Paradoxes in The Approach to Faculty Remuneration in Private Universities

The article discusses the existing practice of faculty remuneration in private universities and the possible directions of its improvement. The author substantiates the thesis that this category of institutions of higher professional education, instead of implementing innovative and truly effective technologies to motivate faculty staff uses “pseudo market” approach – to keep their average earnings at a level slightly higher than the same level in state universities. The negative consequence of this strategic approach is personnel demotivation and decrease of loyalty level because the remunerationschemes are unified and do not permit to take into consideration teacher’s individual achievements. The analysis shows that the existing faculty remuneration practice doesn’t ensure the balance between economic and social interests. The employers strive to get maximum efficiency from the faculty staff at minimal costs. The paper shows three possible models of faculty behavior in these conditions. All these models demonstrate personnel demotivation, which causes the loss of education quality. The paper gives recommendations for changing both the strategy and tactics ofmotivation of private universities faculty based on the implementation of self-financing approach and the calculation of the ratio of teacher’s personal effectiveness

Selection of Candidates for Positions in Higher Education Institution from the Standpoint of Their Potential Loyalty to Employer

The article focuses on the personal characteristics of candidates for employment in higher education institutions. The presence of a number of features in a candidate, with high probability, determines their potential disloyalty to any employer in the system of higher education. The authors explore the personal qualities, psychological types, habits and inclinations of lecturers, as well as other employees of University, which can provoke various threats to its reputation, information and property security. The article makes the case for using special HR-technologies as a necessary element of the recruitment procedure in modern University. HR-technologies such as stress interview questions, 16PF Questionnaire, Questionnaire of K. Leonhard - S. Shmishek, Eysenck Personality Questionnaire, State-Trait Anxiety Inventory, Buss-Durkey Inventory and others make it possible to identify the above negative qualities and, thus, to prevent most of possible threats to the personnel security of higher education institution. The article formulates the practice-oriented recommendations on the solution ofthe considered problem