广东高校薪酬制度改革研究
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摘要
提高广东高校办学水平关键在于建设一支优秀的教职工队伍。薪酬制度直接涉及高校教职工的切身利益,其驱动作用不可取代。在新一轮广东高校内部管理体制改革过程中,薪酬制度的改革自然而然地成为重头戏。
建国以来,广东省高校薪酬制度进行了三次大的改革,逐步建立起了国家工资和校内津贴双轨并行的二元分配模式。本文以广东省高校薪酬制度改革历史沿革为研究起点,以广东金融学院、广东商学院、暨南大学、中山大学为样本,采用文献分析法、调查访谈法、实证分析法,综合运用管理学、经济学、心理学理论,对广东高校现行薪酬制度进行了探讨。
总体来看,广东高校薪酬制度改革取得了一些成果,如提高了优秀教职工的待遇、提高了教职工队伍的素质、促进了教学科研工作的提高、建立了有效的激励机制等。但是由于内外因素的制约,广东高校薪酬制度依然存在薪酬水平与广东社会整体薪酬水平不相适应、薪酬结构不合理、相关制度不配套等问题。最后针对上述问题提出适度提高薪酬水平、合理调整薪酬结构、科学设计岗位工资、完善绩校考核等配套制度、设计合理且有吸引力的福利制度等改革对策。
本文分六个部分对广东高校薪酬制度及其改革进行了分析和探讨。第一部分为绪论,主要介绍了选题的意义和国内外的相关研究现状。第二部分主要介绍了薪酬制度分析的理论基础和原则,第三部分回顾了广东高校薪酬制度改革的历史沿革,并以广东金融学院等四所高校为样本考察了广东高校薪酬制度的现状。第四部分主要运用薪酬分析的理论探讨了当前广东高校薪酬制度存在的问题。第五部分针对出现的问题提出了改革的对策。第六部分是结论和展望。
It is the key in the course of developing the level of univer-sities in Guangdong with a high quality staff. The motivation role of salary is very special. It should be paid more attentions in the course of universities innovation.
The salary system had been innovated three times since the beginning of liberation. After that the duality allocation pattern had been set up, which consists of salary from nation and subsidy from university. Four universities:Guangdong University of Finance, Guangdong University of Business Studies, Jinan University,Sun Yat-sen University are studied as samples by adopting empirical study, investigation, focus group, economic study, psychology, etc. We have got some conclusions. The innovations of salary in universities have played positive roles in these aspects, such as developing the quality of staff in universities, promoting the performances of teaching and research. The salary patterns have some shortcomings, especially in the aspects of salary constructions and relative rules, comparing to the overall salary of Guangdong because of inner and outside factors. We present some ways to solve these problems, such as developing the salary level, optimization salary construct and positions, setting up key performance index.
The innovation of salary system in universities in Guangdong has been studied in six parts. The first part is introduction, which is summarization and the significant of this study. The analysis of salary system, basis and principles of study are in second part. Four universities in Guangdong have been studied as samples in third part. Some problems and causes existing in the universities in Guangdong have been probed in forth part. Some suggestions of innovation have been presented in the end of the paper.
建国以来,广东省高校薪酬制度进行了三次大的改革,逐步建立起了国家工资和校内津贴双轨并行的二元分配模式。本文以广东省高校薪酬制度改革历史沿革为研究起点,以广东金融学院、广东商学院、暨南大学、中山大学为样本,采用文献分析法、调查访谈法、实证分析法,综合运用管理学、经济学、心理学理论,对广东高校现行薪酬制度进行了探讨。
总体来看,广东高校薪酬制度改革取得了一些成果,如提高了优秀教职工的待遇、提高了教职工队伍的素质、促进了教学科研工作的提高、建立了有效的激励机制等。但是由于内外因素的制约,广东高校薪酬制度依然存在薪酬水平与广东社会整体薪酬水平不相适应、薪酬结构不合理、相关制度不配套等问题。最后针对上述问题提出适度提高薪酬水平、合理调整薪酬结构、科学设计岗位工资、完善绩校考核等配套制度、设计合理且有吸引力的福利制度等改革对策。
本文分六个部分对广东高校薪酬制度及其改革进行了分析和探讨。第一部分为绪论,主要介绍了选题的意义和国内外的相关研究现状。第二部分主要介绍了薪酬制度分析的理论基础和原则,第三部分回顾了广东高校薪酬制度改革的历史沿革,并以广东金融学院等四所高校为样本考察了广东高校薪酬制度的现状。第四部分主要运用薪酬分析的理论探讨了当前广东高校薪酬制度存在的问题。第五部分针对出现的问题提出了改革的对策。第六部分是结论和展望。
It is the key in the course of developing the level of univer-sities in Guangdong with a high quality staff. The motivation role of salary is very special. It should be paid more attentions in the course of universities innovation.
The salary system had been innovated three times since the beginning of liberation. After that the duality allocation pattern had been set up, which consists of salary from nation and subsidy from university. Four universities:Guangdong University of Finance, Guangdong University of Business Studies, Jinan University,Sun Yat-sen University are studied as samples by adopting empirical study, investigation, focus group, economic study, psychology, etc. We have got some conclusions. The innovations of salary in universities have played positive roles in these aspects, such as developing the quality of staff in universities, promoting the performances of teaching and research. The salary patterns have some shortcomings, especially in the aspects of salary constructions and relative rules, comparing to the overall salary of Guangdong because of inner and outside factors. We present some ways to solve these problems, such as developing the salary level, optimization salary construct and positions, setting up key performance index.
The innovation of salary system in universities in Guangdong has been studied in six parts. The first part is introduction, which is summarization and the significant of this study. The analysis of salary system, basis and principles of study are in second part. Four universities in Guangdong have been studied as samples in third part. Some problems and causes existing in the universities in Guangdong have been probed in forth part. Some suggestions of innovation have been presented in the end of the paper.
引文
[1]半国务院关于机关和事业单位工作人员工资制度改革问题的通知.国发[1993]79号文件
[2]关于当前深化高等学校人事分配制度改革的若干意见.教人[1999]16号文件
[3]赵丹龄,张岩峰,汪雯.高校教师薪酬制度的国际比较.http://www.360doc.com
[4] [美]米尔科维奇.纽曼.薪酬管理.北京:中国人民大学出版社,2002:32~33
[5]李新强,孟繁强等.企业薪酬管理概论.北京:中国人民大学出版社:28~30
[6] [美]亚当.斯密.国民财富的性质和原因的研究.北京:商务印书馆,1997:91~98
[7]贝克尔.人力资本.北京:北京大学出版社,1987:1~12
[8] [美]斯蒂芬.P.罗宾斯.管理学.北京:中国人民大学出版社,1998:398
[9]高等学校人事管理.中国教育出版社:1186
[10]广东统计年鉴.2006:541
[11]广东金融学院人事处资料
[12]广东商学院人事处资料
[13]暨南大学人事处资料
[14]中山大学人事处资料
[15]广东统计年鉴.2006:549
[16]适用于教师、医护人员及其他非盈利组织雇员的美国私人退休金计划
[1]陈露君,姚训.论我国高校教师薪酬制度.山东省青年管理干部学院学报,2005,(4):82~83
[2]陈万明,冯承强.高校教师薪酬制度改革理性评析与展望.复旦教育论坛,2006,(4):52~56
[3]陈文瑶.浅谈高校工资制度改革.内蒙古科技与经济,2005,(10):185~186
[4]丁志同.高校高层次人才特征分析及薪酬策略.改革与战略,2006,(4):22~24
[5]付瑶瑶,朱立群.建立高校福利与保障体系的探索.中国高等教育出版社,2005,(2):26~27
[6]高江宁,刘亚军.从高校工资分配的“双轨制”谈高校工资制度改革.南通工学院学报(社会科学版),2003,(4):68~70
[7]何玲玲.推进中国高校工资制度改革的若干构想.成都教育学院学报,2005,(9):38~39
[8]蒋黎敏.高校薪酬体系设计初探.浙江万里学院学报,2006,(4):86~88
[9]李雪斌.我国高校现行工资制度改革的思考.辽宁经济,2006,(2):90
[10]刘慧珍.高校绩效工资制度实施效果探讨——由个案透视出的问题.北京教育(高教版),2005,(2):11~14
[11]刘娜,邵光成.高校教师薪酬制度改革.河海大学学报(哲学社会科学版),2005,(3):78~82
[12]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):86~92
[13]骆品亮,陆毅.我国研究型高校薪酬制度的研究.研究与发展管理,2004,(2):63~70
[14]任宁,庄华.高校浮动工资改革及案例分析.商业经济,2006,(6):109~111
[15]宋丽群.某高校工资分配方案分析.人才资源开发,2004,(1):58~59
[16]王莉.高校劳动工资分配制度改革探析.江苏高教,2005,(5):93~94
[17]王萍,张宽裕.高校教师薪酬激励机制探讨.郑州航空工业管理学院学报,2006,(2):67~71
[18]文跃然,欧阳杰.高校教师职业特点及其收入分配改革研究.中国高教研究,2004,(1):11~19
[19]吴从环.薪酬设计公平为本——对A高校薪酬设计的公平化思考.中国人力资源开发,2002,(9):46~48
[20]杨燕绥.应当建立高校教师薪酬延期分配制度.中国高等教育,2004,(7):14~15
[21]杨再延.高校现行工资制度运行及改革探析.广西民族学院学报(哲学社会科学版),2002,(2):47~54
[22]袁东.高校人才激励型薪酬制度的构建.中国高等教育,2006,(7):53~54
[23]袁路明,伊斌,成英涛.高校薪酬制度的若干问题思考.事业财会,2005,(5):36~38
[24]曾湘泉,赵立军.构建有利于高校人才队伍建设的薪酬制度——对高校收入分配制度改革的建议.中国高等教育,2004,(5):17~19
[25]赵春,李显扬.论高校薪酬制度改革与人才强校战略.中国高校师资研究,2006,(2):37~40
[26]郑淑萍,宋军.略论高校新型薪酬体系的构建.东北大学学报(社会科学版),2006,(3):220~223
[27]周云富.高校工资制度执行现状与岗位分配不公研究.西昌师范高等专科学校学报,2003,(2):77~80
[28]周志成.高校薪酬制度中长期改革须规避低效与无效.中国高等教育,2005,(18):23~24
[29] Anna: Do Women Lack Abition.Harvard Business Review. April, 2004
[30] Baker and George P.: The Use of Performance Measures in Incentive Contracting .A. M. R. Papers, 2000
[31] Cabinet Office: Job Evaluation for Senior Posts Best Practice Guide.London: Cabinet Office,1997
[32] Gary Dessler: Human Resource Management, Prentice Hall international,Inc., 1997
[33] Hay and Steven W. Public Personnel Administration: Problems and Prospects, Prectice-Hall Inc, 1983
[34] Huselid: The Impact of Human Resoure Management Practices on Turnover, Productivity, and Corporate Financial. Academy of Management Journal, 1995
[35] IOMA: Pay-for-Performance:Which Plan Work Best-and Why. Report on Satarys, Fabruary, 2003
[36] Je.Pfeffer: Six dangerous myths about pay. Harvard Business Review, May-June, 1998
[37] John Baker: Twenty一fifth Report on Senior Salaries. London:Review Body on Senior Salaries, 2003
[38] Overton, Bruce: Core Competencies in Executive Pay",Executive Compensation:AService, April 99, Vol.25, Issue 4, pp1-8
[39] Overton, Bruce: Levels of Executives Pay in 2003. Executive Compensation:A Service , 2003
[40] S. Gera and K. Mang, The Knowledge-Base Economy: Shifts of Industrial Output . Industry Canada, 1997
[2]关于当前深化高等学校人事分配制度改革的若干意见.教人[1999]16号文件
[3]赵丹龄,张岩峰,汪雯.高校教师薪酬制度的国际比较.http://www.360doc.com
[4] [美]米尔科维奇.纽曼.薪酬管理.北京:中国人民大学出版社,2002:32~33
[5]李新强,孟繁强等.企业薪酬管理概论.北京:中国人民大学出版社:28~30
[6] [美]亚当.斯密.国民财富的性质和原因的研究.北京:商务印书馆,1997:91~98
[7]贝克尔.人力资本.北京:北京大学出版社,1987:1~12
[8] [美]斯蒂芬.P.罗宾斯.管理学.北京:中国人民大学出版社,1998:398
[9]高等学校人事管理.中国教育出版社:1186
[10]广东统计年鉴.2006:541
[11]广东金融学院人事处资料
[12]广东商学院人事处资料
[13]暨南大学人事处资料
[14]中山大学人事处资料
[15]广东统计年鉴.2006:549
[16]适用于教师、医护人员及其他非盈利组织雇员的美国私人退休金计划
[1]陈露君,姚训.论我国高校教师薪酬制度.山东省青年管理干部学院学报,2005,(4):82~83
[2]陈万明,冯承强.高校教师薪酬制度改革理性评析与展望.复旦教育论坛,2006,(4):52~56
[3]陈文瑶.浅谈高校工资制度改革.内蒙古科技与经济,2005,(10):185~186
[4]丁志同.高校高层次人才特征分析及薪酬策略.改革与战略,2006,(4):22~24
[5]付瑶瑶,朱立群.建立高校福利与保障体系的探索.中国高等教育出版社,2005,(2):26~27
[6]高江宁,刘亚军.从高校工资分配的“双轨制”谈高校工资制度改革.南通工学院学报(社会科学版),2003,(4):68~70
[7]何玲玲.推进中国高校工资制度改革的若干构想.成都教育学院学报,2005,(9):38~39
[8]蒋黎敏.高校薪酬体系设计初探.浙江万里学院学报,2006,(4):86~88
[9]李雪斌.我国高校现行工资制度改革的思考.辽宁经济,2006,(2):90
[10]刘慧珍.高校绩效工资制度实施效果探讨——由个案透视出的问题.北京教育(高教版),2005,(2):11~14
[11]刘娜,邵光成.高校教师薪酬制度改革.河海大学学报(哲学社会科学版),2005,(3):78~82
[12]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):86~92
[13]骆品亮,陆毅.我国研究型高校薪酬制度的研究.研究与发展管理,2004,(2):63~70
[14]任宁,庄华.高校浮动工资改革及案例分析.商业经济,2006,(6):109~111
[15]宋丽群.某高校工资分配方案分析.人才资源开发,2004,(1):58~59
[16]王莉.高校劳动工资分配制度改革探析.江苏高教,2005,(5):93~94
[17]王萍,张宽裕.高校教师薪酬激励机制探讨.郑州航空工业管理学院学报,2006,(2):67~71
[18]文跃然,欧阳杰.高校教师职业特点及其收入分配改革研究.中国高教研究,2004,(1):11~19
[19]吴从环.薪酬设计公平为本——对A高校薪酬设计的公平化思考.中国人力资源开发,2002,(9):46~48
[20]杨燕绥.应当建立高校教师薪酬延期分配制度.中国高等教育,2004,(7):14~15
[21]杨再延.高校现行工资制度运行及改革探析.广西民族学院学报(哲学社会科学版),2002,(2):47~54
[22]袁东.高校人才激励型薪酬制度的构建.中国高等教育,2006,(7):53~54
[23]袁路明,伊斌,成英涛.高校薪酬制度的若干问题思考.事业财会,2005,(5):36~38
[24]曾湘泉,赵立军.构建有利于高校人才队伍建设的薪酬制度——对高校收入分配制度改革的建议.中国高等教育,2004,(5):17~19
[25]赵春,李显扬.论高校薪酬制度改革与人才强校战略.中国高校师资研究,2006,(2):37~40
[26]郑淑萍,宋军.略论高校新型薪酬体系的构建.东北大学学报(社会科学版),2006,(3):220~223
[27]周云富.高校工资制度执行现状与岗位分配不公研究.西昌师范高等专科学校学报,2003,(2):77~80
[28]周志成.高校薪酬制度中长期改革须规避低效与无效.中国高等教育,2005,(18):23~24
[29] Anna: Do Women Lack Abition.Harvard Business Review. April, 2004
[30] Baker and George P.: The Use of Performance Measures in Incentive Contracting .A. M. R. Papers, 2000
[31] Cabinet Office: Job Evaluation for Senior Posts Best Practice Guide.London: Cabinet Office,1997
[32] Gary Dessler: Human Resource Management, Prentice Hall international,Inc., 1997
[33] Hay and Steven W. Public Personnel Administration: Problems and Prospects, Prectice-Hall Inc, 1983
[34] Huselid: The Impact of Human Resoure Management Practices on Turnover, Productivity, and Corporate Financial. Academy of Management Journal, 1995
[35] IOMA: Pay-for-Performance:Which Plan Work Best-and Why. Report on Satarys, Fabruary, 2003
[36] Je.Pfeffer: Six dangerous myths about pay. Harvard Business Review, May-June, 1998
[37] John Baker: Twenty一fifth Report on Senior Salaries. London:Review Body on Senior Salaries, 2003
[38] Overton, Bruce: Core Competencies in Executive Pay",Executive Compensation:AService, April 99, Vol.25, Issue 4, pp1-8
[39] Overton, Bruce: Levels of Executives Pay in 2003. Executive Compensation:A Service , 2003
[40] S. Gera and K. Mang, The Knowledge-Base Economy: Shifts of Industrial Output . Industry Canada, 1997