【作者】 张苏；

【导师】 冉斌；

【作者基本信息】 吉林大学 ， 工商管理硕士（专业学位）， 2016， 硕士

【摘要】 近几年来,我国的教育在科教兴国战略的影响下正在蓬勃发展。尤其是随着中高考改革的不断深入,应试和升学的问题得到了社会各界的广泛关注。这无疑加快了教育培训行业发展的步伐,民办的教育培训学校日益增多,而办学质量和办学水平则成为了该培训机构能否在激烈的市场竞争中占据优势的最重要因素。在这个以市场细分为切入点;以品牌经营为优势;以连锁经营为经营模式的教育培训市场中,随着竞争的日渐激烈,很多不良现象也逐渐显现:培训学校自身的定位不够明确;打价格战;同质化经营等,最终会导致许多教育培训企业人才的严重流失,管理人员缺乏,员工素质不高,结构不合理而市场却不断扩大的矛盾。在教育培训企业中拥有较高知名度的新东方优能中学也从不同程度上面临着同样的问题。新东方优能中学自2008年创立以来,规模随着市场资源的增多而不断扩张,直营式的连锁分支机构已经遍布全国80多个城市,在一级城市设立的个性化辅导为主的学习中心多达800余所,累计培养学员百万余人次。然而,就在连锁经营模式不断扩张,规模逐渐扩大,收入不断增长的同时,也出现了员工薪酬满意度不高,大批优秀人才跳槽离职,自立门户等问题。为此,留住人才,实现人力资源的最有效利用,鼓励员工为企业创造更多价值成为重中之重,而解决这些问题的有效办法就是通过薪酬激励。本文通过对新东方优能中学的教职人员薪酬体系分析,找出该薪酬机制在实施过程中存在的一些问题,借助现代薪酬理论,分析其存在的问题和成因,并研究相应的解决办法,优化现有的薪酬体系。本文共分为四个部分,首先在绪论中综合论述了有关薪酬体系优化的相关文献和理论,包括赫茨伯格的双因素理论,马斯洛需要层次理论等,为论文的写作奠定了理论基础。在第二章,对新东方优能中学目前的薪酬体系状况进行了分析,提出了目前面临的问题,如薪酬结构不合理,考核制度缺乏公平公正性等,并分析问题产生的原因。基于以上的分析,在第三章从基本薪酬、可变薪酬、间接薪酬三方面对新东方优能中学教职人员的薪酬体系进行优化研究,最后则是使优化后的薪酬体系能够顺利实施需要的各项保障。希望通过本文的研究,能够构建出一套更适应当前新东方优能中学的薪酬激励体系,有助于其留住人才,提升员工素质,提高办学质量,实现价值最大化。同时也希望本文的研究能够对同类教育培训行业的薪酬体系方面有所助益。更多还原

【Abstract】 With the rapid development of market economy, many enterprises are attempting to take up more shares by expanding their scales. And the most common model is chain operation. Nowadays, many chain stores are set up all around the country so fast. New Oriental Education Corporation was listed on the New York stock market in September 2006 in the United States successfully, as the only one educational institution in the stock market listing in China, which fully proves that it has won the recognition of society.But as the economy of education changed a lot, education and training market reached an unprecedented scale, and is becoming increasingly mature. And it is in this fierce competition in the market that many problems from Shenyang New Oriental school are exposed. Not only New Oriental, but also a lot of small and medium sized education and training enterprises are faced with serious problems such as brain drain, lack of management, not high staff quality, irrational structure,but the market is constantly expanding at the same time, and as a result, the contradiction is rather obvious.. How to retain the talented, making the most effective use of human resources and how to cultivate and inspire their staff are of great significance. This paper selects Shenyang branch, the representative of education and training industry, as a sample, and the aim is to sum up a set of suitable payment system for the Shenyang New Oriental foreign language school training enterprise through analysis and research.By analyzing the staff salary system of the high school department, find out theproblems of compensation mechanism existing in the implementation. With the help of modern salary theory, analyze the existing problems and reasons. From many aspects, this paper expounds whether the salary incentive mechanism has reached the expected effect in the company, and draws some conclusions, to make some countermeasures for the problems.This thesis is divided into four parts: the first part is a simple introduction to the background and significance of the research; the second part summarizes the basis of compensation and compensation incentive theory for this thesis; the third part mainly presents the situation of current human resources management and the salary system and points out the causes of the problem; and the existing salary system is optimized, which is aimed at solving the problems mentioned above; the fourth part mainly presents the necessary safeguards that must be carried out in order to optimize the new salary system smoothly.更多还原