MBA教育中心知识库

  随着时代的发展，员工越来越重视职业成长，教育行业的员工大多数属于知识性、技能型人才，他们拥有着更强烈的成就动机，更加关注自身的职业成长。2021年教育部新规的出台，让教育培训机构迎来了新的机遇和挑战。在此背景下，如何降低教育公司员工高离职率，已成为教育行业生存发展的重要议题。

  本文基于职业成长，首先选取江南教育公司作为研究对象，对公司员工按照岗位分类进行分析研究，对不同类型的员工离职问题分类讨论、分别研究，找出员工离职问题的深层次原因。其次通过文献梳理、问卷调查、案例分析等方法对江南教育公司员工离职现状、离职倾向、离职因素以及产生的不良影响展开了深入而系统的研究。最后基于职业成长提出了相应的解决对策，具体包括：增强离职问题的重视度、提升职业能力发展速度、完善职业技能培养体系、拓宽内部晋升渠道、健全薪酬增长制度、建立人才约束机制，增强组织的稳定性和凝聚力，从组织领导、监督反馈、考评奖惩、企业文化等方面建立相应的保障机制。

  本文通过对江南教育公司员工离职问题研究，一方面可以从职业成长角度解决好员工的高离职率问题，促进江南教育公司的发展，提升江南教育公司在同行业中的竞争力；另一方可以为其他教育公司改进相关管理工作提供经验借鉴和参考。

With the development of the times, employees pay more and more attention to career growth. Most employees in the education industry are knowledgeable and skilled talents. They have stronger achievement motivation and pay more attention to their own career growth. The introduction of the new regulations of the Ministry of education in 2021 has brought new opportunities and challenges to education and training institutions. In this context, how to reduce the high turnover rate of employees in education companies has become an important issue for the survival and development of the education industry.

Based on career growth, this paper first selects Jiangnan education company as the research object, analyzes and studies the employees of the company according to the job classification, discusses and studies the turnover problems of different types of employees, and finds out the deep-seated causes of employee turnover problems. Secondly, through literature review, questionnaire survey, case analysis and other methods, this paper makes an in-depth and systematic study on the current situation, turnover intention, turnover factors and adverse effects of employees in Jiangnan education company. Finally, based on career growth, this paper puts forward corresponding countermeasures, including: strengthening the attention to turnover, improving the development speed of professional ability, improving the vocational skill training system, broadening internal promotion channels, improving the salary growth system, establishing talent restraint mechanism, strengthening the stability and cohesion of the organization, from organizational leadership, supervision and feedback, evaluation, reward and punishment Establish corresponding guarantee mechanisms in terms of corporate culture.

Through the study of employee turnover in Jiangnan education company, on the one hand, it can solve the problem of high turnover rate from the perspective of career growth, promote the development of Jiangnan education company and enhance the competitiveness of Jiangnan education company in the same industry; The other party can provide experience and reference for other education companies to improve relevant management.