Research On The Compensation Incentive Plan For Teachers Of XDF Company In Haerbin

At present,China is witnessing a huge demand on the education industry.In recent years,various educational and training institutions have sprung up in the industry market,and their educational and training abilities are uneven.In the context of the rapid development of the education industry,opportunities and crises coexist for the whole industry.The quality of teaching skill and the level of running a school are the most important factors for the training institutions to occupy the advantage in the fierce market competition,and the quality of teachers is the core competitive means of training schools.If schools want to gain absolute advantages in fierce social competition,we must consider how to attract and stabilize teacher resources.In order to attract and stabilize teachers' resources and explore the potential of teachers,a perfect salary incentive system is the most critical and important link.With the expansion of the market resources,New Oriental Education Corporation has expanded,its chain operation mode is expanding,the scale is expanding,and the income is growing,however the satisfaction of teachers' salary is not high,and a large number of outstanding teachers are resigning the job.How to retain high-quality teachers and motivate teachers becomes one of the primary tasks facing the education and training industry.In order to solve the problem of the loss of excellent teachers,we should ensure the effective use of human resources and enhance the core competitiveness of enterprises.And the most effective way to solve these problems is through salary incentives.With the help of the modern salary theory,this paper takes the Harbin School of New Oriental Education Corporation as the research object,analyze the salary system of teaching staff in Harbin XDF school,and puts forward that the system is not perfect,the salary standards and the grades are not matched,the grade evaluation mechanism is not reasonable,and the performance appraisal system is not perfect four major The problem.Based on the above analysis,combined with the actual situation in the XDF Harbin school,this paper redesigns the salary incentive scheme of teachers through the construction of teachers' grade system,the establishment of salary and grade matching scheme,the improvement of initial grade evaluation mechanism and the improvement of grade evaluation system.Finally,four aspects of management system,communication mechanism,resource support and corporate culture are put forward to ensure the smooth implementation of the salary incentive plan.The purpose of this paper is to establish a salary incentive scheme adapted to the training school itself and the market,to inspire teachers' enthusiasm for work,to explore teachers' potential of work,to attract and stabilize the talents for the school,to enhance the core competitiveness of the enterprises and to achieve the stable development of the school.Secondly,the research and analysis of the overall salary performance mechanism of New Oriental Education Corporation has a certain reference value for XDF itself,to a certain extent,to solve the problem of the current teachers' resignation.Finally,Taking into account the development of XDF and the current stage and the universality of the loss of teaching staff in the education industry,this paper will serve as a warning and reference for other private training institutions and even the whole education industry.This has far-reaching significance for the healthy and sustained development of the education industry.