摘要
高校人力资源管理的核心工作包括用人和分配两个方面“,聘任制”已成为高校用人制度改革的主要目标,在分配方面,岗位津贴和业绩津贴逐渐成为高校校内津贴分配的主要形式。尽管新时期的高校薪酬改革较好地配合了教师聘任制,激励效果明显,但也存在着诸多不尽人意之处。通过薪酬的分类实施、合理的参照体系、弹性化考核以及职业淘汰与保护等改进,无疑会对教师的未来行为具有更大的引导价值。
Human resource management in universities tends to focus on faculty employment and distribution systems. Faculty employment has become the main target of personnel reforms, while in distribution system, subsidies are generally constituted by position-based subsidies and performance-based subsidies in most universities. The compensation reform in universities has greatly promoted the faculty employment and has achieved striking incentive effects, yet there still exist some deficiencies. Only by the combination of classification management, reference system with flexible scientific appraisals, can the leading functions of compensation system be exerted ultimately.
出处
《复旦教育论坛》
2006年第4期52-55,76,共5页
Fudan Education Forum
基金
江苏省教育厅哲学社会科学指导项目(编号03SJD790051)研究成果之一
关键词
校内津贴分配
岗位津贴
业绩津贴
薪酬改革
评析与展望
subsidy distribution in universities
position-based subsidy
performance-based subsidy
compensation system reform
rational review and prospect
