Study On The Countermeasures Of The Loss Of Teachers Of Yinchuan Energy Institute

Reviewing the history of the development of China's higher education,private higher education has experienced nearly 30 years of development difficult,from the beginning of the seedlings to now grow sturdily,happened to turn the world upside down change,create another remarkable achievements,but also ushered in the development of civilian run colleges and universities is a new opportunity for development of national Twelfth Five Year Plan" the core interests of the development of higher education.The times at the same time,the social fierce competition for private higher education faces more challenges,such as school funding sources are too single,weak teachers,teaching mechanism is not perfect,shortage of students,have become the bottleneck of the development of private higher education in the process of the growing needs the breakthrough.Particularly the loss of teachers,in recent years has become an important factor to hinder the development of private higher education.On the occasion of the private higher education in China is facing severe challenges in special period and the great historical opportunity,from the teaching staff in our private universities loss reasons of reform,the private college teachers incentive mechanism,and rational planning of teachers team construction,and gradually improve the talent incentive mechanism,to solve new problems gradually emerged during the development of private colleges in the and have a very important significance.The author takes Yinchuan Energy Institute of in-service teachers as the research object,take the first on a small scale private interviews,again in a wide range of questionnaire survey,the current in-service teachers' potential loss summary.Then,combined with the recording of information loss in the school talent,to verify the results of the interview and survey data results,further clear in recent years,Yinchuan Energy Institute of teacher turn over.Finally,based on the investigation and analysis,the author uses the basic model about brain drain and incentive theory in human resources management theory,combined with the actual situation of the school,put forward to effectively solve the incentive strategy of Yinchuan Energy Institute of brain drain problem.In this paper the author analyses Yinchuan Energy institute teachers loss characteristics and reason,try to restore teachers in private college life and work of the scene,the reasons for the loss of so realistically experience school of excellent teachers.In the formulation of the teacher incentive strategy accordingly,tried to put their material needs and spiritual needs are combined,is proposed to improve the teachers' salary and welfare,optimize the title appraisal system and incentive evaluation system,increase training opportunities incentive strategy,At the same time,improve the school's brand awareness,multi-channel financing for school economic foundation,improve the operating environment of the teachers and research environment,economic and institutional constraints to the brain drain,the hope of Yinchuan Energy institute reduce long-term stable development and teacher team of talent loss rate excellent teachers to provide reference.