【摘要】：青年教師是高校教師隊(duì)伍的重要組成部分,是為學(xué)生授業(yè)解惑的主要力量。隨著時代的進(jìn)步,社會對學(xué)生和教師的要求越來越高,倒逼青年教師必須尋求專業(yè)發(fā)展。作為90后的新一代青年教師,他們在個性和觀念上有一定的獨(dú)特性和時代感。如何構(gòu)建一套能夠遵循青年教師的個性特點(diǎn),促使他們自覺追求自身發(fā)展的職后教育運(yùn)行機(jī)制是本文要重點(diǎn)研究的問題。本研究的主要目的是針對湖州師范學(xué)院青年教師職后教育工作開展的效果不理想,實(shí)施的職后教育項(xiàng)目與青年教師的發(fā)展需求不符,導(dǎo)致青年教師參與不積極,整體青年師資隊(duì)伍水平不高。通過構(gòu)建更為合理有效的職后教育運(yùn)行機(jī)制,激發(fā)青年教師內(nèi)在發(fā)展需求,提高其綜合素質(zhì)和教育教學(xué)能力,實(shí)現(xiàn)學(xué)校與青年教師個體利益的雙贏。本文立足于湖州師范學(xué)院青年教師的職后教育需求實(shí)際,在前期調(diào)研考證的基礎(chǔ)上,通過問卷調(diào)查、訪談法收集到青年教師在職后教育中反映的問題,主要表現(xiàn)為：第一,職后教育觀念相對滯后；第二,職后教育培養(yǎng)體系不完善；第三,職后教育內(nèi)容缺乏針對性和科學(xué)性；第四,職后教育激勵機(jī)制不健全；第五,職后教育缺乏有效的評估機(jī)制；最后,從社會、學(xué)校、個人三個角度分析影響青年教師職后教育效果的原因。通過借鑒國內(nèi)高校青年教師職后教育的經(jīng)驗(yàn),在問卷調(diào)查湖州師范學(xué)院青年教師發(fā)展需求的基礎(chǔ)上,結(jié)合問題提出了完善湖州師范學(xué)院青年教師職后教育的對策和建議。首先,轉(zhuǎn)變職后教育觀念,樹立“以青年教師為本”的教育觀念,貫徹“教師發(fā)展”理念。其次,建立職后教育管理體制,從明確管理機(jī)構(gòu)職責(zé)、完善相應(yīng)管理制度、構(gòu)建考核激勵機(jī)制三方面來闡述,其中,重點(diǎn)闡述考核激勵機(jī)制的構(gòu)建,通過建立分類、全面、公平考核和人文、物質(zhì)、成就激勵機(jī)制,激發(fā)教師追求發(fā)展的內(nèi)在需要。最后,優(yōu)化職后教育體系,根據(jù)教師發(fā)展的不同階段所體現(xiàn)出的不同需求實(shí)施分層分類教育,真正做到想教師所想,切實(shí)提出符合教師需求的職后教育措施；針對湖州師范學(xué)院的“師范”特色,提出重點(diǎn)培養(yǎng)青年骨干,彰顯師范特色；基于目前現(xiàn)代教育技術(shù)教學(xué)中存在的問題,鼓勵青年教師合理利用現(xiàn)代化技術(shù),提升教學(xué)能力。
[Abstract]:Young teachers are an important part of the faculty of colleges and universities, and are the main forces for students to teach and solve their problems. With the development of the times, the society demands more and more students and teachers, forcing young teachers to seek professional development. As a new generation of young teachers of the post-90s, they have a certain uniqueness and sense of the times in personality and concept. How to construct a set of operation mechanism of post-service education which can follow the characteristics of young teachers and promote them to pursue their own development consciously is the key problem of this paper. The main purpose of this study is to carry out after-service education for young teachers in Huzhou normal University is not satisfactory, the implementation of post-service education projects do not match the development needs of young teachers, resulting in young teachers participation is not active. The overall level of young teachers is not high. Through the construction of a more reasonable and effective operation mechanism of post-service education, the internal development needs of young teachers can be stimulated, their comprehensive quality and teaching ability can be improved, and the win-win between the individual interests of schools and young teachers can be realized. Based on the actual demand for post-service education of young teachers in Huzhou normal University, this paper collects the problems reflected in the post-service education of young teachers through questionnaire and interview on the basis of the previous investigation and textual research. The main performance of this paper is as follows: first, The concept of post-service education lags behind; Secondly, the training system of post-service education is not perfect; third, the content of post-service education is lack of pertinence and science; fourth, the incentive mechanism of post-service education is not perfect; fifth, the post-service education lacks effective evaluation mechanism; Finally, from the society, the school, the individual three angles to analyze the influence young teacher after-service education effect the reason. On the basis of questionnaire investigation on the development needs of young teachers in Huzhou normal University, this paper puts forward some countermeasures and suggestions to perfect the post-service education of young teachers in Huzhou normal University by referring to the experience of post-service education of young teachers in domestic colleges and universities. First of all, change the concept of post-service education, establish the concept of "young teacher-oriented" education, and carry out the concept of "teacher development". Secondly, the establishment of the post-service education management system, from the clear responsibility of the management organization, improve the corresponding management system, the construction of the assessment incentive mechanism to elaborate, among which, focus on the construction of the assessment incentive mechanism, through the establishment of classification, comprehensive, Fair assessment and humanistic, material, achievement incentive mechanism, stimulate teachers to pursue the internal needs of development. Finally, to optimize the post-service education system, according to the different needs of the different stages of teacher development, the implementation of hierarchical classification education, really want to think about the teachers, put forward practical measures of post-service education in line with the needs of teachers; In view of the characteristics of "teacher training" in Huzhou normal University, this paper puts forward the emphasis on cultivating the youth backbone and revealing the characteristics of teachers, and on the basis of the problems existing in the teaching of modern educational technology at present, encourages young teachers to make rational use of modern technology and promote their teaching ability.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：G655.1

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