我国高校教师薪酬制度改革研究
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摘要
随着高校改革的逐步推进,高校人事制度改革也在不断深化,薪酬制度作为高校人事制度的重要组成部分,其改革直接影响教师的工作积极性,关系到教师的个人价值与高校的战略价值的实现,对国家未来人才的培养和社会经济发展产生重要的影响,因此,高校教师薪酬制度改革对高校具有非常重要的现实意义,文章综合运用经济学与管理学角度下的薪酬理论与方法,较为全面地研究了高校薪酬制度改革的有效性问题。
本文首先回顾了自新中国成立以来高校薪酬制度的历史沿革,结合历史发展分析了当前高校教师薪酬制度的现状及存在的问题,主要包括薪酬水平市场竞争力不强、考核体系不科学、激励作用体现不够、薪酬结构严重失衡以及不同学科专业间薪酬没有差别等,同时对存在的各种问题的成因作了相应的分析。其次,文章借鉴了国外高校教师薪酬制度的经验,对我国高校薪酬改革的重要性和改革的关键点进行了深入的探讨,认为改革的关键点应当符合高校教师的职业特点,在此关键点的基础上设计高校教师薪酬体系。高校教师薪酬体系的设计是本文的重点,介绍了薪酬体系模式的类别,在对各模式对比分析的基础上最终确定绩效薪酬体系模式作为我国高校教师薪酬体系模式,同时对绩效薪酬体系的设计原则和设计内容作了较深入的分析和阐述,认为应当从绩效计划、绩效评价和绩效反馈三方面入手进行设计,通过完善绩效考核指标、实施公平公正的考核和及时反馈考核结果来实现高校薪酬制度改革的目标。
With the gradually improvement of the colleges reform, the personnel system reform is also deep-going, as an important component of the personnel system reform, Salary system reform is directly influent teachers'enthusiasm, and in relation to the realization of teachers' personal value and university's strategic value, at the same time, have important influence on the national future talent cultivation and social economic development, therefore, the college teacher's salary system reform has very important practical significance in university reform, The paper has comprehensive research on validity of university salary system reform by use of economics and management salary theory and method.
Firstly, this paper reviews college's salary system history since the new China was founded, Combined with historical development, analysis the present situation and the existence question of college teachers'salary system which includes the weak salary market competitiveness, the evaluation is not scientific, incentive effect is not enough, the salary structure reflects imbalance and the salary has no difference between different majors, At the same time, the paper analysis the reason of the kinds of problems. Secondly, the article use foreign university teachers' salary system's experience for reference, research the importance and the key points of salary system reform, points out that the key point of college teacher's salary system reform has to accord with teacher's characteristics, and on the basis of the key point so as to design college teachers'salary system.
This paper focuses on the design of college teacher's salary system, introduces the category of the compensation system model, by comparing the models, ultimately choose the performance salary system to be our country college teachers'salary system mode, meanwhile, gives deep analysis on the principles and design contents of salary system, and the paper think should design the system from three aspects which are performance plans, performance evaluation and performance feedback to implement the design, through the perfect performance evaluation indicator, fair assessment and timely feedback, the system can result to realize the goal of the salary system reform.
本文首先回顾了自新中国成立以来高校薪酬制度的历史沿革,结合历史发展分析了当前高校教师薪酬制度的现状及存在的问题,主要包括薪酬水平市场竞争力不强、考核体系不科学、激励作用体现不够、薪酬结构严重失衡以及不同学科专业间薪酬没有差别等,同时对存在的各种问题的成因作了相应的分析。其次,文章借鉴了国外高校教师薪酬制度的经验,对我国高校薪酬改革的重要性和改革的关键点进行了深入的探讨,认为改革的关键点应当符合高校教师的职业特点,在此关键点的基础上设计高校教师薪酬体系。高校教师薪酬体系的设计是本文的重点,介绍了薪酬体系模式的类别,在对各模式对比分析的基础上最终确定绩效薪酬体系模式作为我国高校教师薪酬体系模式,同时对绩效薪酬体系的设计原则和设计内容作了较深入的分析和阐述,认为应当从绩效计划、绩效评价和绩效反馈三方面入手进行设计,通过完善绩效考核指标、实施公平公正的考核和及时反馈考核结果来实现高校薪酬制度改革的目标。
With the gradually improvement of the colleges reform, the personnel system reform is also deep-going, as an important component of the personnel system reform, Salary system reform is directly influent teachers'enthusiasm, and in relation to the realization of teachers' personal value and university's strategic value, at the same time, have important influence on the national future talent cultivation and social economic development, therefore, the college teacher's salary system reform has very important practical significance in university reform, The paper has comprehensive research on validity of university salary system reform by use of economics and management salary theory and method.
Firstly, this paper reviews college's salary system history since the new China was founded, Combined with historical development, analysis the present situation and the existence question of college teachers'salary system which includes the weak salary market competitiveness, the evaluation is not scientific, incentive effect is not enough, the salary structure reflects imbalance and the salary has no difference between different majors, At the same time, the paper analysis the reason of the kinds of problems. Secondly, the article use foreign university teachers' salary system's experience for reference, research the importance and the key points of salary system reform, points out that the key point of college teacher's salary system reform has to accord with teacher's characteristics, and on the basis of the key point so as to design college teachers'salary system.
This paper focuses on the design of college teacher's salary system, introduces the category of the compensation system model, by comparing the models, ultimately choose the performance salary system to be our country college teachers'salary system mode, meanwhile, gives deep analysis on the principles and design contents of salary system, and the paper think should design the system from three aspects which are performance plans, performance evaluation and performance feedback to implement the design, through the perfect performance evaluation indicator, fair assessment and timely feedback, the system can result to realize the goal of the salary system reform.
引文
①刘婉华,袁汝海,裴兆宏.高校教师工资待遇国际比较与思考.清华大学学报(哲学社会科学版),2004,06：90-92
②施迎春.国外高校薪酬制度解析及对我国高校薪酬管理的启示.人力资源管理,2010,01：7-8
③白雪瑞,李艳梅.试析高校教师激励机制设计.教书育人,2008,(3)：40-42
④刘娜,邵光成.高校教师薪酬制度改革.河海大学学报,2005,(2)：78-81
⑤乔锦忠.高校教师工资制度改革研究.教育与经济,2006,(4)：23-25
⑥王集权,焦伟.高校教师薪酬制度现状及改革措施.江苏高教,2007,(1)：126-127
⑦德国使馆教育处.德国改革高校工资制度.中国青年报,2002,(4)：3-5
⑧黎学平.美国高校教师制度.杭州师范学院学报,1998,(2)：82
⑨夏茂林,冯碧瑛.当代美国高校教师薪酬制度的主要特点与启示.比较教育研究,2011,(1)：27-28
⑩林健,大学薪酬管理—从实践到理论,北京：清华大学出版社,2010.36-39
[1]George Milkovich, Jerry Newman. Compensation. McGraw-Hill,2004.
[2]Lance A. Berger, Dorothy Berger. The Compensation Handbook:A State of the Art Guide to Compensation Strategy and Design. McGraw-Hill,2008.
[3]Flint DH. The role of organizational justice in multi-source performance appraisal:theory-based applications and directions for research. Human Resource Management Review,1999,9(1):1-20.
[4]Langan-Fox J, Waycott L Morizzi M, McDonald L. Predlctors of participation In performance appraisal:A voluntary system In a blue-collar work environment. International Journal of Selection and Assessment,1998, (6).
[5]Barbara E. Taylor, Joel W. Meyerson, William F. Massy, Strategic indicators for higher education:improving performance, Peterson's Guides,1993:22-28
[6]WL Hansen, Merit Pay in Structured and Unstructured Salary Systems, Academe, Vol.74, No.6 (Nov.-Dec.,1988), pp.10-13
[7]Carmichael H Lorne. Incentives in Academics:Why is There Tenure? Journal of essment,1998, (6).
[8]Barbara E. Taylor, Joel W. Meyerson, William F. Massy. Strategic indicators for higher education:improving performance. Peterson's Guides,1993,8:22-28.
[9]WL Hansen. Merit Pay in Structured and Unstructured Salary Systems. Academe,1988,6(74):10-13.
[10]Carmichael H Lorne. Incentives in Academics:Why is There Tenure? Journal of Political Economy,1988,96:453-72.
[11]Kerr Steven. On the Folly of Rewarding A, While Hoping for B. Academy of Management Journal,1975,18:769-783.
[12]刘婉华,袁汝海,裴兆宏.高校教师工资待遇国际比较与思考.清华大学学报(哲学社会科学版),2004,06；90-92.
[13]贾莉莉.英国大学教师工资制度的新变革.比较教育研究,2004,07：94-95.
[14]施迎春.国外高校薪酬制度解析及对我国高校薪酬管理的启示.人力资源管理,2010,01：7-8.
[15]高峰强.我国普通高校教师管理中的激励机制.南京航空航天大学学报(社会科学版),2008,1(10)：80-83.
[16]白雪瑞,李艳梅.试析高校教师激励机制设计.教书育人,2008,(3)：40-42.
[17]徐宏毅；周祖德.高校教师激励机制的模式研究.武汉理工大学学报(社会科学版),2001,12(14)：601-604.
[18]关云飞,陈晓红.基于行为分类理论的高校教师二元激励机制研究.管理学报,2009,6(6)：799.
[19]张乐天.对我国高校内部管理体制改革的政策回顾与反思.复旦教育论坛,2008(05)：14-18.
[20]刘正德.高等学校教师考核工作刍议.安康师专学报,2001,01.
[21]高广学.论教师绩效评价.天津市教科院学报,2008,10.
[22]李佑颐.高等学校教师绩效评估系统设计.扬州大学学报,2000,4.
[23]刘婉华,甘雪妮.中国高校工资制度改革探索与思考.清华大学教育研究,2003,(4)：86-91.
[24]刘娜,邵光成.高校教师薪酬制度改革.河海大学学报,2005,(2)：78-81.
[25]乔锦忠.高校教师工资制度改革研究.教育与经济,2006,(4)：23-25.
[26]王集权,焦伟.高校教师薪酬制度现状及改革措施.江苏高教,2007,(1)：126-127.
[27]杨琛.高校薪酬改革的三种新举措及其特点分析.内蒙古师范大学学报(教育科学版),2007,(1)：41-43
[28]林平.现行工资制度下深化高校薪酬改革的探讨.江苏高教,2008,(3)：108-109.
[29]李萍.我国高校教师薪酬制度改革研究：[硕士学位论文].长沙：湖南大学,2010.德国使馆教育处.德国改革高校工资制度.中国青年报,2002,(4)：3-5.
[30]黎学平.美国高校教师制度.杭州师范学院学报,1998,(2)：82
[31]夏茂林,冯碧瑛.当代美国高校教师薪酬制度的主要特点与启示.比较教育研究,2011,1.
[32]赵丹龄,张岩峰,汪雯.高校教师薪酬制度的国际比较研究.中国高教研究,2004,S1：35-40.
[33]林健.大学薪酬管理——从实践到理论.北京：清华大学出版社,2010.
②施迎春.国外高校薪酬制度解析及对我国高校薪酬管理的启示.人力资源管理,2010,01：7-8
③白雪瑞,李艳梅.试析高校教师激励机制设计.教书育人,2008,(3)：40-42
④刘娜,邵光成.高校教师薪酬制度改革.河海大学学报,2005,(2)：78-81
⑤乔锦忠.高校教师工资制度改革研究.教育与经济,2006,(4)：23-25
⑥王集权,焦伟.高校教师薪酬制度现状及改革措施.江苏高教,2007,(1)：126-127
⑦德国使馆教育处.德国改革高校工资制度.中国青年报,2002,(4)：3-5
⑧黎学平.美国高校教师制度.杭州师范学院学报,1998,(2)：82
⑨夏茂林,冯碧瑛.当代美国高校教师薪酬制度的主要特点与启示.比较教育研究,2011,(1)：27-28
⑩林健,大学薪酬管理—从实践到理论,北京：清华大学出版社,2010.36-39
[1]George Milkovich, Jerry Newman. Compensation. McGraw-Hill,2004.
[2]Lance A. Berger, Dorothy Berger. The Compensation Handbook:A State of the Art Guide to Compensation Strategy and Design. McGraw-Hill,2008.
[3]Flint DH. The role of organizational justice in multi-source performance appraisal:theory-based applications and directions for research. Human Resource Management Review,1999,9(1):1-20.
[4]Langan-Fox J, Waycott L Morizzi M, McDonald L. Predlctors of participation In performance appraisal:A voluntary system In a blue-collar work environment. International Journal of Selection and Assessment,1998, (6).
[5]Barbara E. Taylor, Joel W. Meyerson, William F. Massy, Strategic indicators for higher education:improving performance, Peterson's Guides,1993:22-28
[6]WL Hansen, Merit Pay in Structured and Unstructured Salary Systems, Academe, Vol.74, No.6 (Nov.-Dec.,1988), pp.10-13
[7]Carmichael H Lorne. Incentives in Academics:Why is There Tenure? Journal of essment,1998, (6).
[8]Barbara E. Taylor, Joel W. Meyerson, William F. Massy. Strategic indicators for higher education:improving performance. Peterson's Guides,1993,8:22-28.
[9]WL Hansen. Merit Pay in Structured and Unstructured Salary Systems. Academe,1988,6(74):10-13.
[10]Carmichael H Lorne. Incentives in Academics:Why is There Tenure? Journal of Political Economy,1988,96:453-72.
[11]Kerr Steven. On the Folly of Rewarding A, While Hoping for B. Academy of Management Journal,1975,18:769-783.
[12]刘婉华,袁汝海,裴兆宏.高校教师工资待遇国际比较与思考.清华大学学报(哲学社会科学版),2004,06；90-92.
[13]贾莉莉.英国大学教师工资制度的新变革.比较教育研究,2004,07：94-95.
[14]施迎春.国外高校薪酬制度解析及对我国高校薪酬管理的启示.人力资源管理,2010,01：7-8.
[15]高峰强.我国普通高校教师管理中的激励机制.南京航空航天大学学报(社会科学版),2008,1(10)：80-83.
[16]白雪瑞,李艳梅.试析高校教师激励机制设计.教书育人,2008,(3)：40-42.
[17]徐宏毅；周祖德.高校教师激励机制的模式研究.武汉理工大学学报(社会科学版),2001,12(14)：601-604.
[18]关云飞,陈晓红.基于行为分类理论的高校教师二元激励机制研究.管理学报,2009,6(6)：799.
[19]张乐天.对我国高校内部管理体制改革的政策回顾与反思.复旦教育论坛,2008(05)：14-18.
[20]刘正德.高等学校教师考核工作刍议.安康师专学报,2001,01.
[21]高广学.论教师绩效评价.天津市教科院学报,2008,10.
[22]李佑颐.高等学校教师绩效评估系统设计.扬州大学学报,2000,4.
[23]刘婉华,甘雪妮.中国高校工资制度改革探索与思考.清华大学教育研究,2003,(4)：86-91.
[24]刘娜,邵光成.高校教师薪酬制度改革.河海大学学报,2005,(2)：78-81.
[25]乔锦忠.高校教师工资制度改革研究.教育与经济,2006,(4)：23-25.
[26]王集权,焦伟.高校教师薪酬制度现状及改革措施.江苏高教,2007,(1)：126-127.
[27]杨琛.高校薪酬改革的三种新举措及其特点分析.内蒙古师范大学学报(教育科学版),2007,(1)：41-43
[28]林平.现行工资制度下深化高校薪酬改革的探讨.江苏高教,2008,(3)：108-109.
[29]李萍.我国高校教师薪酬制度改革研究：[硕士学位论文].长沙：湖南大学,2010.德国使馆教育处.德国改革高校工资制度.中国青年报,2002,(4)：3-5.
[30]黎学平.美国高校教师制度.杭州师范学院学报,1998,(2)：82
[31]夏茂林,冯碧瑛.当代美国高校教师薪酬制度的主要特点与启示.比较教育研究,2011,1.
[32]赵丹龄,张岩峰,汪雯.高校教师薪酬制度的国际比较研究.中国高教研究,2004,S1：35-40.
[33]林健.大学薪酬管理——从实践到理论.北京：清华大学出版社,2010.