Research On The Issues And Optimization Strategies Of The Salary Management Of Z Educational Institution

In recent years,my country is deepening the reform of the education industry,especially elementary and middle school education has become the top priority,and the reform of quality education is steadily advancing.Due to the uneven regional development of education in my country,fierce competition has begun in order to obtain better educational resources,and there is a big difference between quality education and expectations.The huge demand of my country’s education industry has attracted the establishment of many education and training institutions.With the large number of education and training institutions,fierce market competition will arise.In order to survive,reforms must be carried out to enhance their competitiveness.However,the current education and training industry neglects the cultivation and construction of teachers,and the salary system for teachers is unreasonable.Therefore,the quality of teaching in training institutions has declined,hindering the sustainable development of education and training institutions.Z Education Institution was established in 2011.As an education and training institution officially approved by the local education authority,after nearly ten years of development,it has achieved good development results and has successively become the national,Zhejiang,and Hangzhou related education associations.The governing unit,and also won the national well-known Hua Luogeng mathematics education competition organizer.From this,I am happy to see that the development achievements of Z educational institutions have been recognized by the market,and Z educational institutions are also actively innovating,emancipating educational ideas,and continuously innovating teaching models,which are recognized by the majority of students and parents.However,with the rapid development and expansion in recent years,Z educational institutions have also encountered some problems in the process of staff building.For example,the high turnover rate is largely due to problems in the management of Z educational institutions’ compensation system.,That is,its salary system cannot effectively meet the needs of the development of Z educational institutions.There is no doubt that such frequent personnel turnover will have a great impact on both the improvement of teaching quality and the long-term development of the company.We hope to attract more students with our special ability to improve student performance.However,for Z educational institutions,the existing compensation system lacks certain rationality.For example,it does not clearly tilt to the position of teachers.When dividing the salary grades of employees,it is more based on the subjective wishes of individuals.,Lack of comprehensive and objective evaluation of employees’ personal capabilities and performance.This article takes Z educational institution as the research object,through questionnaire surveys and on-site interviews to understand the current status of its salary management,through data analysis,finds the current problems of Z educational institution in salary management,and then proposes corresponding salary management reforms The final plan is to put forward safeguard measures for these solutions to help the new plan be implemented.