Orientation And Reform On Shenzhen Special Economic Zone’s Teachers Management In Primary And Secondary School

Any reform of the personnel system of Teachers is aimed to motivate teachers’ working enthusiasm, and optimizing teachers’ management is an effective way to establish a high-qualified teacher team. Nowadays, the seventh reform of the personnel system of Teachers for primary and s econdary school teachers in Shenzhen is trying to break through the original managing framework which has built up years ago and find another way to improve the teachers’ employing system. The coming reform will have great influence on arousing the working initiative of primary and secondary school teachers and meanwhile it will provide guarantee and intellectual support for the personnel system. Teachers of primary and secondary school, who involved in the several reforms of the personnel system of public institutions, annual assessment, merit pay and teachers’ evaluation system, have enhanced their qualification greatly.The study takes a secondary school in Shenzhen as an example, and carried on questionnaire survey with partial face-to-face interviews to obtain the useful data. The study attempts to enrich the empirical comprehensive study about teachers’ management of city’s primary and secondary school in fairly prosperous region so as to better understand their basic circumstance, existing problems and potential developing reform tendency. According to the study, it get the fact that most teachers are absolutely well-qualified to their daily teaching work. They have positive working attitude and basically, they are psychologically healthy. While a majority of them suggest that they could not find an effective way to relieve their intensive working stress and burden. Teachers who were interviewed in this survey are all undergraduates, which means the academic qualification has improved a lot.Compared with other walks of life, teachers of primary and secondary school in Shenzhen are comparatively satisfied with their job, income and work units. According to the obtained data above, the writer analyzes the existing problems and deficiency in some aspects like the structure of age and gender, life and work pressure, professional identification, major’s development and so on. Writer tries to analyze the factors which restrict the management and development of teacher teams according to the data from the survey and research about the present situation of teachers management. Writer attempts to put forward some corresponding countermeasures of talent management through in-depth analysis of the origin of restricting factors, and tries to offer some valuable sugges tions for some relevant educational directing departments.