Research On Key Teacher Incentive Optimization Of X Educational And Training Institution

With the increase of college graduates and the increasing pressure of employment competition,adult vocational educational and training institutions can meet their needs of adult vocational education,such as teacher qualification test and academic qualification improvement,and broaden the knowledge skills and life possibilities of students,so as to establish a large number of institutions.Adult vocational education training institutions as human assets of enterprises,rely on the teachers who are familiar with the target audience to recruit more students,depend on the teachers having experience in teaching to improve the passing rate of students,build a reputation for the institution to realize long-term profits.This paper calls these teachers who can recruit more students and build a brand for the institution as key teachers.Once the key teachers leave,it is difficult to recruit suitable teacher to fill the vacancy in the short term.In the long run,the reputation that the organization has worked hard to establish in the early years will also be affected.The core competitiveness of the enterprise will be reduced,and even the occupied market share will be taken away or seized by other organizations.In 2021,as the reform in education,discipline education training institutions will transform to vocational education and training institutions.The key teachers has become the successful transformation and development,and even survival.The stability of the key teachers will also be closely related to the brand building for the original vocational education institutions.From 2018 to 2020,small vocational training institutions in China accounted for a large proportion.These institutions were under extensive management in the early stage.The promotion channels,training system,enterprise administration,enterprise leadership and working environment of key teachers need to be further clarified or improved.However,at present,there is little research on the incentive of small institutions.This paper selects the key teachers of X Educational and Training Institution as the research object,takes Herzberg’s two factor theory as the theoretical basis,and adopts the literature research method and questionnaire survey method to investigate the current satisfaction of the incentive for key teachers.It uses the statistical analysis method to determine the dimension of low satisfaction,to select key teachers conducting demand interviews.Combined with the results of questionnaire survey and demand interview,this paper analyzes the problems and reasons existing in the incentive for key teachers,and puts forward the incentive optimization.The research shows that small adult vocational education and training institutions should be combined with their own development reality,focusing on increasing floating wages and shares of key teachers,to realize the binding of key teachers and institutional development.They should also focus on the fairness and objectivity of performance appraisal,working conditions,career development,psychological counseling and the balance of work and family relations,improving the incentive,making up for the shortcomings of the original incentive,and improving the stability and enthusiasm of key teachers.This study not only solves the incentive problems of X Institution,improving the satisfaction of key teacher,and develops the long-term interests enhancing the market competitiveness,but also provide practical methods and experience for similar companies.