本文選題：高校教師 + 崗位聘任制�。� 參考：《青島大學(xué)》2013年碩士論文

【摘要】：隨著事業(yè)單位人事制度改革的不斷深化,高校也在不斷探索適應(yīng)市場經(jīng)濟體制的管理方式,教師是高校重要的人力資源,教師隊伍的質(zhì)量關(guān)系高校的發(fā)展,學(xué)生的未來甚至國家的命運。高校教師聘任制是高校實行適應(yīng)社會發(fā)展的管理舉措,包括對教師的招聘,考核,聘后管理等,目的是在采用科學(xué)化的管理,提高教師工作的積極性,促進高校的教學(xué)科研水平。但自實施以來,存在很多的問題與漏洞,其中,形式大于內(nèi)容,聘任制并未發(fā)揮其實質(zhì)作用。 本文采用SWOT分析方法,對高校教師崗位聘任制實施的內(nèi)外部環(huán)境做出了全面的分析,將環(huán)境中的優(yōu)勢,劣勢,機會,威脅一一列舉,從而為高校教師聘任制改革提供依據(jù)。詳細介紹了高校教師聘任制發(fā)展歷史,回顧了從京師大學(xué)堂的聘用教習(xí)例到現(xiàn)階段國家法律明文規(guī)定實行高校教師聘任制。通過對歷史的探究,找出我國教師聘任制存在的問題。 發(fā)達國家高校聘任制的實施有較長的歷史,本文主要是對美國,德國及法國的聘任制發(fā)展過程,特點及改革措施進行了介紹及說明,發(fā)達國家成功的經(jīng)驗可以為我們借鑒,如公開招聘,教授分級,聘任形式多樣等。 通過對歷史的探究及國外經(jīng)驗的學(xué)習(xí),本文對教師聘任制改革提出建議,從內(nèi)部制度及外部配套制度兩方面著手,完善內(nèi)部制度中的崗位設(shè)置制度,教師準入制度,考核制度,及對教師的合同管理,同時健全社會保障體系,完善人才流動機制及建立高效教師權(quán)益的法律保障制度,探索教師聘任制發(fā)展新思路。
[Abstract]:With the deepening of personnel system reform in institutions, colleges and universities are also constantly exploring the management mode adapted to the market economy system. Teachers are an important human resource in colleges and universities, and the quality of teachers has a bearing on the development of colleges and universities. The future of students and even the fate of the country. The appointment system of teachers in colleges and universities is a management measure adapted to the development of society in colleges and universities, including the recruitment, examination and post-employment management of teachers. The purpose of the system is to adopt scientific management to improve the enthusiasm of teachers' work. To promote the level of teaching and scientific research in colleges and universities. However, since its implementation, there are many problems and loopholes, in which the form is greater than the content, and the employment system has not played its substantive role. This paper makes a comprehensive analysis of the internal and external environment for the implementation of the teacher appointment system in colleges and universities by using the SWOT analysis method, enumerates the strengths, weaknesses, opportunities and threats in the environment, thus providing the basis for the reform of the teacher appointment system in colleges and universities. This paper introduces in detail the history of the appointment system of teachers in colleges and universities, and reviews the practice of the appointment system of teachers in colleges and universities at this stage, from the teaching examples of the employment of teachers in Beijing University to the provisions of the national laws at the present stage. Through the exploration of history, we find out the existing problems of teacher appointment system in our country. The implementation of the employment system in developed countries has a long history. This paper mainly introduces and explains the development process, characteristics and reform measures of the appointment system in the United States, Germany and France. The successful experiences of the developed countries can be used for reference. Such as open recruitment, classification of professors, employment in a variety of forms and so on. Through the exploration of history and the study of foreign experience, this paper puts forward some suggestions on the reform of teacher appointment system, starting from the internal system and the external supporting system, and perfecting the post setting system, the teacher access system and the examination system in the internal system. At the same time, we should perfect the social security system, perfect the mechanism of talent flow and establish the legal guarantee system of high efficiency teachers' rights and interests, and explore the new ideas of teacher appointment system.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2

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