The Research Of Young Teacher Incentive Mechanism Of Heilongjiang DF Academy

Since the implementation of the policy of reform and opening up in ourcountry, education has achieved a great development, however, the privateuniversity of our country has been suffering the double pressure in publicuniversity enrollment and foreign institutions continue to emerge, in order togain a firm foothold in the fierce competition, private university only throughreform, innovation and development when in the face of this kind of situation.From a certain point of view, the private university teachers more abundant, itscompetitiveness is stronger. In view of this, the private university only constantlyimproving their internal management level, and build incentive mechanismsupporting, stability and attract more talent on the sustainable development ofteaching, so to say, the competition between private universities is actually thecompetition among talents. For being applied for the construction ofmulti-disciplinary technical efforts of private universities in Heilongjiang DFCollege, the most important thing of Heilongjiang DF is to establish a set ofperfect incentive mechanism as soon as possible, so as to make full use ofteachers’ value, and realize the healthy development of our college.The incentive theory occupies a pivotal position in management of humanresource, a perfect incentive system can fully mobilize the enthusiasm ofteachers, and constantly tap teacher’s inherent potential, is a personal goal a ndthe overall goal of school teachers highly consistent. This article will be collatedand summarized by incentive theory on human resources management to discussthe significance and role of private universities to build incentive system, thearticle will be Heilongjiang DF Institute for the study, through the analysis of itsoperating conditions and incentives to locate the actual incentive effects DFincentives Heilongjiang Academy teachers exposed in the course of the problem:the status of private college teachers are not respected; salary and benefits arerelatively weak, the social security system is imperfect; young teachers lacktraining and career planning incentives; environment and the relative lack ofspiritual motivation; appraisal and incentive mechanisms imperfect, which givesincentives to improve Heilongjiang Academy DF approaches and countermeasures. I also want to take this text to identify the prevalence of private colleges teacherincentive problems to other private colleges and universities, especially privatecolleges of similar inspiration in the development of incentives.