本文選題：高校 + 績(jī)效工資��； 參考：《福建師范大學(xué)》2014年碩士論文

【摘要】：隨著我國(guó)經(jīng)濟(jì)社會(huì)發(fā)展進(jìn)步,高等教育事業(yè)蓬勃發(fā)展并取得巨大成就。但是,師資力量壯大的速度卻沒(méi)有跟上高等教育發(fā)展的步伐,一定程度影響了高等教育人才培養(yǎng)質(zhì)量。在有限的教師資源和財(cái)政情況下,高等院校持續(xù)推動(dòng)教師收入分配制度改革,以此調(diào)動(dòng)教師工作的積極性和創(chuàng)造性,來(lái)滿足高等教育發(fā)展的需要�？�(jī)效工資制度陸續(xù)在各個(gè)高校開(kāi)始實(shí)施,現(xiàn)處于摸索試行階段,缺乏相應(yīng)理論指導(dǎo)和可借鑒的實(shí)踐經(jīng)驗(yàn)。目前高�？�(jī)效工資存在崗位設(shè)置不科學(xué)、績(jī)效考核制度不完善、激勵(lì)措施不當(dāng)?shù)葐?wèn)題,使績(jī)效工資未能產(chǎn)生預(yù)期的效應(yīng)。本文以福建工程學(xué)院為案例進(jìn)行實(shí)證研究分析,解決績(jī)效工資的導(dǎo)向和激勵(lì)效應(yīng)問(wèn)題。通過(guò)文獻(xiàn)研究對(duì)薪酬、績(jī)效、績(jī)效工資、高�？�(jī)效工資和激勵(lì)等有關(guān)理論進(jìn)行概念界定及分析。以問(wèn)卷和訪談等方式調(diào)查福建工程學(xué)院績(jī)效工資效應(yīng)情況,對(duì)影響績(jī)效工資效應(yīng)發(fā)揮的問(wèn)題進(jìn)行原因分析,借鑒國(guó)外績(jī)效工資制度經(jīng)驗(yàn),從科學(xué)設(shè)置崗位和制定崗位管理實(shí)施方案、合理調(diào)整工資分配結(jié)構(gòu)和支付策略、構(gòu)建科學(xué)的績(jī)效評(píng)價(jià)體系和考核信息反饋機(jī)制、提高教師薪酬決策中的參與程度和參與面、加大師資培訓(xùn)經(jīng)費(fèi)投入滿足教師發(fā)展需要等五個(gè)方面,提出強(qiáng)化福建工程學(xué)院績(jī)效工效應(yīng)的思路。
[Abstract]:With the development of our country's economy and society, the cause of higher education is booming and has made great achievements. However, the speed of teachers' strength has not kept pace with the development of higher education, which has affected the quality of higher education personnel training to a certain extent. Under the limited teacher resources and financial situation, colleges and universities continue to promote the reform of teachers' income distribution system, so as to arouse the enthusiasm and creativity of teachers' work to meet the needs of the development of higher education. The performance pay system has been implemented in various colleges and universities, and it is in the stage of trial, lacking the corresponding theoretical guidance and practical experience to be used for reference. At present, there are some problems such as unscientific post setting, imperfect performance appraisal system, improper incentive measures and so on, which make the performance pay fail to produce the expected effect. This paper takes Fujian Institute of Engineering as a case study to solve the problem of performance pay orientation and incentive effect. This paper defines and analyzes the related theories of salary, performance wage, performance wage and incentive through literature research. By means of questionnaire and interview, this paper investigates the effect of performance wage in Fujian Institute of Engineering, analyzes the causes of the problems affecting the effect of performance wage, and draws lessons from the experience of foreign performance pay system. From setting up the position scientifically and making the implementation plan of post management, adjusting the salary distribution structure and payment strategy reasonably, constructing the scientific performance evaluation system and the information feedback mechanism of the examination, improving the participation degree and the participation aspect in the teacher's salary decision-making. This paper puts forward the idea of strengthening the effect of performance engineering in Fujian Institute of Engineering by increasing the investment of teacher training to meet the needs of teachers' development.
【學(xué)位授予單位】：福建師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：G647.2

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

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本文編號(hào)：1917539