本文選題：W課外輔導(dǎo)機(jī)構(gòu)教師 + 勝任力模型　； 參考：《東華大學(xué)》2017年碩士論文

【摘要】：隨著改革開放的不斷深入,我國(guó)社會(huì)發(fā)展已經(jīng)進(jìn)入了一個(gè)新的階段,再加以在此階段中知識(shí)是經(jīng)濟(jì)創(chuàng)造的最主要推動(dòng)力,所以我們也常將此階段稱之為知識(shí)經(jīng)濟(jì)時(shí)代。也正因此,我國(guó)的父母為了讓孩子得以在這個(gè)時(shí)代具備安身立命的能力,而開始在孩子身上投資大量的財(cái)力物力,并將其送至各類輔導(dǎo)機(jī)構(gòu)進(jìn)行各種技藝的培訓(xùn)以避免其落于人后。在這種情況下,諸如W課外輔導(dǎo)機(jī)構(gòu)的各類型中小學(xué)教育培訓(xùn)機(jī)構(gòu)如雨后春筍般不斷涌現(xiàn),并呈現(xiàn)不斷壯大的趨勢(shì),但在輔導(dǎo)機(jī)構(gòu)蓬勃發(fā)展的過程中我們卻不難注意到各機(jī)構(gòu)對(duì)于人才的需求也正不斷增加,換言之,即各輔導(dǎo)機(jī)構(gòu)之間的人才競(jìng)爭(zhēng)的激烈程度已經(jīng)達(dá)到近乎白熱化的階段。而且,正如英國(guó)著名的經(jīng)濟(jì)學(xué)家伊斯坦珀提及的,在當(dāng)今時(shí)代,如果企業(yè)沒有嘗試努力形成自身的核心競(jìng)爭(zhēng)力,則難以抓住市場(chǎng)的機(jī)遇而實(shí)現(xiàn)快速發(fā)展,更有甚者則可能會(huì)被競(jìng)爭(zhēng)激烈的市場(chǎng)所淘汰。具體至教育培訓(xùn)機(jī)構(gòu)而言,如果要順利形成具有特色的核心競(jìng)爭(zhēng)力,則毫無疑問是需要通過提升負(fù)責(zé)專業(yè)課輔導(dǎo)的教師自身的勝任力來加以實(shí)現(xiàn)的。換言之,通過不斷提升培訓(xùn)機(jī)構(gòu)教師隊(duì)伍專業(yè)技能的理論與方法,并進(jìn)而優(yōu)化完善符合教育培訓(xùn)機(jī)構(gòu)所需要的選、用、育、培相結(jié)合課外輔導(dǎo)教師勝任力模式。不僅能夠大幅度提升輔導(dǎo)教師的專業(yè)水平與工作能力,還能夠借此以推動(dòng)整個(gè)教育培訓(xùn)事業(yè)的健康蓬勃發(fā)展。有鑒于此,筆者試圖通過以W課外輔導(dǎo)機(jī)構(gòu)的輔導(dǎo)教師為本文的研究對(duì)象,并結(jié)合案例分析的方法以進(jìn)行科學(xué)有效的實(shí)證研究,保證本文的研究結(jié)果科學(xué)而合理。具體而言,本文在立足于與該輔導(dǎo)機(jī)構(gòu)的管理層和一部分能力較強(qiáng)的輔導(dǎo)教師的訪談,以對(duì)該公司的發(fā)展現(xiàn)狀和發(fā)展戰(zhàn)略有著一定程度的了解,再通過借助訪談的方式以了解該輔導(dǎo)機(jī)構(gòu)的組織結(jié)構(gòu)、崗位的設(shè)置以及人力資源的管理利用等內(nèi)容,從而為建立適用于該輔導(dǎo)機(jī)構(gòu)的科學(xué)合理的勝任力模型奠定重要的基礎(chǔ)。而且在結(jié)合建立科學(xué)的勝任力模型以及對(duì)已有的訪談資料進(jìn)行充分分析的基礎(chǔ)上,筆者還專門向該輔導(dǎo)機(jī)構(gòu)的管理層和輔導(dǎo)教師等發(fā)放了針對(duì)性較強(qiáng)的崗位勝任力的調(diào)查問卷,以便為勝任力模型的建立收集更多的數(shù)據(jù)資料。在此基礎(chǔ)上,筆者決定將研究的重點(diǎn)集中在建立符合W課外輔導(dǎo)機(jī)構(gòu)的教師崗位的勝任力模型,并在模型的基礎(chǔ)上對(duì)輔導(dǎo)教師的績(jī)效指標(biāo)進(jìn)行設(shè)計(jì)應(yīng)用。為此,筆者采用了定性和定量分析的方法以對(duì)這些相關(guān)數(shù)據(jù)進(jìn)行分析探討,并結(jié)合該輔導(dǎo)機(jī)構(gòu)的輔導(dǎo)教師崗位特性以建立其勝任力模型,且在最后將其實(shí)際運(yùn)用并建立起人力資源管理體系中所常用的KPI指標(biāo)體系以及完善現(xiàn)有的符合專職教師需求的晉升機(jī)制。最后,筆者在綜合勝任力模型的建立和績(jī)效標(biāo)準(zhǔn)考核的基礎(chǔ)上,嘗試為W課外輔導(dǎo)機(jī)構(gòu)的教師的職業(yè)發(fā)展指明相應(yīng)的方向。
[Abstract]:With the deepening of the reform and opening up, the social development of our country has entered a new stage, and in this stage, knowledge is the most important driving force for economic creation. So we often call this stage the era of knowledge economy. In this case, the various types of primary and middle school education and training institutions such as W extracurricular institutions have sprung up and are in a growing trend, but in tutoring. It is not hard to notice the growing demand for talent in institutions, in other words, the intensity of talent competition between the various coaching institutions has reached a nearly white hot stage. And, as the famous British economist, irstamper, has said, in today's time, if the business is not. In order to try hard to form its own core competitiveness, it is difficult to seize the opportunity of the market to achieve rapid development, and more likely to be eliminated by the competitive market. In other words, through the continuous promotion of the theory and method of professional skills of the training organization teachers, and then optimize and improve the competency model which meets the needs of the education and training institutions, with the combination of extracurricular tutors' competency model. Not only can the professional level of tutors be greatly improved. In view of this, the author tries to carry out a scientific and effective empirical study by taking the tutors of W extracurricular tutoring institutions as the object of this study and the method of case analysis to ensure that the results of this paper are scientific and reasonable. In this paper, this article is based on the interview with the management of the coaching institution and some tutors with strong ability, so as to understand the development status and development strategy of the company to a certain extent, and then through the way of interview to understand the organizational structure of the guidance institution, the setting up of the position and the management and utilization of human resources. It lays an important foundation for the establishment of a scientific and reasonable competency model applicable to the coaching institution, and on the basis of the establishment of a scientific competency model and the full analysis of the existing interview data, the author has also issued a specific targeted post to the management and tutors of the coaching institution. In order to collect more data for the establishment of competency model, the author decided to focus on the competency model of teachers' post in accordance with W extracurricular guidance institutions, and to design and apply the performance indicators of tutors on the basis of the model. The qualitative and quantitative analysis methods are used to analyze the relevant data and to build up their competency model with the tutorship's job characteristics of the coaching institution, and the KPI index system commonly used in the human resource management system, as well as the improvement of the existing professional teachers' demand, are established in the end. In the end, on the basis of the establishment of the comprehensive competency model and the assessment of performance standards, the author tries to point out the corresponding direction for the career development of the teachers of the W extracurricular coaching institutions.

【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：G522.72

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