本文選題：高校教師人力資源　切入點：管理體制　出處：《吉林財經(jīng)大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：當(dāng)今社會，激烈的知識競爭使人力資源成為了價值增值的主要原動力，知識的創(chuàng)新以及高科技成果的應(yīng)用使經(jīng)濟發(fā)展獲得了巨大的成果。我國高等教育體制緊跟世界發(fā)展形勢，采取人事管理向人力資源管理的改革，高校教師有著豐富的知識創(chuàng)新能力，是促進我國教育事業(yè)向前發(fā)展的原動力。正是由于越來越多高層次人才的涌現(xiàn)，使高校人力資源管理工作需要適應(yīng)發(fā)展趨勢，以更高的要求來提升管理效率。從目前的研究現(xiàn)狀來看，我國高校教師人力資源管理體制效率在理論和實踐上都獲得了一定的提升，但是應(yīng)該意識到我國的高校教師人力資源管理體制方面還存在很多弊端:研究系統(tǒng)性不強，存在研究的間斷性，缺乏對該項目的長期研究者，相關(guān)研究成果匱乏，而且不系統(tǒng)，比較單一。以上現(xiàn)狀造成研究兩極分化，有些研究過于寬泛，有些研究又過于細(xì)微�；谝陨显颍疚膶δ壳耙延醒芯砍晒M行總體分析的基礎(chǔ)上，再進一步對我國高校教師人力資源管理體制存在的問題進行分析，進而提出相應(yīng)的優(yōu)化解決對策。 本文首先對高校教師人力資源管理體制效率的相關(guān)概念進行了界定和說明，指出了決定管理體制效率的多個因素；然后從人力資源管理模式、人力資源組織結(jié)構(gòu)、人力資源隱形浪費三方面介紹我國現(xiàn)階段高校教師人力資源管理體制存在的一系列問題，繼而挖掘出這些問題存在的原因，包括管理理念、配置方式、運行機制等方面；第三，通過論述美日兩國教師管理中的內(nèi)部機制來分析國外高校人力資源管理體制現(xiàn)狀，繼而指出了我國高校教師管理體制中存在的問題和努力方向，其中包括借鑒美國高校兼職教師管理的成功經(jīng)驗以優(yōu)化我國高校教師人力資源管理體制。最后針對以上問題，結(jié)合國外研究成果總結(jié)出四點對策，，即人力資源剛性管理與柔性管理的結(jié)合，優(yōu)化人力資源配置的組織結(jié)構(gòu)，基于知識管理的人力資源管理模式的構(gòu)建以及建立和完善科學(xué)性的激勵機制。 高校教師人力資源管理體制效率的不斷提升是對我國高校內(nèi)部管理體制的補充和完善，是充分調(diào)動高校教師工作積極性，提升高校教師自主創(chuàng)新意識，改善高校的文化氛圍，為國家不斷培養(yǎng)優(yōu)秀人才的有效途徑。
[Abstract]:In today's society, the fierce competition of knowledge of human resources has become the main driving force of value increment. The application of knowledge innovation and high-tech achievements so that economic development has obtained great achievements. China's higher education system with the development situation of the world, take the reform of personnel management to human resources management, university teachers have knowledge innovation ability the rich, is the driving force to promote China's education development. It is because of the emergence of more and more high level talents, need to adapt to the development trend of the human resource management of colleges and universities, to higher demand to enhance the management efficiency. From the present research situation, China's college teachers human resources management system efficiency have gained some improvement in theory and practice, but should be aware of the college teacher human resources management system in China still has a lot of disadvantages: Study The system is not strong, there is a gap of research, the lack of long-term study of the project, the lack of relevant research results, and system is relatively simple. The above situation of polarization, some research is too broad, some studies are too subtle. Based on the above reasons, this paper will present the research results based on the overall analysis on the further on the existing management system in China's colleges and universities human resources problems were analyzed, and then put forward the corresponding optimization countermeasures.
Firstly, the concepts related to the efficiency of human resource management system of university teachers is defined and illustrated, pointed out several factors determine the efficiency of management system; and then from the mode of human resource management, human resources organization structure, human resources invisible waste three aspects of the introduction of a series of problems existed in the management system of university teachers in China at the present stage of human resources then, find out the reasons for these problems, including management concept, configuration, operation mechanism and so on; third, through discussing the internal mechanism of the two countries in the management of teachers to analyze foreign university human resources management system present situation, and points out the problems existed in the management system of teachers in Colleges and universities in China and the direction of efforts, including learn from the successful experience of American College part-time teachers management to optimize the management system in China's colleges and universities human resources. Finally, to ask Combined with foreign research achievements, four countermeasures are summarized, namely, the combination of rigid management of human resources and flexible management, optimizing the organizational structure of human resource allocation, building the human resource management mode based on knowledge management, and establishing and improving the scientific incentive mechanism.
Improve the efficiency of system of human resources management of university teachers is to supplement and improve the internal management system of colleges and universities in China, is to fully mobilize the enthusiasm of teachers in Colleges and universities, improving college teachers' awareness of independent innovation, improve the cultural atmosphere, as the effective way to continue the cultivation of talents.

【學(xué)位授予單位】：吉林財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2

【參考文獻】

相關(guān)期刊論文 前10條

1 黃亞紅;;試述高校教師管理的激勵策略[J];白城師范學(xué)院學(xué)報;2008年04期

2 方中雄;;借鑒美國高校教師管理制度 創(chuàng)新教育學(xué)院師資建設(shè)工作[J];北京教育學(xué)院學(xué)報;2008年01期

3 何俊;;論高校人力資源配置的目的及其現(xiàn)實意義[J];經(jīng)營管理者;2010年16期

4 林愛芳;論高校教師的激勵機制[J];廣州廣播電視大學(xué)學(xué)報;2005年03期

5 董劍;;關(guān)于高校教師崗位設(shè)置的幾點思考[J];華北電力大學(xué)學(xué)報(社會科學(xué)版);2011年S2期

6 劉娜,邵光成;高校教師薪酬制度改革[J];河海大學(xué)學(xué)報(哲學(xué)社會科學(xué)版);2005年03期

7 吳華岳;;論高校和諧人力資源管理模式的構(gòu)建[J];黑龍江高教研究;2010年05期

8 蔡瑤;;高等學(xué)校教育資源優(yōu)化研究——用目標(biāo)分析法分析高等學(xué)校教育資源優(yōu)化問題[J];黑龍江科技信息;2010年24期

9 雷勇;;試論高校激勵機制的構(gòu)建[J];湖南科技學(xué)院學(xué)報;2010年08期

10 趙素杰;;論企業(yè)績效管理在高校教學(xué)管理中的應(yīng)用[J];黑龍江社會科學(xué);2008年06期

相關(guān)碩士學(xué)位論文 前1條

1 游慧彬;我國高校教師績效評估體系的優(yōu)化研究[D];湘潭大學(xué);2010年

本文編號：1652892