完善我国高校薪酬内部管理结构的路径研究——基于国际比较的视角

Research on the Path of Improving the Internal Salary Management Structure of Chinese Colleges and Universities Based on the Perspective of International Comparison

随着我国高校人事分配自主权的扩大,在薪酬内部管理实践中出现了一些问题,如缺乏多元主体参与、薪酬动态调整机制和专业组织服务,影响了高校薪酬制度的公平性、竞争性和科学性。文章研究分析了美国、德国、新加坡高校在薪酬内部管理方面的实践经验,建议明确薪酬内部管理结构主体与职责、强化校院两级管理模式、设置薪酬专业委员会、切实保障教师办学主体地位,以完善薪酬内部的自我约束,提高高校薪酬制度的激励效用。

With the expansion of the autonomy of personnel distribution in colleges and universities in China,some problems have also appeared in the practice of internal salary management,such as the lack of participation of multiple subjects,dynamic salary adjustment mechanisms,and professional organization services,which have affected the fairness,competitiveness and rationality of salary system.This article studies and analyzes the practical experience of the internal salary management of universities in the United States,Germany,Singapore,proposes to clarify the main body and responsibilities of the internal salary management structure,strengthen the two-level management model,set up a professional salary committee,and effectively protect the status of teachers as the main body of school,so as to improve the self-discipline and enhance the incentive effect of the salary system in colleges and universities.