民办院校教师薪酬福利制度建设探析

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民办院校教师薪酬福利制度建设探析

摘要

民办高校从无到有，从稚嫩到趋于成熟经历了艰难曲折的过程。与公办高校相比，民办高校由

于发展时间短，基本设施建设、师资队伍建设、内部管理机制、财政资金等方面还存在很多问

题，其中师资队伍建设问题尤为突出，民办高校要想提高师资队伍素质就必须吸引并留住高层

次、高学历的优秀人才。如何吸引高端人才，采用什么样的激励机制和措施是民办高校急需要

解决的问题之一。薪酬福利制度管理是一种非常有效的激励工具，发挥薪酬导向作用，激发教

师的工作热情，增强教师的归属感。目前，各民办高校都制定了教师的薪酬福利制度，但是由

于民办高校是由企业投资创办，校内各项管理大都按照企业模式执行，对高校的管理体制缺乏

一定的经验，大部分民办高校教师薪酬福利制度不科学、不完善，不能适应其民办高校自身的

发展需要，阻碍了民办高校的师资队伍建设。要解决好这一问题，归根结底要从民办高校管理

体制入手。

构建科学合理的薪酬福利制度可以大大提升教师的归属感，提高教师的工作积极性，增强教师

的主人翁意识，同时也是民办高校形成吸引力、凝聚力的强有力的支柱，是实现民办高校战略

发展所需要的核心竞争力。

“ ”适合民办高校发展的、科学的、合理的薪酬福利制度，要遵循按劳分配，优劳优酬的原则，

要体现公平、公正、公开的原则，同时应该把薪酬福利制度与绩效考核制度很好的结合起来，

从师德师风、教学质量、科研成果、工作业绩等各项指标对教师进行全面考核，最后根据教师

的工作业绩考核结果发放绩效工资。建立一种与教师工作绩效挂钩的科学、合理、公平的薪酬

福利制度。从而激发教师的工作热情，促使其努力提高自身价值，全心全意的为高校服务，实

现个人和学校共同成长，共同发展的双赢局面。

关键词：民办高校薪酬福利激励机制绩效考核

Abstract

Private colleges have experienced a tortuous process from scratch and fromimmature to mature.

Compared with public universities, private universities have theshort development time and there are

many problems in such aspects of financialcapital, the basic facilities construction, teachers

construction and the internalmanagement mechanism. The problem of teachers construction is

particularlyprominent. In order to improve the quality of the teachers, private colleges mustattract and

retain high-level, highly educated talents. How to attract top talent andadopt what kind of incentive

mechanism and measure is one of the problems forprivate colleges to solve immediately. Salary

welfare management is a very effectiveincentive tool. It plays role of compensation guidance, arouses

teachers' workenthusiasm and enhance teachers' sense of belonging. At present, private collegeshave

made the teachers' salary welfare system, but they are founded by businessinvestment. As a result, the

management of the campus is under the mode of theenterprise and the management system is lack of

experience in colleges anduniversities. Therefore, teachers' salary welfare system of most private

colleges isnot scientific or imperfect, so as to hinder the construction of teachers team. To solvethis

problem, we are supposed to change something from the management system ofprivate colleges in the

final analysis. Building a scientific and reasonable salarywelfare system can greatly improve the

teachers' sense of belonging, improveteachers' work enthusiasm and enhance teachers' sense of

ownership. Meanwhile, itis a strong pillar of the attraction and cohesion as well as a need for private

collegesto realize the core competitiveness of strategic development.

Scientific and reasonable salary welfare system which is suitable for thedevelopment of private

colleges has to follow the principle of “distribution accordingto work, reward according to the optimal

work ” as well as reflect the principle offairness, justice and open. Salary welfare system and

performance appraisal systemshould be combined together perfectly. That is to conduct a

comprehensiveinspection from teachers' professional morality, teaching quality, scientific researchand

performance indicators, finally providing teacher's work performance-relatedpay according to the

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摘要：

民办院校教师薪酬福利制度建设探析摘要民办高校从无到有，从稚嫩到趋于成熟经历了艰难曲折的过程。与公办高校相比，民办高校由于发展时间短，基本设施建设、师资队伍建设、内部管理机制、财政资金等方面还存在很多问题，其中师资队伍建设问题尤为突出，民办高校要想提高师资队伍素质就必须吸引并留住高层次、高学历的优秀人才。如何吸引高端人才，采用什么样的激励机制和措施是民办高校急需要解决的问题之一。薪酬福利制度管理是一种非常有效的激励工具，发挥薪酬导向作用，激发教师的工作热情，增强教师的归属感。目前，各民办高校都制定了教师的薪酬福利制度，但是由于民办高校是由企业投资创办，校内各项管理大都按照企业模式执行，对高校的管...

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