[1]沈斌.基于人力资本视角的高校教师薪酬管理探析[J].福建工程学院学报,2014,12(02):164-167.[doi:10.3969/j.issn.1672-4348.2014.02.014]
　Shen Bin.Research into university teachers’salary management in the perspective of human capital[J].Journal of FuJian University of Technology,2014,12(02):164-167.[doi:10.3969/j.issn.1672-4348.2014.02.014]
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基于人力资本视角的高校教师薪酬管理探析()
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福建工程学院学报[ISSN:2097-3853/CN:35-1351/Z]

卷:
第12卷
期数:
2014年02期
页码:
164-167
栏目:
高等教育研究与教学研究
出版日期:
2014-04-30

文章信息/Info

Title:
Research into university teachers’salary management in the perspective of human capital
作者:
沈斌
福建江夏学院工商管理学院
Author(s):
Shen Bin
College of Business Administration， Fujian Jiangxia University
关键词:
人力资本;  教师薪酬;  绩效评估
Keywords:
human capital;  faculty salary;  performance evaluation
分类号:
G64
DOI:
10.3969/j.issn.1672-4348.2014.02.014
文献标志码:
A
摘要:
薪酬不仅能够准确衡量人力资本的货币价值，同时也是实现人力资本价值体现的载体。高校教师人力资本价值依附于教师自身，具有投入高、人力资本价值体现滞后性和长期性、可变性等特点。我国高校教师薪酬普遍存在水平低，结构不合理，激励形式单一，内在薪酬激励不足等问题。提出制定合理、科学的绩效评估标准和人力资本价值补偿机制，改善薪酬结构，提高高校教师人力资本价值的利用率，发挥高校教师人力资本优势等对策。
Abstract:
Salary is not only a measure of the monetary value of human capital, but also is the carrier of human capital value. Attached to the teachers themselves, university teachers’human capital value has the character of high investment, hysteresis, long duration and variability. Low salaries, unreasonable structure, single incentive and lack of internal incentive are revealed in the university teachers’salaries. Suggestions on upgrading the advantages of the human capital of the university teachers are proposed, which include establishing rational and scientific performance evaluation standards and human capital value compensation mechanism, improving salary structure, enhancing the utilization rate of the university teachers’human capital value.

参考文献/References:

[1] 张玲,张冬燕,金红霞.高校教师工作绩效评价体系构建——基于薪酬量化管理系列问题的研究[J].财会通讯,2013,11(14):60-62.
[2] 庞冰.薪酬管理公平性对员工薪酬满意感的影响[J].人力资源管理,2013,9(8):80-82.
[3] 谢文新,张婧.中美德三国高校教师薪酬制度比较与思考[J].高教探索,2013,14(4):75-80.

更新日期/Last Update: 2014-06-11