How to recruit teachers for affiliated institutions?

The sensory system industry is a long-term development industry. With the increasing number of newborns and the expanding demand of sensory system market in China every year, more and more investors are interested in the good development of sensory system market and have invested in sensory system projects.

There are many factors to consider when joining a company, such as your city, the brand you want to join and so on. The expenses include: rent, joining fee, decoration fee, material fee, and some cost cooperation funds are relatively high. There is also the choice of a reliable brand, such as future support policies, support intensity, curriculum development, sustainability, developability and expansibility, which should be taken into account.

So, how to recruit teachers for affiliated institutions? Teachers in affiliated institutions generally have the following laws and properties!

First, the teachers of sensitization affiliated institutions all pretend to be Daniel. How many sensitized affiliated institutions are there in a region and how many training teachers are there? Everyone is Daniel. God, then this institution doesn't need enrollment training. It is Daniel who makes more money than training and enrolling students. There are too many talents in this company, and it is too wasteful to be a photosensitive subsidiary. So, there are only one or two Daniel at most, and then they bring others. Many teachers score three points and seven points. Do not underestimate yourself.

Second, if a large franchise organization can't afford the salary of a real cow, one or two will do, and it is a brand. But it's all like this, and this salary expenditure is greater than the transferred money. This is also why they will find some small whites and become pseudo-big cows after training and learning. This is also the reason why the company recruits people. Training a fake cow is faster and cheaper than training a real cow.

Third, whether it is difficult or not has nothing to do with whether it is Daniel or not. It is the biggest basis for users to choose franchisees, especially large franchisees.

In the eyes of many people, teachers have always been a relatively stable "iron rice bowl" profession, with good wages, many holidays and decent work respected.

The Center for Inclusive Children's Ability Training believes that, however, times have changed and great changes have taken place in the current teaching staff. Due to the impact of the wave of market economy and the influence of social values, teachers are no longer a hot commodity in the job market, and job seekers have more room for manoeuvre when choosing.

Although the phenomenon of "shortage of teachers" has brought some impact and influence to the affiliated institutions of Gantong, on the other hand, it also puts forward higher requirements for the affiliated institutions of Gantong. If we can seize the favorable development opportunity from it, it may become another new starting point. For the recruitment and training of teachers, the inclusive children's ability training center has the following suggestions!

Establish the growth mechanism of teacher training

Since ancient times, there has been a "gentle and graceful lady, a gentleman is good." The same is true of famous teachers, many affiliated institutions will compete for it, and those who win the famous teachers will be completely mastered by students. The halo effect of famous teachers is admirable, but sometimes there are no famous teachers in society, and there are cases where high salaries are required.

Instead of this, it is better for affiliated institutions to train their own teachers from the perspective of long-term development, so as to be prepared. According to the needs of professional courses, a set of teacher growth mechanism is established in the way that old teachers lead new teachers and bishops lead teaching assistants. Through the necessary material rewards, strict restraint mechanism and intimate assistance system, we will implement the competition mechanism of elimination from the bottom, give full play to the enthusiasm and initiative of teachers as a whole, and encourage young teachers to grow better and faster.

New teachers must undergo strict on-the-job training and probation assessment, and the promotion of teachers requires bringing out 1 or two bishops or teaching assistants to ensure the systematization of the teacher chain; At the same time, through the evaluation of excellent courses for teachers, key teachers are sent out for further study, and the level and skills of teachers are improved through multiple channels.

This kind of young teachers trained by joining the organization will have a stronger sense of accomplishment and belonging and can play a greater role in teaching. For teachers with outstanding ability and strong sense of responsibility, we can focus on training, try our best to create a famous teacher effect, promote the development of affiliated institutions, and effectively alleviate the crisis caused by "teacher shortage".

For teachers, it is also a key factor to feel the attractive salary and benefits of affiliated institutions. Only by setting the incentive target of salary and intuitive and feasible promotion channels can teachers be better motivated to fight for it. If you want to keep a good teacher, you should increase the salary and other benefits accordingly, enhance the teacher's sense of belonging and happiness, and don't be tempted by the generous treatment of other schools.

Choose graduates from major universities.

School recruitment is the most direct and simple way. Teachers in many affiliated colleges are selected from universities, especially normal colleges, and then gradually cultivated into backbone teachers. Enterprise, passion and creativity are the advantages of college graduates, which can bring more possibilities for the development of affiliated institutions.

When hiring college graduates, we must pay attention to the dual assessment of professional knowledge and professional ethics, start from the source of talents, and do a good job in dealing with the brain drain. For new college teachers, their colleges should give enough room for growth, and give priority to those teachers with both ability and political integrity, fully tap and make use of their advantages, so as to make the best use of their talents.

In view of the influence of the two-child policy, attention should be paid to controlling the proportion of male and female teachers in recruitment, and it is recommended to hire more male teachers. After all, female teachers are more susceptible to family and fertility factors.

On the other hand, in order to broaden the channels of talent recruitment in colleges and universities, we can also consider non-normal college graduates and use talents in an eclectic way.

Teachers with few classes take part-time jobs as substitutes.

In the training industry, according to class hours and performance appraisal, teachers in some courses are more popular, such as English, art, dance and other popular majors. These teachers have higher salaries and are not worried about students and development.

However, some relatively unpopular majors, such as minority languages and physical education, sometimes have fewer class hours, which will inevitably affect teachers' income and directly hit teachers' initiative and enthusiasm.

Then for teachers with fewer daily courses, affiliated institutions can arrange them to teach in two disciplines. For example, teachers who teach small languages can take part-time English courses. Of course, there are two prerequisites: first, the teacher has the corresponding professional knowledge and ability, and second, the teacher agrees to take part-time jobs to be active.

According to teachers' personal character and ability, teachers can also be considered to do enrollment propaganda work, give full play to the advantages of human resources and improve the overall income. It seems that this is an expedient measure, but it is also a way to deal with the "shortage of teachers".

In addition, there are many college students who are part-time tutors. Affiliated colleges can consider recruiting some normal students as part-time teaching assistants, and full-time teachers will conduct training. After a period of training and exercise, they will choose the best among them as bishops.

The advantage of this is that on the one hand, the part-time salary of college students is relatively cheap, on the other hand, college students are full of energy and enthusiasm. You can also contact the student union and class cadres in normal colleges and ask them to recommend outstanding students for part-time internships as reserve teachers.

Generally speaking, Pratt & Whitney Children's Ability Training Center feels that the phenomenon of "shortage of teachers" is not a scourge, but a bottleneck phenomenon in the development of the industry to a certain extent, and affiliated institutions need not worry too much. Taking the initiative to be yourself, putting people first, paying attention to the cultivation and reuse of teachers and calmly responding to market changes are the king of development.