The Research On Incentive Of Faculty Of HS School Attached To A Group

Vocational education as a platform of training the professional technical personnel for the companies plays a vital role in booming economy. Vigorously developing vocational education has become the focus of the work for Ministry of Education, Ministry of Labor and Social Security. Meanwhile, a lot of relevant policies also have been introduces to support and encourage the vocational education. Under the policy context of vigorously developing vocational education, the private higher vocational education in China has shown a good momentum of rapid development and has occupied half of the higher education market. It is true that the vocational education plays an important key in providing the professional personnel of production, management, service for companies. Although we can say private higher vocational college is also higher education, but the whole education process including administration and management has a typical enterprise features. Similar to company, the private higher vocational school is an economy system with "legally established, independent, independent accounting, self-financing". With the increases of the numbers of the higher education school and decreases of the numbers of the total students, the private higher vocational school is facing the fierce market competition like enterprises.As we all known, the development of the school relies on the talents and the training of the talents relies on the policy. The research results from Harvard University experts show that the potential of the teacher only plays20%-30%and may even cause the opposite effect in the absence of a stimulating environment, while in the appropriate incentive environment, the potential of the teacher can plays80%-90%. Thus, if there is no good effective incentive mechanism, it would be a tremendous waste of resources for the school. HS School is a private higher vocational college, who is invested and run by the famous Guangzhou A group. In this context, digging the potential of the teachers, fully mobilizing the enthusiasm of their work, initiative and creativity to improve the quality of teaching, building a talented team is a major issue for the leader of HS School. The key point of this project is how to implement effective personnel training incentives. Therefore, for the HS school, the research on incentive problem of employee has important practical significance.This thesis consists of the following six chapters:the first chapter introduces the background and significance of our study from the perspective of the national policies, social demand for skilled personnel and the self-development needs of college; Chapter Ⅱ introduces the private vocational colleges, incentives, incentives mechanism and related incentive theory and the application of incentive theory in the institute; Chapter Ⅲ studies the application of incentive in HS School of A group, introduces the current status of existing human resources and the current development of HS School, makes the surveys of satisfaction, analyzes the problems and the reasons for its current incentives; Based on the features of HS faculties, Chapter Ⅳ characteristics the idea and principles of incentives design, and constructs the incentive scenario for HS School. Starting with the salary, we suggest to form a complete inventive systems including improving the overall level of treatment of teachers, adding performance incentive, attention to emotional motivation, improve promotion, training and education incentives, rich incentive contest details with some appropriate negative incentives; Chapter Ⅴ predicts the changes of HS school after the implementation of the program, analyzes the possible problems objectively, and proposes the safeguards to ensure the implementation of the program smoothly; Chapter Ⅵ summarizes the conclusions.