Research On The Loss Of Teachers In KAMN Training Institutions And Its Countermeasures

After the Ministry of Education promulgated the “double reduction” policy in late July2021,quality-oriented training institutions increased rapidly,but they also faced the problem of internal teacher loss.Teachers play a core role in a training institution,and their loss directly increases the operating cost of the enterprise,and also affects the trust between employees and customers,which is not conducive to the sustainable development of the institution.KAMN is a science and technology training institution studied in this paper.In recent years,the loss of teachers has been restricting the development of this institution,especially after the implementation of the double reduction policy,a large number of teachers and staff have been lost in this institution.Therefore,it is urgent to solve the problem of teacher turnover in KAMN training institutions.Based on the relevant theories of employee turnover,this paper combs the research results of domestic and foreign scholars on enterprise employee turnover,and obtains the influencing factors of employee turnover.Combined with my own work experience in KAMN training institution,I obtain first-hand information through questionnaire survey,which lays a foundation for the research of this paper.The focus of this paper is ISM model analysis of influencing factors of teacher turnover in KAMN training institution.According to ISM model,the influencing factors of teacher turnover in KAMN training institution are divided into surface layer,middle layer and deep layer,and the influencing factors at the highest level are found: Salary and welfare level,salary and welfare equity,turnover cost,training opportunities,enterprise management philosophy,salary and effort matching,salary and ability matching,career planning.The scientific nature and rationality of ISM interpretation structure model are verified by driving force dependence in MIC-MAC model.Finally,this paper proposes corresponding solutions based on relevant theories and the actual situation of the organization.In terms of salary and welfare,it optimizes the composition of salary,improves welfare treatment and ensures all kinds of fairness.In terms of staff career planning,we attach importance to teacher and staff training,formulate talent training plans,improve various promotion systems and staff career planning;In terms of managers: strengthen learning,change the concept of employment and pay attention to the old staff,strengthen humanistic care;In the aspect of non-material incentive: attach importance to job incentive,trust incentive,knowledge incentive,goal and honor incentive and other incentive measures.