基于3P模式的高校高层次人才薪酬体系优化研究  

A Study of 3P-Model-Based Optimization of the Salary System for High-level Talents in Colleges and Universities

作　　者：陈露君[1] 林晓棠[1] 陈亮[1] 

机构地区：[1]上海交通大学人力资源处,上海200240

出　　处：《高校教育管理》2012年第6期69-74,共6页Journal of Higher Education Management

基　　金：中国高等教育学会薪酬管理研究分会2010年立项研究课题

摘　　要：目前高校高层次人才的薪酬制度、薪酬构成、薪酬水平存在不规范、不公平、配套制度不健全等现实问题。基于个人资历和能力、岗位、业绩(3P)三个要素之间及其与薪酬的密切关系,参考美国高校高层次人才的薪酬水平,构建了一套以合理的年薪为指导,由能力工资、岗位工资和业绩工资组成的高层次人才薪酬体系。Problems such as no standardization, unfairness and incomplete accessory systems really exist in the current salary system for high-level talents in Chinese colleges and universities. Based on the relationship among person, position and performance （3P） and the close relationship between the three P＇s and the salary and taking the salaries of their American counterparts as a reference, the present article tries to design a reasonable annual salary system for high-level talents in Chinese institutions of higher education, which consists of pays for person, position and performance.

关 键 词：高层次人才 3P模式 薪酬体系 

分 类 号：G647[文化科学—高等教育学]