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。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,可以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。
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.
出处
《福建工程学院学报》
CAS
2014年第2期164-167,共4页
Journal of Fujian University of Technology
关键词
人力资本
教师薪酬
绩效评估
human capital
faculty salary
performance evaluation
作者简介
沈斌（1980-），女（汉），福建福州人，讲师，硕士，研究方向：人力资源管理和区域经济。
