貴陽市民辦中小學人力資源管理研究
發(fā)布時間：2018-08-28 07:15
【摘要】：教育落后,這曾經(jīng)是貴陽大發(fā)展過程中的薄弱環(huán)節(jié),但這也正是民辦中小學在貴陽興起的大好機會。現(xiàn)在,貴陽的中小學教育已經(jīng)展現(xiàn)出了百花齊放的嶄新局面,民辦中小學之間、民辦與公辦中小學校之間的競爭日趨激烈。然而,貴陽的大多數(shù)民辦中小學為了突出自己的特色,把當下發(fā)展的重點放在了如何吸引生源和如何開展辦學上,卻忽視了一個關(guān)系到學�？沙掷m(xù)發(fā)展的關(guān)鍵因素,即學校的人力資源開發(fā)。很多民辦中小學在人力資源管理方面幾乎是空白,學校的管理者一直被師資參差不齊、教職員流動率大等問題所困擾,卻始終找不到一個合適的解決方法。本文旨在通過對貴陽市民辦中小學人力資源管理現(xiàn)狀和存在的問題進行調(diào)查和分析,幫助學校管理者構(gòu)建一個科學、規(guī)范的人力資源管理體系,使得學校的教職員隊伍向?qū)I(yè)化的方向發(fā)展,從而推動貴陽市民辦中小學的健康可持續(xù)發(fā)展。本文綜合運用了文獻分析法、訪談法、問卷調(diào)查法和觀察法等多種科學研究方法進行分析、研究。全文分為七個部分:第一部分為緒論,對本文的相關(guān)研究進行說明,包括研究背景和意義,研究現(xiàn)狀綜述和研究方法;第二部分是概念界定與相關(guān)理論基礎(chǔ),主要包括民辦中小學、人力資源和人力資源管理的概念界定,以及主要的人力資源理論基礎(chǔ);第三部分是對貴陽市民辦中小學發(fā)展歷程與現(xiàn)狀的敘述;本文的核心是第四和第五部分,第四部分為貴陽市民辦中小學人力資源管理的現(xiàn)狀分析,主要是對貴陽市民辦中小學的教職員基本情況、人力資源管理體系基本架構(gòu)和人力資源管理現(xiàn)狀調(diào)查情況的分析,第五部分為對貴陽市民辦中小學人力資源管理存在問題的分析,涵蓋了人力資源管理戰(zhàn)略規(guī)劃、人才招募與配置、教職員培訓與開發(fā)、薪酬管理和員工關(guān)系五個方面;第六部分為針對貴陽市地區(qū)特點而構(gòu)建的人力資源管理戰(zhàn)略對策;第七部分為結(jié)論與展望。本文經(jīng)過分析研究,總結(jié)出了貴陽市民辦中小學人力資源管理存在的主要問題為忽視招募與配置中環(huán)節(jié)職位分析的重要性,過于看重名師名家的作用,重視教師隊伍、輕視行政隊伍,不支持教職員接受繼續(xù)教育,薪酬管理方面缺乏公平性,不善于處理員工關(guān)系,等等。本文針對這些問題給出了以下解決策略,以幫助學校管理者提高人力資源管理水平,提升學校競爭優(yōu)勢:1、充分認識人才對貴陽市民辦中小學的重要性,加大人才引進和人才培養(yǎng)的投入力度。2、建立科學合理的人力資源管理制度,充分發(fā)揮人力資源管理部門的職能作用。3、人才招募與配置方面,要重視職位分析環(huán)節(jié)的工作,敢于打破舊觀念,從有利于學校發(fā)展的角度出發(fā)采取策略。4、教師培訓與開發(fā)方面,為教職員提供進一步的發(fā)展空間和條件,注重教職員的績效管理與評價,注重教職員的終身職業(yè)生涯規(guī)劃。5、薪酬管理方面,建立合理的薪酬管理制度,為教職員提供合理的福利保障。6、關(guān)系處理方面,處理好人力資源管理過程中的道德、公正和公平對待問題;促使工會(或者教代會)在勞資關(guān)系和集體談判中發(fā)揮積極正面的作用;做好教職員的健康和安全管理工作,尤其是暴力問題的處理。
[Abstract]:The backwardness of education has been a weak link in the development of Guiyang, but it is also a good opportunity for the rise of private primary and secondary schools in Guiyang. In order to highlight their own characteristics, most of the private primary and secondary schools have laid emphasis on how to attract students and how to run schools, but neglected a key factor related to the sustainable development of schools, namely the development of human resources. This paper aims to help school managers to build a scientific and standardized human resource management system by investigating and analyzing the current situation and existing problems of human resource management in private primary and secondary schools in Guiyang. This paper makes a comprehensive use of literature analysis, interview, questionnaire survey and observation methods and other scientific research methods to analyze and study. The full text is divided into seven parts: the first part is an introduction to this article. The second part is the definition of the concept and related theoretical basis, mainly including private primary and secondary schools, human resources and human resources management concepts, as well as the main human resources theoretical basis; the third part is the Guiyang Private Primary and Secondary Schools. The core of this paper is the fourth and fifth parts, the fourth part is the analysis of the current situation of human resources management in private primary and secondary schools in Guiyang, mainly the analysis of the basic situation of teachers and staff in private primary and secondary schools in Guiyang, the basic structure of human resources management system and the status of human resources management survey, Part V It is divided into five aspects: the strategic planning of human resources management, the recruitment and allocation of talents, the training and development of teachers and staff, the salary management and the relationship between employees; the sixth part is the strategic countermeasures of human resources management based on the characteristics of Guiyang city; the seventh part is the strategic countermeasures of human resources management. This paper summarizes the main problems of human resources management in private primary and secondary schools in Guiyang City through analysis and research, which are neglecting the importance of job analysis in recruitment and allocation, paying too much attention to the role of famous teachers and masters, attaching importance to the teaching team, despising the administrative team, not supporting the teaching staff to receive continuing education and salary management. In order to help school managers improve the level of human resources management and enhance the competitive advantage of schools, this paper puts forward the following strategies: 1. fully understand the importance of talents to private primary and secondary schools in Guiyang, and increase the investment in talent introduction and personnel training. Establish a scientific and reasonable human resource management system and give full play to the functions of human resource management departments. 3. In the aspect of personnel recruitment and allocation, we should attach importance to the job analysis, dare to break the old concepts and adopt strategies from the perspective of conducive to school development. 4. Teacher training and development, to provide further for teachers and staff. The development space and conditions, pay attention to the performance management and evaluation of teaching staff, pay attention to the career planning of teaching staff.5, pay management, establish a reasonable salary management system for teaching staff to provide reasonable welfare protection.6, relationship management, handle the process of human resources management ethics, fair and fair treatment; Promote trade unions (or congresses) to play an active and positive role in labor relations and collective bargaining; do a good job in the health and safety management of teaching staff, especially in dealing with violence.
【學位授予單位】：貴州師范大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：G637
本文編號：2208676
[Abstract]:The backwardness of education has been a weak link in the development of Guiyang, but it is also a good opportunity for the rise of private primary and secondary schools in Guiyang. In order to highlight their own characteristics, most of the private primary and secondary schools have laid emphasis on how to attract students and how to run schools, but neglected a key factor related to the sustainable development of schools, namely the development of human resources. This paper aims to help school managers to build a scientific and standardized human resource management system by investigating and analyzing the current situation and existing problems of human resource management in private primary and secondary schools in Guiyang. This paper makes a comprehensive use of literature analysis, interview, questionnaire survey and observation methods and other scientific research methods to analyze and study. The full text is divided into seven parts: the first part is an introduction to this article. The second part is the definition of the concept and related theoretical basis, mainly including private primary and secondary schools, human resources and human resources management concepts, as well as the main human resources theoretical basis; the third part is the Guiyang Private Primary and Secondary Schools. The core of this paper is the fourth and fifth parts, the fourth part is the analysis of the current situation of human resources management in private primary and secondary schools in Guiyang, mainly the analysis of the basic situation of teachers and staff in private primary and secondary schools in Guiyang, the basic structure of human resources management system and the status of human resources management survey, Part V It is divided into five aspects: the strategic planning of human resources management, the recruitment and allocation of talents, the training and development of teachers and staff, the salary management and the relationship between employees; the sixth part is the strategic countermeasures of human resources management based on the characteristics of Guiyang city; the seventh part is the strategic countermeasures of human resources management. This paper summarizes the main problems of human resources management in private primary and secondary schools in Guiyang City through analysis and research, which are neglecting the importance of job analysis in recruitment and allocation, paying too much attention to the role of famous teachers and masters, attaching importance to the teaching team, despising the administrative team, not supporting the teaching staff to receive continuing education and salary management. In order to help school managers improve the level of human resources management and enhance the competitive advantage of schools, this paper puts forward the following strategies: 1. fully understand the importance of talents to private primary and secondary schools in Guiyang, and increase the investment in talent introduction and personnel training. Establish a scientific and reasonable human resource management system and give full play to the functions of human resource management departments. 3. In the aspect of personnel recruitment and allocation, we should attach importance to the job analysis, dare to break the old concepts and adopt strategies from the perspective of conducive to school development. 4. Teacher training and development, to provide further for teachers and staff. The development space and conditions, pay attention to the performance management and evaluation of teaching staff, pay attention to the career planning of teaching staff.5, pay management, establish a reasonable salary management system for teaching staff to provide reasonable welfare protection.6, relationship management, handle the process of human resources management ethics, fair and fair treatment; Promote trade unions (or congresses) to play an active and positive role in labor relations and collective bargaining; do a good job in the health and safety management of teaching staff, especially in dealing with violence.
【學位授予單位】：貴州師范大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：G637
【參考文獻】
相關(guān)期刊論文 前1條
1 呂貴珍;;用文化經(jīng)營民辦中小學的師資隊伍[J];學校管理;2008年01期
，本文編號：2208676
本文鏈接：http://sikaile.net/jiaoyulunwen/chuzhongjiaoyu/2208676.html
