学校现行薪酬存在的问题 .......................................................................16 3.3 SC 民办职业培训学校现行薪酬存在的问题原因分析 .......................................................20 第 4 章 SC 民办职业培训学校薪酬改进建议.................................................................................23V 4.1SC 民办职业培训学校薪酬改进的目标和原则....................................................................23 4.1.1SC 民办职业培训学校薪酬改进的目标.....................................................................23 4.1.2SC 民办职业培训学校薪酬改进的原则.....................................................................23 4.2 SC 民办职业培训学校薪酬改进的建议...............................................................................25 4.2.1 薪酬结构设计..............................................................................................................25 4.2.2 薪酬等级确立依据......................................................................................................28 4.2.3 薪酬绩效考核工资确定的依据..................................................................................30 第 5 章 SC 民办职业培训学校薪酬改进的保障措施.....................................................................32 5.1 加强对教师薪酬制度建立的重视程度.................................................................................32 5.2 建立和改进薪酬制度和组织管理制度.................................................................................33 5.3 引入绩效考核和评估机制.....................................................................................................34 5.4 加强对薪酬制度的监督，确保公平性.................................................................................35 5.5 完善教师的晋升通道.............................................................................................................36 5.6 建立校园文化，增强校园凝聚力.........................................................................................37 第 6 章 结论与建议 ..........................................................................................................................39 6.1 研究结论.................................................................................................................................39 6.2 研究建议.................................................................................................................................39