Reasons And Countermeasures For The Loss Of Full-time Teachers In CM College Of Hebei Province

Private colleges and universities have started to rise since the beginning of 2000.After years of development,they have gradually been accepted by the public.In recent years,due to factors such as wages,academic environment,and career stability,the problem of the loss of full-time teachers in private universities has become increasingly serious.The high turnover rate of full-time teachers has caused many private colleges and universities to face talent crisis,which has a great impact on the teaching and research work of private colleges and universities.In addition,it also restricts the healthy and sustainable development of those universities.It is of practical significance to make an in-depth analysis of the current situation of the loss of the full-time teachers in CM College of Hebei Province and to explore ways to solve the dilemma.Based on the theory of staff turnover and job satisfaction,and the theory of psychological contract,we investigated the basic situation of the loss of full-time teachers in the CM College from 2010 to 2017,and made a deep analysis of the reasons for the loss.The reasons for the loss of full-time teachers include three aspects: external factors,internal factors and teachers' own factors.External factors include: imperfect laws and regulations,incomplete social security system,and the influence of traditional employment concepts.Internal factors include: the utilitarian tendency of school-running,low pay,and limited personal development channels for teachers;Teachers' own factors include: teachers' differences in gender,education,career planning,etc.,and different individual needs.Based on this,it is proposed to improve the attractiveness of private colleges by improving the school's popularity,building a good campus culture and creating a good campus environment.At the same time,providing competitive salaries,strengthen the training of full-time teachers to retain outstanding teachers.Besides,focused on attracting outstanding graduates from the college to stay and teach is another way to solve the problem of the shortage of talents in private colleges and universities,and it's important to instruct teachers to design long-term and short-term career planning based on their own rational cognition and life orientation.Through this research,I hope to provide some reference in developing a teacher introduction policy for the education administrative department and the management of private college teachers.At the same time,I hope to provide some reference for the establishment of an effective mechanism for teacher turnover management in private universities.