Study On The Incentive Mechanism Of Full-time Teachers In XX Private Vocational Colleges In Jiangxi Province

Over the past 40 years of reform and opening up,China's economy has taken off rapidly and has undergone tremendous changes.With the improvement of China's overall national strength and the improvement of people's living standards,education has become more and more popular,and the emphasis on education has become more and more popular.Moreover,with the expansion of colleges and universities,it is not difficult to go to college,and vocational education has also entered people's field of vision.Our national higher vocational colleges are an integral part of vocational education and a school funded by non-government funds and assets.In the process of growth and development,as a weak organization of colleges and universities,there are some problems in the management of private higher vocational colleges.The outstanding performance is that the sense of belonging of full-time teachers is not strong,the turnover rate is large,and the work lacks enthusiasm and creativity.Full-time teachers are an important subject of the school and the foundation of the school.The quality of full-time teachers directly affects the level of teaching.The number of full-time teachers directly affects the development of teaching.In order to stabilize full-time teachers and improve the sense of identity of full-time teachers in schools,it is urgent to develop an effective solution.The development status of vocational colleges,identify existing problems,and propose solutions.This paper selects Jiangxi XX higher vocational colleges for investigation and analysis,and regards its full-time teachers as the research object,and understands the different evaluations of teachers and teachers of different structures.This study uses the questionnaire survey method and interview analysis method to draw the following conclusions:(1)Establish a scientific and effective performance appraisal incentive mechanism,introduce the KPI assessment method,refer to the SMART principle,do a good job of assessment,and combine the most scientific assessment methods to make good feedback.(2)Improve and improve the incentive mechanism for compensation and benefits,adhere to the principle of fairness and justice,determine a fair compensation plan;determine the salary model of different modes;increase the salary model and use the salary system to stimulate the effectiveness of teacher work.(3)Establish a development incentive mechanism to provide teachers with short-term and medium-term career planning for different needs and characteristics of teachers.Divided into teaching and research teachers,different types of teachers develop different incentives.(4)Establish a spiritual incentive mechanism to fully mobilize the subjective initiative of teachers.To meet the spiritual needs of teachers,to do a good job of teachers' spiritual motivation from the aspects of ideology,psychological contract and organizational culture.