高校后勤实体薪酬管理改革实例研究

A Case Study of Salary Administration Reform in a University Logistics Unit

本文对某高校后勤实体单位的薪酬调整进行实例研究，分析其存在的问题主要是工资结构、部门差异等方面不合理，综合应用公平理论和双因素理论，通过统一制定考虑多因素的薪酬标准表示实施套改，完成了该单位薪酬管理办法的一次调整。该案例把公平性作为薪酬设计的首要原则，并观察到双因素的动态转化现象。最后，对调整工作过程和改进方向进行了讨论。

This is a case study of salary administration reform in a university logistics unit. The study analyzes the main problems that involve inequity in salary structure and department differences. Based on equity theory and two─factor theory， the result of the reform is a new salary scale considering multiple factors that focus on equity and dynamic transfer between two factors. The study concludes with an evaluation of adjustment process and future improvement direction.