本文關(guān)鍵詞：長春新東方學(xué)校教輔人員培訓(xùn)方案研究　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 教輔人員 培訓(xùn)方案 培訓(xùn)管理 培訓(xùn)效果評估

【摘要】：在全球知識經(jīng)濟(jì)時代大環(huán)境下,知識型人才逐步成為影響企業(yè)競爭能力的核心資源。在全面提升國民素質(zhì)的背景下,教育培訓(xùn)行業(yè)的市場競爭愈加激烈。長春新東方學(xué)校是隸屬于新東方教育科技集團(tuán)的吉林省最大的一家分校。企業(yè)內(nèi)知識型員工的比例遠(yuǎn)超半數(shù),企業(yè)員工對培訓(xùn)工作要求相當(dāng)高。在日益激烈的市場競爭環(huán)境下,教育培訓(xùn)機(jī)構(gòu)競爭從簡單的看師資發(fā)展到對比服務(wù)綜合實(shí)力。教輔人員在培訓(xùn)學(xué)校中作為連接家長、學(xué)員與教師間的紐帶,擁有的職業(yè)技能不僅是企業(yè)發(fā)展的動力,也是企業(yè)核心競爭力的重要提供者。企業(yè)如何提高自己的商業(yè)價值,尋求持續(xù)發(fā)展,制定發(fā)展戰(zhàn)略,大部分取決于企業(yè)內(nèi)部教輔人員的力量。就新東方學(xué)校乃至我國現(xiàn)有的教育培訓(xùn)機(jī)構(gòu)而言,對教輔人員的培訓(xùn)沒有給予高度的重視,沒有完整的培訓(xùn)體系。在企業(yè)人力資源管理和利用上,教輔人員的流動非常大,在崗位上不能長期任職的情況普遍存在。導(dǎo)致企業(yè)人員穩(wěn)定性差,因此,建立行之有效的教輔人員培訓(xùn)體系是當(dāng)務(wù)之急。對有解決企業(yè)生存發(fā)展和保障教輔人員個人利益都具有十分重要的意義。本文依據(jù)人力資源培訓(xùn)相關(guān)理論,結(jié)合知識型員工特點(diǎn)和培訓(xùn)現(xiàn)狀,以長春新東方學(xué)校為實(shí)例,研究教育培訓(xùn)機(jī)構(gòu)如何設(shè)計教輔人員培訓(xùn)體系及相關(guān)問題。在緒論中對人力資源培訓(xùn)方面的相關(guān)理論和文獻(xiàn)進(jìn)行綜述,包括學(xué)習(xí)型組織的成人學(xué)習(xí)理論、激勵理論和柯氏四級評估理論等為本文提供了理論基礎(chǔ);在存在問題及成因分析部分,通過分析長春新東方學(xué)校教輔人員的培訓(xùn)現(xiàn)狀,發(fā)現(xiàn)當(dāng)前的教輔人員培訓(xùn)存在諸多不足和問題:培訓(xùn)不系統(tǒng)、培訓(xùn)計劃不符合實(shí)際、培訓(xùn)內(nèi)容陳舊、時間投入不合理、后續(xù)沒有進(jìn)行有效的效果評估等;教育培訓(xùn)機(jī)構(gòu)要持續(xù)健康發(fā)展必須要認(rèn)識到自身存在的不足,結(jié)合教輔人員培訓(xùn)的實(shí)際操作性,從培訓(xùn)的目標(biāo)、對象、內(nèi)容、方法和培訓(xùn)師資、時間、場地、經(jīng)費(fèi)、效果評估等方面進(jìn)行教輔人員培訓(xùn)體系的制定。最后為保證培訓(xùn)體系的運(yùn)行設(shè)計了相關(guān)組織、制度等相關(guān)保障內(nèi)容。經(jīng)過本文的研究,通過教輔人員培訓(xùn)方案的實(shí)施,對長春新東方學(xué)校教輔人員的職業(yè)技能、服務(wù)質(zhì)量均有所提高。短期內(nèi),解決了教輔人員流動問題,保證分校區(qū)穩(wěn)定運(yùn)營。一年內(nèi)企業(yè)凝聚力、員工忠誠度有顯著提升,高效專業(yè)的教輔人員隊伍初具模型,為學(xué)校在教育培訓(xùn)市場的競爭中提供堅實(shí)的服務(wù)保障。實(shí)現(xiàn)提升企業(yè)的核心競爭力,保持市場占有率。同時,能對教育培訓(xùn)行業(yè)的其它機(jī)構(gòu)在教輔人員培訓(xùn)工作方面提供參考價值。
[Abstract]:In the era of global knowledge economy, knowledge-based talents gradually become the core resource of enterprise competition ability. In improving national quality under the background of the education and training industry market competition is becoming increasingly fierce. Changchun New Oriental School is affiliated to the New Oriental Education & Technology Group in Jilin Province, one of the largest enterprises in knowledge. Well over half the proportion of employees, employees of the training requirements are very high. In the increasingly fierce market competition environment, education and training institutions of teacher development from simple competition to compare service comprehensive strength. Teaching staff in training schools as connecting parents, link between students and teachers, with the occupation skill is not only the power of enterprise development, is also an important provider of core competitiveness of enterprises. How to improve their commercial value, sustainable development, development strategies, Most of the enterprise depends on the teaching staff of power. In terms of the New Oriental School as well as China's existing education and training institutions, training of teaching staff not to pay attention to, no complete training system. In the enterprise and use of human resources management, personnel flow is very large, generally not long tenure in the post the enterprise personnel. Lead to poor stability, therefore, is a pressing matter of the moment to establish an effective teaching staff training system. The solution has very important significance for the survival and development of enterprises and guarantee the teaching staff of personal interests. On the basis of human resource training related theory, combined with the characteristics of knowledge workers and training status, to Changchun New Oriental School as an example. How to design the teaching staff training system of education and training institutions and related problems. The human resources training for the aspects of the introduction The related theory and literature review, including the learning organization of adult learning theory, motivation theory and Kirkpatrick's four level evaluation theory provides the theoretical basis for this; in the presence of analysis of the problems and causes, through the analysis of Changchun New Oriental school teaching staff training present situation, found that the current teaching staff training has many deficiencies and problems: training system, training plan is not practical, outdated training content, time is not reasonable, no follow-up to assess the effect of effective; education and training institutions to the sustained and healthy development must be aware of their own shortcomings, combined with the actual operation of personnel training, the training goal, object, content, method and the training of teachers, time, space, funding, effect evaluation and other aspects of making teaching staff training system. In order to ensure the operation of the training system design phase Organization, security system and other related content. Through this study, through the implementation of personnel training programs, to Changchun New Oriental school teaching staff occupation skill, service quality has been improved. In the short term, to solve the problem of flow, faculty and staff, to ensure stable operation within a year. The enterprise cohesion, employee loyalty has significantly enhance the teaching staff team shape professional and efficient service, to provide a solid guarantee for school education and training in the competition in the market. To achieve to enhance the core competitiveness of enterprises to maintain market share. At the same time, to other institutions of education and training industry to provide reference in teaching staff training work.

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G523;F272.92

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