【作者】 张璐；

【导师】 杨勇；

【作者基本信息】 华东师范大学 ， 工商管理硕士（专业学位）， 2023， 硕士

【摘要】 素质教育是我国教育体系中重要的一个环节,少儿舞蹈教育作为素质教育美育的一个重要部分,它的推广普及对促进少儿的思维,陶冶少儿的情操,促进孩子的身体和心理健康有着重要的作用。随着“双减政策”的实施推行,审美教育比以前更受学校和家长的关注和重视。舞蹈培训因此得以快速的发展,市场竞争也随之越来越激烈。如何吸引、留住人才,保持机构高质量的长远发展,是每个舞蹈培训机构所要面对的。因此,如何激励员工为机构创造更多的价值就成为了机构关注的焦点,薪酬激励可以有效的解决这些问题。薪酬作为激励员工的有效手段,它影响了员工的精神物质需要,同时也成为影响机构发展壮大的重要因素。本文以L舞蹈培训机构为研究对象,通过文献研究、问卷调查和访谈法等分析了L舞蹈培训机构存在的教师薪酬管理问题。主要有薪酬内部公平性不足、缺乏外部竞争力以及薪酬和绩效关联性不强等问题。并进一步分析产生问题的成因,结合机构的战略定位,进行岗位分析评估,设计合理的薪酬体系。提出具体的改进对策:建立公正合理、透明公开的薪酬管理制度、采用宽带薪酬体现外部竞争力、强化薪酬与绩效相关性以及创设多元化福利制度。通过改进措施使得机构薪酬管理水平得到了改善,提高了教师的工作积极性,同时提高了机构的竞争力。本文不仅为L舞蹈培训机构的教师薪酬管理提供了优化和有效的对策建议,对其他中小艺术行业培训机构也具有一定的借鉴意义。更多还原

【Abstract】 Quality education is an important part of China’s education system,and children’s dance education is an important part of quality education in art education.Its promotion and popularization play an important role in promoting children’s thinking,cultivating their sentiment,and promoting their physical and mental health.With the implementation of the "double reduction policy," aesthetic education has received more attention and attention from schools and parents than before.Dance training has developed rapidly,and market competition has become increasingly fierce.How to attract and retain talents,and maintain high-quality long-term development of the institution,that is what every dance training institution faces.Therefore,how to motivate employees to create more value for the institution has become the focus of the institution’s attention.Salary incentives can effectively solve these problems.As an effective means of motivating employees,salary affects employees’ spiritual and material needs,and has also become an important factor affecting the development of institutions.This article focuses on the study of the teacher compensation management issues of L dance training institution through literature research,questionnaire surveys,interviews,and other methods.The main problems are the lack of internal equity in compensation,the lack of external competitiveness,and the weak correlation between compensation and performance.The causes of these problems are analyzed,and based on the institution’s strategic positioning and job analysis and evaluation,a reasonable compensation system is designed.Specific improvement strategies are proposed,including establishing a fair,reasonable,transparent,and open compensation management system,adopting a wide-band compensation system to reflect external competitiveness,strengthening the correlation between compensation and performance,and creating a diversified welfare system.These measures have improved the institution’s compensation management level,increased the job motivation of teachers,and enhanced the competitiveness of the institution.This article not only provides optimization and effective suggestions for the teacher compensation management of L dance training institution but also has some reference significance for other small and medium-sized artistic training institutions.更多还原