摘要
随着大学毕业生的增多，就业竞争压力变大，成人职业教育培训机构能够满足其考
教师、学历提升等成人职业教育的需求，拓宽学员的知识技能和人生可能性，从而大量
创立。成人职业教育培训机构作为人力轻资产企业，依靠熟悉目标受众学员的招生老师
招收更多的学员，依赖有教学经验师资提高学员的通过率，为机构打造口碑，实现长期
盈利，本文将这部分能够为机构招收更多学员，为机构打造品牌的教师称为关键师资。
关键师资一旦离职，短期内很难招聘到合适人员填补空缺；从长期看，机构在经过前期
数年努力树立的口碑也会受到影响，企业核心竞争力降低，甚至占领的市场份额也将被
带走或被其他机构抢占。2021年，随着“双减”政策的发布，学科类教育培训机构将向
职业教育培训机构转型，关键师资也就成为其转型成功及后期发展甚至生存的关键，职
业教育机构关键师资的稳定性也将与原有机构品牌的打造，甚至生存发展都密切相关。
2018年-2020年，我国职业培训机构中，中小型机构占比较大，这部分机构前期处
于粗放式管理，关键师资的晋升渠道、培训体系、企业行政管理、企业领导水平、工作
环境等有待进一步明确或改进，但目前适用于中小型机构关键师资激励研究较少，本文
选取有代表性的中小型 X教育培训机构关键师资为研究对象，以赫茨伯格双因素理论为
理论基础，采取文献研究法、问卷调查法对目前关键师资激励满意度进行调查，采用统
计分析法确定关键师资满意度较低的维度，选取关键师资，进行需求访谈，结合问卷调
查结果和需求访谈结果，分析目前关键师资激励存在的问题及原因，从保健因素和激励
因素，提出优化方案。
研究表明：小型成人职业教育培训机构，应该结合自身发展实际，在成本基本不变
的情况下，侧重增加浮动工资，关键师资股份，实现关键师资与机构发展的捆绑，还应
在绩效考核公平客观性、工作条件、职业发展、心理辅导、工作家庭关系平衡方面，对
激励进行优化，弥补原有激励的不足，提高关键师资的稳定性和积极性。本研究不仅能
够解决 X机构自身存在的激励问题，在提升关键师资工作满意度的同时，发展了机构的
长期利益，提升市场竞争力，而且也为同类规模、业务类型的企业提供可供借鉴的实际
方法和经验。
关键词：职业教育培训机构；关键师资；激励优化
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ABSTRACT
With the increase of college graduates and the increasing pressure of employment competition,
adult vocational educational and training institutions can meet their needs of adult vocational education,
such as teacher qualification test and academic qualification improvement, and broaden the knowledge
skills and life possibilities of students, so as to establish a large number of institutions. Adult vocational
education training institutions as human assets of enterprises, rely on the teachers who are familiar with the
target audience to recruit more students, depend on the teachers having experience in teaching to improve
the passing rate of students, build a reputation for the institution to realize long-term profits. This paper
calls these teachers who can recruit more students and build a brand for the institution as key teachers.
Once the key teachers leave, it is difficult to recruit suitable teacher to fill the vacancy in the short term. In
the long run, the reputation that the organization has worked hard to establish in the early years will also be
affected.The core competitiveness of the enterprise will be reduced, and even the occupied market share
will be taken away or seized by other organizations. In 2021, as the reform in education, discipline
education training institutions will transform to vocational education and training institutions.The key
teachers has become the successful transformation and development,and even survival.The stability of the
key teachers will also be closely related to the brand building for the original vocational education
institutions.
From 2018 to 2020, small vocational training institutions in China accounted for a large
proportion. These institutions were under extensive management in the early stage. The promotion channels,
training system, enterprise administration, enterprise leadership and working environment of key teachers
need to be further clarified or improved. However, at present, there is little research on the incentive of
small institutions. This paper selects the key teachers of X Educational and Training Institution as the
research object, takes Herzberg's two factor theory as the theoretical basis,and adopts the literature research
method and questionnaire survey method to investigate the current satisfaction of the incentive for key
teachers.It uses the statistical analysis method to determine the dimension of low satisfaction,to select key
teachers conducting demand interviews. Combined with the results of questionnaire survey and demand
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