The Teacher's Career Management Of Changchun New Oriental School

The research of teachers'career management in Changchun New Oriental School (CNOS) is based on the rapid development of the specialization and secondary education in the CNOS and the urgent need for the high-quality teachers. At present, CNOS is going through a rapid development and its annual growth rate is about 50%. The construction of teaching staff is the fundamental of the development of CNOS, and the talent market in China has formed a free flow of talent, two-way choice, fair competition, and the basic survival of the fittest situation. Then, CNOS suffers from a lack of high-quality teachers, frequent teacher mobility, and so on. This paper tries to design and manage teachers'career planning and management, in order to foster a group of high-quality teachers, who have not only the theoretical knowledge, but also a strong teaching ability to develop satisfactory professional and auxiliary teaching achievements.First of all, based on the context, meaning and writing methods, we take an overall overview on CNOS teachers'career management. The background and the cornerstone of our paper is the development of CNOS and the increasing state investment in education. Form point of CNOS and its teachers'view, the career success in CNOS's teachers is inextricably linked with CNOS'needs and is one of the important human resource management measures. At the same time, we still reference to human resource management science and sociology, and apply the concepts of"people-oriented"and"living too old to learn"to the CNOS teachers career management. We study the teaching process of career development in order to achieve the development of CNOS and its teachers.Secondly, the paper analyzes the status of CNOS development and of the teacher career management. The development status of CNOS can be drawn from the analysis of the situation of current school and the situation of school teachers. From the paper analysis, we can find that CNOS is a well-organized school and can provide excellent work environment for the teachers, and the teachers in CNOS have a comparative advantage when compared with other schools in the same industry, but the dilemma of lack of good teachers makes CNOS develop their own brand of teachers, and these teachers must be for career planning and management. At the same time, we also find that the career development of teachers has been achieved in CNOS, which is related with the development strategy, career position and pay.Thirdly, based on the given status quo and problems of the career management of CNOS, we have planned the career management of CNOS, and designed the career management objectives, phases and demonstration, and designed different types of teaching career in CNOS. At present, there are lots of factors which affect the career development process of CNOS teachers, such as personal factors of teachers (personal character, values, age, etc.), family factors and social environmental factors, and so on. These factors reduce the efficiency of the teachers'career management in CNOS. We have found that CNOS has carried out reforms to avoid some negative factors, but we've still found some key factors in career management.Finally, we study how to get success in CNOS teachers'career management. Although the school teachers have the desire to be successful in career development, and CNOS also hopes to get high-quality talent by helping teachers in the career management, the success of career management should follow some rules. It should be located and designed for the teachers. To ensure the general direction of career management is correct, and then we can follow certain steps to career management and can feed back relevant information when you look over it at any time, in order to amend and improve the development of career planning, ultimately achieve success in career management.In short, successful career management of CNOS teachers needs the efforts of the school and teachers, and tries to make personal career development goals of teachers and the school organizational development goals in line, and to make the final goal of both sides into a track, and energetically in accordance with the same direction. Finally, we can make sure that the education and training industry in CNOS can be run in security and fast, and the school and teachers can achieve a win-win situation.