摘要
师资队伍建设是提高高校教学质量和办学效益的根本保证。目前,高职院校以物质性报酬为主的单一薪酬体系,影响了高职教师工作积极性、主动性。全面薪酬理论为建立和完善高职院校薪酬体系提供了理论基础,以全面薪酬理论为指导,建立由外在薪酬与内在薪酬构成的全面薪酬体系,加强学校内在激励机制,有利于激发教师工作积极性。
Teaching staff development is the precondition of improving teaching quality and enhancing management efficiency in higher vocational college. The singular remuneration system, focused mainly on material award, is largely failing the motivation and positive participation of vocational college teachers. The overall remuneration theory establishes the theoretic foundation for building and improving vocational college remuneration system. With the guide of overall remuneration theory, together with the main problems of vocational college remuneration designing, the paper put forward to establish overall remuneration system consisted with outside and inside remuneration, and strengthen the school internal incentive mechanism, to stimulate the teachers＇ work enthusiasm.
出处
《职业技术教育》
北大核心
2016年第23期54-58,共5页
Vocational and Technical Education
基金
四川省2013-2016年高等教育人才培养质量和教学改革课题"基于‘工学结合’人才培养模式的高职师资队伍建设研究与实践"(604)
2015年度四川省高职教育研究中心资助项目"四川省高职教师职业倦怠调查研究--基于全面报酬的视角"(GZY15B21)
主持人:杨富
关键词
高职院校
全面薪酬体系
师资队伍
激励机制
higher vocational colleges
overall remuneration system
teaching staff
motivation mechanism
