| 高校高层次人才总体薪酬的制度创新 |
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| 引用本文： | 王哲,李浩.高校高层次人才总体薪酬的制度创新[J].现代教育管理,2012(10):101-106. |
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| 作者姓名： | 王哲 李浩 |
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| 作者单位： | 中国人民大学,北京 100872 |
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| 基金项目： | 中国人民大学科学研究基金项目“高校高层次人才薪酬制度创新研究———以构建总体薪酬为思路”(10XNE005) |
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| 摘 要： | 高层次人才是高校人才队伍的核心,是高校提升国际性、发展腾飞的战略资源。高校高层次人才现有薪酬制度中存在重吸纳、轻激励,重定价、轻考核,重引进人才、轻自有人才等问题,为此要引入总体薪酬的理念,创新高校高层次人才薪酬制度,在完善基本的制度设计框架的同时,还应强调国家立法规范、以人为本、激励与约束并重。
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| 关 键 词： | 高校 高层次人才 总体薪酬 |
Innovation of Colleges and Universities High-level Talent Total Compensation System |
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| Wang Zhe,Li Hao.Innovation of Colleges and Universities High-level Talent Total Compensation System[J].Modern Education Management,2012(10):101-106. |
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| Authors: | Wang Zhe Li Hao |
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| Institution: | (Renmin University of China,Beijing 100872) |
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| Abstract: | The high-level talent which is the core talent in Colleges and Universities is the strategic resource to enhance the international development.However,the present compensation system has stressed more on attracting,pricing and introducing external talent than encouraging,evaluating and keeping their own talent.To improve the situation,the Total Compensation System could innovate in the way by improving the basic regulator design frame as well as underlining national law,people oriented,encouragement and restraint. |
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| Keywords: | colleges and universities high-level talent total compensation |
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