Research On The Incentive Mechanism Of Teachers In XDF Middle School In Harbin

High quality teachers are becoming more and more important in the education training industry.The status of teachers can not be ignored,and the teaching quality of teachers' determine the future of training schools.The teacher with high quality can provide better linkage effect more than that generated by ten or even hundreds of consultants.The teacher with high quality not only affects the reputation,but also determines the development of school.At present,the high mobility of teachers in educati on-training institution is a considerable problem for the long-term development.How to retain high quality teachers and encourage them have became one of the urgently solved problems in education-training institution.In this paper,the XDF school teacher in Harbin was selected as the research object.This thesis adopted both the qualitative and quantitative approach,and we investigated the salary,performance,traning and career of teachers in education-training institution to study the reasons for teacher loss.According to the the present situation of teachers in XDF middle school,we puts forward the corresponding solutions.Based on the statistics of teacher loss in XDF middle school,we includes several incentive mechanism: modify the original Compoun d salary system wich combined with teachers' performance and implement effective performance appraisal system;improve the incentive mechanism of human resource management and enhance recognition of teachers before admission during recruitment process;reform human resources management mechanism and elevate incentive welfare;plan for teacher's career,training on orientation,promote their ability during growth through introducing novel training form and let them understand their direction and motivation i n the work.Based on the above improvement,we put forward two suggestions on incentive mechanism for teacher: on the one hand,improving organizational structure to establish an effective training system,creating positive enterprise culture,advocating humanistic care and making teacher have sense of belonging and trust for department.on the other hand,establishing accessorial service system to describe the job in detail,timely supervising the effectiveness of incentive mechanism.Therefore,it can not only make the hesitating teachers to stay in the middle school,but also can make the loyal teachers to have better development and work prospects.