-- The second development of private education industry in Northwest China
System management, process management, team work, struggle to win the country, the country must rely on the team rather than a person, a single point of the problem must rise to the system, rather than point to point to solve. Sponsored by JunxueAcademy, the second session of private education industry development in Northwest China in-depth analysis of industry development rules, centering on the two major themes of educational institutions market strategy and team building, to explore effective ways to implement team execution-driven strategy.
Study site of the second China · Northwest Private Education Industry Development Forum
【 Market strategy 】
Market strategy based on traffic, conversion to this. Market flow consists of seven steps: sales marketization, market service, service productization, product branding, brand media, media education, socialization of education.
>>>> Activity traffic is king
APP, online education, wechat and two-dimensional code have formed the new square matrix of new media layout. Why wechat? The daily active volume of wechat reached 570 million in 2017. In social activities, wechat marketing accounts for 70-80% of the new media marketing plate. Wechat is no longer a choice, but a trend. When you master the media, you master the voice; When you have the flow, you have the right to speak.
Product content is the core of traffic. Content output depends on the educational philosophy, brand positioning and customer groups of the school. When the output content is targeted, it will increase attention, and the traffic will come up.
>>>> Flow is king, converted into this
If the school and parents do not complete the transaction, they only stay in the relationship between the suggestion and the suggested, but do not establish the relationship between the service and the served.
Transaction is often not a direct final sound, but through the former, middle, after the transaction process decided. Complete transaction process should include activity system construction, transformation process design, unified thinking, formulation of detailed work plan, the establishment of customer pool, etc.
【 Team Building 】
For middle-level cadres, the "addition" of personal ability is no longer applicable to the development of the team. Instead, they should multiply the work and the team to double the team ability and create value for the organization.
>>>> Educational institution talent selection strategy: clear job responsibilities
Accurate job description, is the premise of all recruitment work. After analyzing the industry, we can analyze the market strategy, and the strategy is mainly executed by the team.
Achieve the position revenue target.
As an educational institution, many positions need to undertake revenue targets. Only when job responsibilities are clearly defined at the initial stage of recruitment can unclear job responsibilities caused by revenue targets be reduced.
◎ To provide selection criteria and evaluation basis for recruitment work.
Clear job responsibilities can reduce the blindness of HR recruitment and enhance the matching degree between positions and talents.
◎ Provide basis for performance and salary design.
Job responsibilities define the criteria for performance appraisal and provide a quantifiable basis for promotion.
◎ Provide basis for training.
When individual abilities do not match the talents of the leadership team, clear job responsibilities can provide the basis for training members to be qualified for more advanced job responsibilities.
>>>> Win in the Middle, win in the Yulu: Define the role of the middle
The top level is the brain of the organization, which determines the strategic development direction of the organization. The middle layer is the backbone of the organization, focusing on the stability and efficiency of the team; The grass roots are the limbs of the organization, focusing on quality of revenue. Education industry is a typical talent dependent industry, institutions should focus on training middle-level cadres, for the organization to carry half of the mountain.
The lack of middle-level does not refer to the lack of posts only, but the lack of value in middle-level posts. As a professional, we should change from the post person to the industry person, from the industry person to the organization person, from the organization person to the leader.
