Research On The Incentive Mechanism Of Teachers In KL Private College

Since the development of higher education in China,with the rapid development of economy and the constant change of the information technology era,building a strong educational country has become the basic project for the great rejuvenation of the Chinese nation.Education has also made great progress after the implementation of the reform and opening-up policy in China.However,with the expansion of public universities and the emergence of overseas institutions,the development space of private education in our country has been hindered.Faced with this situation,private colleges and universities can gain competitive advantages only by recruiting talents to enrich their teaching staff and implementing innovative education and teaching development.From a certain point of view,the more stable and strong the teacher structure of private colleges,the stronger the competitiveness of their colleges in other institutions of higher learning.From this point of view,only by cultivating an excellent team of teachers,improving the internal management level of the college,building a scientific and reasonable incentive mechanism,attracting and stabilizing more high-quality teaching talents,can the college develop for a long time.This paper probes into and analyses the teachers' incentive mechanism of KL College,finds out the existing problems,causes and specific solutions of the incentive mechanism,in order to maximize the enthusiasm of teachers and enable them to devote themselves wholeheartedly to the teaching cause,so as to improve the teaching quality of the school and realize the health of the college.The healthy development.Firstly,this paper elaborates the research background and purpose of incentive mechanism of private colleges and universities,guided by theoretical and practical significance,and analyses the domestic and foreign research status of incentive mechanism of private colleges and universities.Secondly,it introduces the general situation of KL College and the existing structure of the teaching staff.At the same time,it elaborates the related concepts of the incentive mechanism of private colleges and universities.It analyses the current incentive mechanism of KL College from five aspects: salary and treatment,welfare guarantee,teacher training and career planning,environment and spiritual incentive,employment and performance appraisal.Thirdly,the author designs the questionnaire for in-service teachers,clarifies the purpose of the survey,designs and implements the questionnaire for KL College,carries out statistical analysis of the collected data,and finds out the problems that teachers are not satisfied with the current incentive mechanism: the problems that constitute teachers' dissatisfaction with the incentive mechanism mainly lie in salary.The unreasonable structure of remuneration and the lack of differentiated remuneration according to different types of teachers make the work of teachers lack certain motivation;the delayed realization of social security incentives;the imperfect system of teacher training and career planning;the lack of incentives at the environmental and spiritual levels;and the imperfect mechanism of assessment and promotion.This paper analyses the problems and their causes,and puts forward effective measures to solve the problems in the incentive mechanism.Finally,in the process of implementing the incentive mechanism,colleges need to be equipped with the corresponding organization,system and funds to ensure the smooth development of incentive work.The incentive mechanism of teachers in KL College has its own particularity,but it is also a common problem in other similar colleges.The results of the research are of great practical value.It is hoped that this study can provide a basis for the analysis and solution of the incentive mechanism for private teachers,which is of great significance and value for the sustainable development of private colleges and universities.