摘要
美、日、德三国高校教师的薪酬制度采取的都是结构简单、相对稳定、保障功能突出的薪酬模式,而我国目前存在着岗位薪酬、能力薪酬、绩效薪酬三种薪酬体系,各有优缺点。随着国家岗位绩效工资制度的建立,高校薪酬体系将建立起以岗位薪酬为基础(基础性绩效工资),突出绩效薪酬(奖励性绩效工资),兼顾能力薪酬的整体薪酬激励模式。文章从国家、高校两个层面,在薪酬水平、薪酬结构、薪酬关系等方面对构建高校绩效工资激励机制提出了几点意见。
The motivation models of United States, Japan and Germany university teacher~ salary system are of simple structure, relatively stable, ensuring the effective, but there are three types of motivation models in China, post salary, ability salary and the performance related salary, and each has its advantages and disadvantages. With the construction of the national post performance related pay system, the salary system of colleges and universities will build the overall motivational mechanism mode based on the post salary （basic performance salary） , emphasi- zing the performance salary （reward performance salary） and also taking ability salary into consideration. In terms of the national level and university level, from the perspectives of salary level, structure and relation some sugges- tions of the motivational mechanism construction in colleges and universities were put forward.
出处
《重庆高教研究》
2013年第6期19-23,共5页
Chongqing Higher Education Research
基金
浙江省教育厅课题(Y201326799)
关键词
高校
绩效工资
激励
colleges and universities
performance related pay
motivational
