Design Of Teacher 's Incentive Scheme Under "Chain Management"

Because of China’s population, with the governments of the world2%ofpublic education expenditure, supported by20%of the world’s population educationscale, so the input of educational resources is relatively insufficient, especially theshortage of compulsory education resources in the primary school seriously. Singleeducation resources investment mode, to the national public investment mode ofinvestment, exacerbated by the lack of educational resources in the current situation.In order to let more children can receive a good education, but also to expand theresources of compulsory education, promote fairness in education process, so ourschool more and more opened a campus in the city area, the development ofeducation chain economy.In our country, the education of chain business model although thedevelopment time is short, but its importance has been reflected, get morerecognition, education industry in the "chain" of this business model generallyoptimistic about the. Education of chain operation, need to have the specialeducation products and services, and adequate management ability became theeducation chain can smooth development of guarantee. In the education chainoperation management link practice, many educational institutions have encounteredproblems in the human resource management. Education products is mainlysupported by human experience in education, the expansion of the chain, as the mainpillar industry chain of human resources will become particularly important.Experience of teacher resources can not as a product production line with large-scalereplication, so special attention must be paid to the human resources managementand protection, to standardize the school running mode, management mode, theteaching quality of education, strengthen the examination and supervision, so as toavoid the chain of a local problem affecting the entire chain.The study shows that although the education chain business model in China’srapid development, but the lack of mature experience and theory of literature and unsound legal protection makes the education chain development appearedbottleneck. Because the education of chain management, talent is the core business,most choose chain operation mode of operation of the school, encountered in thecourse of business the most difficult is human resource problems. For example,assignment problem, teachers, teachers’ enthusiasm and problems, which directlyaffect the quality of the reputation of the school and the school. As in theperformance appraisal is to determine a teacher according to the students’achievement outstanding or not, and no moral, ability of teachers and other aspectsof assessment, in view of this situation, must from several aspects of teachingachievement, self development ability, its character, evaluation of students, anassessment model so, not only to make the students and teachers are involved, butalso strengthen the supervision of the examination. In addition, in the assessmentprocess, but also the specific data for reference, so that not only have a stronger,better that teachers have their own problems.This paper is divided into six chapters. The first chapter is introduction.Mainly including the problem, purpose and significance of the study, the collectionof relevant information and literature were reviewed, and the research contents andmethods of this paper, and the innovation of this thesis. The second chapter is thereview of the related theories. The first is the definition of related concepts, namelythe chain like management, incentive mechanism and incentive management as wellas the main school and campus. The second is the theory of incentive management ofteachers, were analyzed from three angles of two factor theory, equity theory ofMaslow Hertz, Berg’s hierarchy of needs theory and Adams. Based on theconnotation of educational chain was discussed, introduces briefly the differences ineducational chain economy and common pure profit chain enterprises. The thirdchapter is the analysis of the status quo, survey on the current situation of A normalschool, teachers work with A normal school, principal at school and teachers as theobject of study, using the questionnaire method, interview method and thecombination of theory and practice of survey data analysis. The fourth chapter putsforward the existing problems, namely, analysis of the existing A normal school,teachers’ work, put forward the question from the salary and promotion level, job level two directions. Method fifth is to solve the problem, namely the specificmethods to encourage teachers to elementary school and campus from theperspective of two factor theory under the A normal university. On one hand, fromthe point of view of human resource management, using the title, performance,salary incentive means to solve the principal, teachers try at specific measures. Onthe other hand, from the promotion and development opportunities to make up thecampus life teaching disadvantage to encourage and enhance the enthusiasm ofteachers to master, at the. The sixth chapter perfect control regulatory mechanism toensure implementation, one is from the title, salary, performance to improve therestraint mechanism to ensure that effect, avoid the only incentive without results.Two is the establishment of A normal school internal trainer system. Three is toestablish the system of unified management and real-time monitoring. The last partis the conclusion.