F公司一对一部门教师员工流失问题与对策研究
发布时间：2024-03-17 17:22
近年来,我国课外培训机构发展迅猛,各类培训机构如雨后春笋班涌现。中国教育学会发布报告称,2016年我国中小学课外辅导行业市场规模超过8000亿元。这些中小学课外辅导授课形式分为三大类:大班、小班、一对一。一对一为一个老师辅导1-3个学生,绝大部分都是一个老师辅导一个学生,这种课程也称为VIP课程。进行一对一授课的培训机构分工更加细致、教学质量也更有保证,每个学生都有专门的教师跟踪辅导。对于一对一教学,家长对上课体验相当重要,如果机构教师流失率高,直接会降低学员的上课体验,导致学生家长的不满,甚至直接导致客户的流失,因此对于如何降低一对一教师员工的流失,对于培训机构至关重要。员工流失是指员工自愿与企业彻底脱离工资关系或者员工自愿与企业彻底脱离任何法律承认的契约关系。任何企业,或多或少都会有员工流失的现象,适度的员工流动对企业健康发展至关重要,但是过度的员工流失会导致企业的各类问题。培训机构作为教育类公司,因其员工低龄化的特性,员工流失问题一致很严重。本文以F公司一对一部门教师员工为研究对象,深入分析了F公司一对一部门教师员工流失的近况及主要原因,在研究大量相关文献的基础上,提出降低员工流...
【文章页数】：98 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
Chapter 1 Introduction
1.1 Research Background
1.2 Meaning of the Research
1.2.1 Research Significance
1.2.2 Research Innovation
1.3 Research Content
1.4 Research Methods
Chapter 2 Literature Review
2.1 Relevant Concepts and Measurement of Employee Turnover
2.1.1 Relevant Concepts Definition
2.1.2 Classification of Employee Turnover
2.1.3 Measurement of turnover rate
2.2 Literature Review on Employee Turnover
2.3 Employee Turnover Models
2.4 Theoretical Basis
2.5 Domestic Research State
Chapter 3 Case Description
3.1 Company Profile
3.1.1 F Group Profile
3.1.2 F Company Profile
3.1.3 U-can Secondary School Education and One-on-one Department of F Company
3.1.4 Organizational Structure of One-on-one Department
3.2 Staff Composition of F company’s one-on-one Department
3.2.1 Age and Basic Situation of F company’s Teachers
3.2.2 Marriage Situation of F Company’s One-on-one Teachers
3.2.3 Education Level of F company’s One-on-one Teachers
3.2.4 Working Years Distribution of One-on-one Teachers of F Company
3.2.5 Distribution of Teachers in One-on-one Department of F company
3.3 Teacher Staff Turnover in One-on-one Department of F Company
3.3.1 Structure and Features of Teacher Turnover
3.3.2 Preliminary Reasons for Teacher Turnover and Questionnaire Design
Chapter 4 Case Analysis
4.1 Questionnaire Design of Resigned One-on-one Teachers in F Company
4.2 Questionnaire Distribution, Recycling and Analysis
4.2.1 Questionnaire Distribution and Recycling
4.2.2 Analysis of Questionnaire
4.2.3 Preliminary Conclusions
4.3 Distribution, Recycling and Analysis of the Second Questionnaire
4.3.1 Distribution, Recycling of the Second Questionnaire
4.3.2 A Summary of the Second Survey about teacher turnover
4.4 Random Interview
4.5 Summary
Chapter 5 Countermeasures for Teacher Turnover of F Company’s One-on-one Department
5.1 Establish a Scientific Recruitment System
5.2 Develop Better Teaching Materials
5.3 Optimize the Training System for Teachers
5.3.1 Improve the Training System for New Employees
5.3.2 Emphasis on Creating an Environment for Mutual Learning among Teachers
5.4 Enhance Connection between Employees and the Organization
5.4.1 Flat Management Structure
5.4.2 Strengthen Corporate Culture
5.4.3 Establish Activity Center
5.5 Increase Employee Turnover Costs
5.5.1 Increase performance-related benefits
5.5.2 Set up a marriage fund
5.5.3 Care about teachers’ off-job life
Chapter 6. Conclusion
6.1 Research Summary and Conclusions
6.2 Limitation and Future Study
REFERENCE
Appendix 1-A
Appendix 1-B
Appendix 2
本文编号：3931375
【文章页数】：98 页
【学位级别】：硕士
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
Chapter 1 Introduction
1.1 Research Background
1.2 Meaning of the Research
1.2.1 Research Significance
1.2.2 Research Innovation
1.3 Research Content
1.4 Research Methods
Chapter 2 Literature Review
2.1 Relevant Concepts and Measurement of Employee Turnover
2.1.1 Relevant Concepts Definition
2.1.2 Classification of Employee Turnover
2.1.3 Measurement of turnover rate
2.2 Literature Review on Employee Turnover
2.3 Employee Turnover Models
2.4 Theoretical Basis
2.5 Domestic Research State
Chapter 3 Case Description
3.1 Company Profile
3.1.1 F Group Profile
3.1.2 F Company Profile
3.1.3 U-can Secondary School Education and One-on-one Department of F Company
3.1.4 Organizational Structure of One-on-one Department
3.2 Staff Composition of F company’s one-on-one Department
3.2.1 Age and Basic Situation of F company’s Teachers
3.2.2 Marriage Situation of F Company’s One-on-one Teachers
3.2.3 Education Level of F company’s One-on-one Teachers
3.2.4 Working Years Distribution of One-on-one Teachers of F Company
3.2.5 Distribution of Teachers in One-on-one Department of F company
3.3 Teacher Staff Turnover in One-on-one Department of F Company
3.3.1 Structure and Features of Teacher Turnover
3.3.2 Preliminary Reasons for Teacher Turnover and Questionnaire Design
Chapter 4 Case Analysis
4.1 Questionnaire Design of Resigned One-on-one Teachers in F Company
4.2 Questionnaire Distribution, Recycling and Analysis
4.2.1 Questionnaire Distribution and Recycling
4.2.2 Analysis of Questionnaire
4.2.3 Preliminary Conclusions
4.3 Distribution, Recycling and Analysis of the Second Questionnaire
4.3.1 Distribution, Recycling of the Second Questionnaire
4.3.2 A Summary of the Second Survey about teacher turnover
4.4 Random Interview
4.5 Summary
Chapter 5 Countermeasures for Teacher Turnover of F Company’s One-on-one Department
5.1 Establish a Scientific Recruitment System
5.2 Develop Better Teaching Materials
5.3 Optimize the Training System for Teachers
5.3.1 Improve the Training System for New Employees
5.3.2 Emphasis on Creating an Environment for Mutual Learning among Teachers
5.4 Enhance Connection between Employees and the Organization
5.4.1 Flat Management Structure
5.4.2 Strengthen Corporate Culture
5.4.3 Establish Activity Center
5.5 Increase Employee Turnover Costs
5.5.1 Increase performance-related benefits
5.5.2 Set up a marriage fund
5.5.3 Care about teachers’ off-job life
Chapter 6. Conclusion
6.1 Research Summary and Conclusions
6.2 Limitation and Future Study
REFERENCE
Appendix 1-A
Appendix 1-B
Appendix 2
本文编号：3931375
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