Research On The Control Strategy Of The Loss Of Full-time Teachers In Nanchang G College

With the strengthening of the national emphasis on education,private higher education has also been rapid development.At present,private higher education plays an important role in people’s life and is an important part of China’s education system.From the perspective of educational development forms at home and abroad,the development prospect of private colleges and universities is bright,and the stage is broad.However,the current private colleges and universities are affected by their school running characteristics and market environment.The internal staff turnover rate of these colleges and universities is relatively large,especially for the more excellent staff in some organizations.Most of them take private colleges and universities as the "springboard" and flow into public colleges and universities after having certain experience,so the development pace of private colleges and universities is seriously curbed.Talents have always been the foundation of the development of colleges and universities,and the core competitiveness of a school.However,private colleges and universities have been facing great challenges in talent retention.The development of private colleges and universities has been restricted by the low educational background of teachers,the imbalance of age structure,the fault of core teachers,the lack of double qualified teachers and the lack of cutting-edge talents.In the process of development,Nanchang g college also faces the key problem of brain drain.In recent years,there is a serious loss of teachers in G College of Nanchang.The large-scale loss of young and middle-aged backbone teachers has brought a great impact on the development of the school.Therefore,based on the actual situation of Nanchang g college,through the investigation and analysis of the phenomenon of brain drain,from the perspective of brain drain model,this paper analyzes the specific reasons for the brain drain of full-time teachers in Nanchang g college,and then puts forward some targeted countermeasures,namely,optimizing the salary system,improving the incentive system,optimizing the training system,and changing the management concept,so as to improve the quality of teaching Improve the current situation,promote the healthy development of Nanchang g college in the future,and also provide effective reference for other similar schools in China.