文档介绍：湖南师范大学硕士学位论文我国民办高校教师薪酬管理研究姓名:朱文娟申请学位级别:硕士专业:教育经济与管理指导教师:李军 20070501 摘要我国的民办高校近年来迅速发展,其教师薪酬管理问题也日益显得重要。教师薪酬是高校对教师劳动的认可,是教师职业发展的保障和支持,也是高校赢得教师理解、认可和承诺的一种方式,高校和教师通过薪酬媒介可以达到一种双赢。我国民办高校的现状不容乐观,与世界高等学府的发展潮流不适应,与我国高等教育大众化的要求也不符合。要振兴我国民办高校, 必须管理好高校内部教师队伍,其中核心的问题就是要完善教师薪酬管理制度。科学的薪酬体系是吸引人才,留住人才,激发人才,同时也实现高校自身的办学目标和价值定位的一种有效手段。民办高校的办学机制和管理机制相对公立高校来说比较灵活,薪酬管理发展完善的空间也比较大。本文致力于民办高校教师薪酬管理制度的建立和完善,关注薪酬制度与高校目标、教师目标之间的内在联系,力求高校与教师之间达到一种价值平衡,促进民办高校的持续发展。本文首先运用了一些典型的薪酬理论对民办高校教师的薪酬政策进行理论分析和指导,并概括出民办高校薪酬管理要遵从的五大基本原则。然后寻本溯源,对民办高校(私立高等教育)薪酬管理的历史做了分析,得出一些有益的借鉴,再分析民办高校现有的薪酬管理状况,找出了存在的三大问题。正是这些问题导致J,当前民办高校的师资薄弱,人才流失。针对民办高校教师薪酬管理的问题,本文从宏观和微观两个视角来构建民办高校的薪酬体系。在宏观的角度,引入了战略薪酬管理的理念,并设计了民办高校教师战略薪酬的理论模型。在微观的角度, 探讨了民办高校教师薪酬制度的基本结构,并设计了核心教师薪酬计划和知名教师薪酬计划,以吸引和激励民办高校的优秀师资,配合民办高校战略发展的需要。最后,简单的阐述了民办高校教师薪酬管理与控制的~些理念和方法。关键词:民办高校教师薪酬战略薪酬核心教师 Abstract Teachers’ salary management is ing more and more important along with the rapid development of non—government funded higher education(NGFHD)in ’ salary represents thatthe university has recognized teachers’work, and itwill guarantee their teaching ’S more, italso help universities toobtain teachers’understanding、 admitting and the salary—medium,a both-win relationship’rill establish between universities and teachers. The status quo of NGFHD inChina is not SO optimi sm,for itfit with neither the tendency ofhigh education ofthe world, nor the requirements of high education’S popularization in must management the faculty inorder todevelop NGFHD. The key issue is how to consumuate the teachers’salary system. Because a scientific salary system Can allure people with abilities,and retain and inspire thenL At the same time。a scientific salary system Can beused as amethod toachieve the goals pared with government funded higher education,the operating mechanism and management mechanism of NGFHD have more flexibi ismuch to be done inorder to make a better salary thesis focuses on establ ishing and