The Teacher Losing Problem Research Of Zhengzhou Huaxin College

With the constant deepening of higher education’s reform in our country, the development of private colleges is faced with great opportunities, at the same time, it’s also will face more severe challenges. Running institutions of higher learning school is based on teachers, cultivating and having a professional,high-quality and stable teaching team is an effective means to deal with challenges. However, the teacher management mechanism of private colleges has not yet been mature and perfect, the high proportion of teacher losing directly affects the teaching quality and teaching staff construction,even restricts the development of private colleges.Zhengzhou huaxin college is a non-governmental ordinary undergraduate course colleges and universities, has certain representativeness among private college across the country approved by the ministry of education, and also has certain representativeness. In today, it has great significance in theory and practice to research the teacher losing problem of Zhengzhou huaxin college and put forward the corresponding countermeasures, at the same time,it’s good for stabling excellent teachers and creating a good environment for the development of private colleges, as well as other private colleges and their managers eager to solved the problem.This article first expounds the theoretical model of employee loss at home and abroad. Based on the analysis of the characteristics of the loss of private college teachers and the negative influence, through the way of questionnaire,the article analyzes the cause of loss of good teachers from three aspects which is the external social factors, Zhengzhou huaxin college school internal management as well as private colleges teacher individual characteristic. Aimed at the main reason for the loss of Zhengzhou huaxin college teachers, paper puts forward to various solutions by using the modern human resources management theory. If Zhengzhou huaxin college wants to control the teacher losing, establish a reasonable teachers’ team in title, educational background, age structure, first of all, it needs to formulate and implement effective recruitment policy, improve the system of performance evaluation, performance evaluation process is scientific and rigorous as far as possible; Second, to formulate the reasonable salary system, give play to the role of compensation incentive, design science teacher training and development system; Moreover, to build human resources information management system of school, to realize the dynamic management of human resources; Finally, to strengthen the construction of the school connotation, rich campus culture’s construction, build a kind of meritocratic and retention spiritual atmosphere.