Research On The Problems And Countermeasures Of Junior Administrative Staff Engagement In Education And Training Institution A

The change of market environment,the risk of policy,the opportunity of informatization and the continuous rise of human cost have brought unprecedented requirements and challenges to the talent management of international education and training industry.In this case,how to revitalize the human resources of education and training institutions,improve the operation efficiency of enterprises,develop and maximize the value of employees and enhance their engagement is very important.Highly dedicated employees can improve the business performance of the enterprise and promote the high-quality and sustainable development of the enterprise.Education and Training Institution A,established in 2008,is one of the first batch of international curriculum training institutions in Shanghai,and has made great achievements in the 13 years of development.However,under the new situation,the problems of human resources and operation efficiency have become more prominent,especially the little work investment,poor sense of responsibility,lack of work enthusiasm and high turnover intention of junior administrative staff,which have seriously affected the development of enterprises and need to be solved urgently.This paper takes the engagement of junior administrative staff of Education and Training Institution A as the research objective.Firstly,starting from the theory,this paper examines the relevant concepts and theories of engagement,the measurement methods,influencing factors and promotion strategies of engagement.Combined with the current situation of junior administrative staff engagement in Education and Training Institution A,this paper uses two methods: questionnaire survey and interview research.Through the questionnaire survey of89 junior administrative staff and in-depth interviews with 15 junior administrative staff,this paper finds out five main reasons for the low engagement of junior administrative staff: lack of leadership of middle-level managers,difficulties in cross-departmental communication,inadequate career development planning of employees,inadequate compensation and benefit management system,and inadequate performance management system.Finally,targeted strategies are proposed to enhance the engagement of junior administrative staff: improve the leadership of middle-level managers,smooth cross-departmental communication,provide a proper career development planning of junior administrative staff,improve the compensation and benefit management system,and improve the performance management system of junior administrative staff.