Research On Teacher Salary Incentive Scheme Of Jinan XDF Personalized Department

In recent years,the education and training industry has shown a rapid development in China,and a large number of various education and training institutions have emerged in the social market.On July 24,2021,the Central Committee of the Communist Party of China and the State Council jointly issued the "Proposal on Further Reducing the Homework Burden and Off-campus Training Burden of Students in the Compulsory Education Stage"(hereinafter referred to as the "Double Reduction"),which has aroused widespread social concern as soon as it was released.With the introduction of the "double reduction" policy,the survival and development path of private education enterprises is becoming narrower and narrower,and the education and training industry will face various crises and challenges in the future under the existing environment.After the landing of the "double reduction" policy,the competition faced by the entire education and training industry will continue to increase,and if the education and training institutions in the industry want to occupy a certain advantage in the competition,the key factor is the quality and level of running the school,and it is the quality of the teachers who determine the quality and level of the school.In order to ensure that the high-quality teacher force always maintains a stable state in the enterprise,it is necessary to improve the salary incentive program for teachers.With its excellent business methods,XDF Group has extensively carried out and established branch schools across the country,and the scale of operation has also shown a continuous expansion,but while the income and industry influence continue to grow,the problem of low satisfaction with teachers' salaries has slowly become prominent,resulting in many outstanding teachers jumping ship and leaving.Jinan XDF Training School Co.,Ltd.is a first-level branch of XDF Group,which has a strong autonomy in the development of enterprises,of which the personalization department is an important department of Jinan XDF,with an independent salary incentive program.After the "double reduction" policy landed,Jinan XDF's development strategy has also changed from expansion to contraction,after a series of personnel optimization,for Jinan XDF,the current human resources strategy of the enterprise is to retain excellent teachers and avoid talent outflow.In order to solve the problem of the loss of outstanding teachers and ensure that enterprises always maintain their core competitiveness in the industry,a reasonable salary incentive plan is the key.In this paper,an in-depth study of the teacher compensation incentive scheme of the Personalized Department of Jinan XDF Training School Co.,Ltd.is conducted.The first part of this paper first expounds the background and significance of the research,the current situation of research at home and abroad,etc.,and then discusses the relevant issues mainly through the literature research method and the interview research method in the selection of research methods;and finally determines the research content and research framework of the whole text.The second part of this article summarizes and analyzes the relevant concepts and theories.The third part of this paper explores the basic situation and development strategy of Jinan XDF and the Personalization Department at the current stage,and analyzes the characteristics of teachers in the Jinan XDF Personalized Department and the current situation of the salary incentive of the Personalized Department.The fourth part of this paper summarizes the current salary incentive scheme of Jinan XDF Personalized Department teacher salary incentive scheme does not match the enterprise development strategy,the salary structure is unreasonable,the salary is not competitive,the salary incentive scheme has internal unfairness and the welfare system is not perfect,and the causes of the salary incentive problem are analyzed in combination with the interview data.The fifth part of the system designs the jinan XDF personalized department teacher salary incentive optimization program,and introduces the design ideas and design schemes.Based on the analysis of the problem,the optimization design of the personalized department's teacher salary incentive plan is proposed in a targeted manner:with the principles of strategy,fairness,incentive,economy and competition,the current situation of uneven salary distribution,the enhancement of the matching of salary grades and grades,the improvement of the spiritual level and the improvement of welfare policies are taken as the goals,from the optimization of teacher ranks,the optimization of teachers' salary structure,and the establishment of a plan that matches salaries and grades.Optimize the program in many aspects,such as teacher performance appraisal optimization and setting long-term salary incentives and intrinsic incentives.The sixth part of this paper gives the corresponding implementation guarantee based on the optimization design of the personalized teacher salary incentive plan mentioned above,first puts forward the implementation principles and implementation steps,and then discusses the specific safeguard measures from the four levels of management system guarantee,communication system guarantee,financial mechanism guarantee and corporate culture guarantee.The seventh part of this article summarizes and looks forward to the full text.On the one hand,the teacher salary incentive optimization scheme given in this paper is conducive to the managers of Jinan XDF Training School Co.,Ltd.to discover the shortcomings of the current salary incentive plan,generate the awareness of improving the salary incentive program,make measures to improve and improve the school salary incentive,and establish a human resource management salary incentive mechanism that is more in line with the current corporate strategy;on the other hand,it is conducive to enhancing the competitiveness of Jinan XDF Training School Co.,Ltd.,and attracting,cultivating and establishing a professional teaching team by establishing an efficient salary incentive program,so that the school can maintain the advantage of competition in the fierce education and training market,to the long-term development of the school to develop a guarantee.At the same time,the research in this paper also hopes to provide a certain reference for the establishment of the salary incentive program of the entire education and training industry after the "double reduction" policy is implemented.