Research On Optimization Of Employee Incentive System In Guangzhou New Oriental School

With the development of education industrialization,private education and training institutions have gained rapid development in China.Guangzhou New Oriental School,which started with foreign language training,is one of the best.For educational institutions,the front-line teachers bear the most critical teaching work,their teaching quality and service level determine the satisfaction of students,so the overall quality of the teacher team constitutes the core competitiveness of educational institutions,and the overall performance of the teacher team determines the survival and development of educational institutions.Compared with public schools,private education institutions are obviously backward in personnel stability,and Guangzhou New Oriental schools are also plagued by this problem.The high mobility of personnel improves the school’s operating cost and seriously affects the quality of teaching services.The reason is that the lack of incentive work is the root of brain drain and job burnout.At present,the human resource management of private education and training institutions in China lags behind obviously.Most institutions have not yet established a comprehensive and scientific employee incentive system,and can only rely on the class fee and bonus to motivate employees.For the new generation of teachers with high education background,high expectation and personality pursuit,the existing incentive measures are difficult to mobilize their enthusiasm,so they often regard the work in private education institutions as the pedal to seek opportunities,once they find a better job opportunity,they will immediately change jobs.In the face of such a situation,the private education institutions in China need to review and improve the current incentive measures,and establish a set of scientific and reasonable incentive system that meets the actual needs of employees.In this paper,Guangzhou New Oriental School is selected as the object of case study,and the current employee incentive system of the school is studied and analyzed deeply and systematically.First of all,through data sorting and questionnaire survey,the first-hand information of school employees’ incentive work is obtained,and the satisfaction of employees with the current incentive measures is known.On this basis,it reveals the existing problems of the Guangzhou New Oriental school staff incentive system,including the unclear incentive scheme,improper incentive methods and so on.Then this paper analyzes the causes of the above problems based on the theory of human resource management,including unreasonable salary structure,inefficient training mode and lack of spiritual motivation.Finally,this paper puts forward the systematic optimization strategy for the existing problems,and designs a new material incentive scheme and spiritual incentive scheme for Guangzhou New Oriental School.