On The Problems And Countermeasures Of Teachers' Incentive Scheme In Private Colleges—in Order To Gui Zhou Business Vocational College As An Example

In recent years,public colleges and private colleges and universities have achieved remarkable results,and public universities and private colleges have their own merits.However,considering the long-term development prospects and the current development quality,private colleges and universities have serious brain drain and frequent personnel turnover compared with public universities.Because the institutional mechanisms are inadequate and incentives are not in place,it directly leads to very serious teachers.A large part of the lost teachers,and the middle and senior professional teachers who are regarded as the teaching backbone or academic expertise of the school,especially in areas where the teaching staff of Guizhou is relatively weak,the consequences of brain drain are even more serious.The loss of excellent teachers not only seriously affects the teaching quality and teaching plan of the school,but also increases the labor cost,which indirectly affects the stability of the faculty and staff.The seriousness should be highly valued by the managers of the university.Taking Guizhou G Vocational College as an example,this paper investigates the status quo of teacher incentives in private colleges,analyzes and summarizes the psychological vision and career development attitude of private college teachers,and puts forward some personal opinions and countermeasures.During the investigation,the author used the literature case analysis,case study method,field research method and other research methods to conduct practical investigations and personnel interviews with the teachers of Guizhou G Vocational College,and deeply understood the specific work involved in the teacher incentives.From the survey situation,it mainly includes planning and start-up period,planning and coordination period,implementation and control period,and evaluation period.In this paper,the author uses a combination of theory and practice to combine the incentive mechanism of colleges and universities with the theory of human resource management,and put forward suggestions and countermeasures on how to tap the potential of human resources and fully mobilize the enthusiasm,initiative and creativity of the faculty and staff.With reference to the research and use status of other universities in China,this paper analyzes the development status,existing problems and formation factors of teacher incentives in Guizhou G Vocational College,and proposes corresponding countermeasures to provide reference for teachers' incentives in other universities or other education industries.