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Human Capital Perspective of the innovation of the management of the University Teachers' Salary

Author: WeiChengShuai From: www.yourpaper.net Posted: 2010-05-31 12:15:06 Read:
[Abstract] college teachers play a pivotal role in China's higher education, however, with regard to remuneration college teachers has not been a corresponding return. Universities Salary Management paper first analyzes pointed out the defects of which, combined with the human capital characteristics of college teachers, and innovation of traditional college salary management system.
[Keywords] human capital Universities Salary Management Model

Outstanding faculty development and construction is a key the College development strategy and culture of college core competitiveness, and its core is one of the efficient compensation management system. However, China's income distribution system of university teachers but there are a lot of deficiencies. Innovative university teacher salaries and management system is particularly important and urgent.

The characteristics of the human capital of the connotation of human capital, and university teachers
Human capital is defined as: human capital refers to the agglutination in the workers' body of knowledge, skills and demonstrated ability. Human capital through education and be a valuable asset for developers to create money capital, in the era of knowledge economy, human capital as a factor of production, investors can harvest a certain amount in the present and the future income streams.
College teachers as a special kind of human capital, the first of a private, duality, change, value creation the impulsivity and human capital common, but college teachers in specific tissues, as well as personal development formed over a long career characteristics, and it has its own distinctive features.
(1) intelligence. On the human capital embodied in workers' understanding of the understanding of the objective things, the use of knowledge, skills and problem-solving ability, including memory capacity, the ability to observe, abstract thinking ability, creative ability. On the human capital both the main body of the dissemination of knowledge, and the main body of knowledge innovation. On the human capital of their own knowledge and skills to pass on to the educated, and further enhance their capabilities in the process of the creation of economic and cultural value, so as to promote the development of culture, science and technology.
(2) initiative. On the human capital purpose, consciously understand and transform the world. On the human capital is not only the organization or unit development and use of the object and the object, or the development and use of the driving force and the main body of physical capital. On the human capital through a grant to teach and learn, get to expand their own knowledge, skills, experience, and other aspects of a creative way to engage in education, research and management activities.
(3) heterogeneity. College degree of investment in human capital and the way different university human capital individuals the stock of human capital is the difference between the stock differences resulted in differences in the ability of the university human capital individuals. Different universities of the stock of human capital, human capital is divided into four types: intelligent human capital, skilled human capital, Human Capital of Management and general human capital. The stock of human capital to determine its value is different, different labor labor remuneration.
(4) preserve and increase the proliferative. On the human capital not only to weaken or eliminate other capital input factors diminishing returns state, and showing a characteristic of increasing returns to economic growth. With the increase in the stock of human capital, the skills of workers continuously improve college human capital will have a multiplier effect by improving labor and technical conditions, bringing a higher return on investment.

2 of University Teachers' Salary Management Analysis
The 2.1 pay structures unreasonable
The current salary of university teachers in China by the fixed basic salary and variable allowances. Low basic wage in the college teachers revenue in proportion, not dominant in the whole wage structure; based on the proportion of performance variable allowance guide teachers to focus on the pursuit of short-term, utilitarian things, and greatly reduced the quality of their teaching.
The 2.2 external uncompetitive
Compared with the same or lower than their own civil servants of the stock of human capital or enterprise workers, the lower the salary of university teachers, college salary status quo is clearly difficult to fully meet the needs of teachers. The contradiction between the status quo and demand to expand to a certain extent, the college is not only difficult to introduce and retain a high level of talent, but also caused the loss of excellent teachers, cut the university's core capabilities.
2.3 Internally lack of fairness
Mainly the lack of internal fairness: on the one hand system level there is little difference, the same kinds of jobs, equal-pay-for-performance is not equal, different positions, different performance pay gap difference in wealth between teachers; the other hand, welfare allowances issued is based on seniority rather than performance-variable allowance of outstanding young teachers are often much lower than the old qualifications ordinary teacher.
2.4 Incentives single
Universities purely material incentives are often unable to meet the needs of multi-level senior group of intellectuals. To some extent, a good academic atmosphere and an excellent working environment, more opportunities for further studies, a relatively simple interpersonal, and full of humane care management system and other colleges and universities "academic culture" incentive than a short-term monetary incentives are often better able to to attract and retain talent.

3 Based on human capital theory Universities Salary Management
Play a maximum incentives for making college salary management system, the author innovation universities traditional pay system, the establishment of Universities Salary Management model (Figure 1) based on the human capital of these five aspects of end-to-end to form a complete cycle to ensure that the external competitive colleges and universities in the compensation management system both to ensure fairness.
(1) Salary Survey
University Salary Survey object is related to the labor market and employees of other organizations such as similar universities, businesses or government agencies, and colleges and universities to compete in the same geographical range. The survey should include: basic information survey jobs, survey the salary position, salary structure and pay levels, the same time, colleges and universities often do pay survey, in order to guarantee the value of human capital in the university system to adjust to keep up with market changes pace.
(2) the value of human capital measurement
The value of human capital is to determine the basis of the wage structure and broadband compensation design, the core of the scientific measurement of the value of human capital compensation management system based on human capital. The value of human capital measurement method: V = {[Rt / (1 r) t]} * W. Where, V is the value of human capital, n useful life for human capital, Rt enterprise is expected to net income of year t, r is the appropriate discount rate, W is the ratio of the amount of investment in human capital and the total investment amount.
(3) job analysis and salary structure determination
Universities should undertake job evaluation, comparison Higher relative importance of the various jobs, to draw post grade sequence and establish a reasonable salary range in order to ensure internal fairness of pay for each position in the hierarchy. Meanwhile, the establishment of the salary range should have been identified based on prior each wage level of market wages.
(4) Broadband Compensation Design
Broadband compensation design is to merge several adjacent positions in the hierarchical structure of the traditional rating one level becomes larger, so that each level of the salary range. The broadband type salary structure based on market-oriented, it enables employees to focus on internal fair to pay more attention to personal development as well as the value of the external labor market. University broadband pay design means determining income position in the hierarchy, as well as the human capital factors.
(5) the implementation of a multi-distribution
Diversified, including allocation of human capital-based pay must allocate elements, distribution methods, and the diversification of forms of distribution. The teachers allocated elements can be divided into two categories, on the one hand, teachers titles decided by education, age, past performance and other factors, the determinants of income stock, on the other hand is the job performance, performance income increment control factors; Second, the allocation of the way to take the way of the extension with the gradual increase of the salary distribution; Finally, the diversification of forms of distribution, namely salary distribution as the main form of distribution of material benefits, as a secondary form of follow-up education and training as a supplementary form of promotion duties .

References
[1] Peng Jianfeng Introduction to Human Resource Management [M]. Fudan University Press, 2003.
[2] Huang kept the right to participate in the distribution of human capital on the Compensation Management [J] Technology Information, 2008 (17)
Huazhong University of Science and Technology [3] based on the human capital of the university teachers pay distribution theory [N / OL] the Guangming Daily ,2006-04-30 (10) [2010-4-25]. Http://news.sina.com .cn/o/2006-04-30/06118829169s.shtml.
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