Research on the Problems and Countermeasures of Teacher Turnover in Selected Private Higher Vocational Colleges in Sichuan, China

Abstract

Private colleges and universities are an indispensable part of China's higher education, cultivating a large number of high-quality professionals for the society. After years of development, the scale and education level of China's private colleges and universities have been developed by leaps and bounds, but the problem of teacher turnover is still an important factor restricting the development. In the course of the operation of private colleges and universities, how to effectively solve the problem of teacher turnover is a problem worth thinking about. This paper takes the teachers of private higher vocational colleges selected in Sichuan, China as the research object, adopts the literature research method, the case analysis method, the investigation research method and the interview method to study the existing problems and the solutions. Based on the relevant knowledge of human resource management theory, this paper analyzes the characteristics of teacher turnover in selected private vocational colleges in Sichuan on the basis of first-hand data. On the premise of real data as support, the paper analyzes the serious impact of teacher turnover on the selected private higher vocational colleges in Sichuan, so as to clarify the urgency of studying the problem of teacher turnover; Through questionnaire survey and interview, to understand the real thoughts of teachers, so as to find the root cause of teacher turnover, and provide a basis for the formulation of strategies below; Based on all the analysis results, the paper puts forward countermeasures to solve the loss of teachers, including improving the social security system, improving the social recognition, creating a better development space for teachers, improving the teacher recruitment system, establishing a scientific salary system to stabilize the ranks of teachers, establishing a fair and scientific performance appraisal system, improving the quality of teacher training, establishing an effective incentive mechanism, and creating harmonious labor relations. Reduce the teacher expectation gap.