【摘要】：民辦高校經過近幾年的蓬勃發(fā)展，已經成為新時期我國高等教育不可缺少的一部分。其發(fā)展歷程自20世紀80年代計劃經濟背景下，經過不斷的調整、組合，由最早的69所發(fā)展到至今676所民辦高等院校的驕人成績。民辦高校在不斷地發(fā)展過程中滿足了市場經濟下對人才的需求，教學相對于其他教學模式更加靈活，更加適合社會對于人才的需要,是社會主義經濟體制下的重要組成部分。根據(jù)國家教育部門對其意義的界定從“民辦高等教育是公辦高等教育的補充”轉變成為“民辦高等教育是我國高等教育事業(yè)的重要組成部分”。但隨著民辦高等教育的不斷發(fā)展，其自身的不足也逐漸暴露出來，怎樣解決師資結構的不合理，專職教師結構不穩(wěn)定，人員流動大等問題，已成為民辦高校發(fā)展的瓶頸問題。本文主要是針對民辦高校的人力資源現(xiàn)狀進行調查與分析，掌握第一手資料，找出問題的共性，并加以提煉。并結合國外的成熟管理經驗，結合我國民辦高校自身的特點與優(yōu)勢，找出吉林省民辦高校師資基本構架、教師流失的原因，，提出相應對策。本文認為教師的流失不單單是個人的原因，政府政策和學校自身的管理也有不足之處。文中筆者通過對調查數(shù)據(jù)歸納總結，從社會的認同度、政府的相關政策、民辦高校的體制完善、人力資源管理等不同角度提出問題，并提出相應的對策，意在為緩解民辦高校的人力資源流失問題，使民辦高校擁有一支結構合理，素質高、業(yè)務強的教師隊伍貢獻綿薄之力。
[Abstract]:Through the vigorous development of private colleges and universities in recent years, private colleges and universities have become an indispensable part of higher education in China in the new period. Its development course has been under the background of planned economy in 1980s, after continuous adjustment and combination, it has developed from the earliest 69 to 676 private colleges and universities. In the process of continuous development, private colleges and universities meet the demand for talents under the market economy. Compared with other teaching models, teaching is more flexible, more suitable for the needs of society for talents, and is an important part of the socialist economic system. According to the definition of its significance by the national education department, it has changed from "private higher education is the supplement of public higher education" to "private higher education is an important part of higher education in our country". However, with the continuous development of private higher education, its own shortcomings are gradually exposed. How to solve the unreasonable structure of teachers, unstable structure of full-time teachers, large mobility and other problems, has become the bottleneck of the development of private colleges and universities. This paper mainly investigates and analyzes the present situation of human resources in private colleges and universities, grasps the first-hand information, finds out the commonness of the problems, and abstracts them. Combined with the mature management experience of foreign countries, combined with the characteristics and advantages of private colleges and universities in China, this paper finds out the basic structure of teachers in private colleges and universities in Jilin Province, the reasons for the loss of teachers, and puts forward the corresponding countermeasures. This paper argues that the loss of teachers is not only a personal reason, but also the shortcomings of government policy and school management. Through summing up the survey data, the author puts forward some problems from different angles, such as the degree of social identity, the relevant policies of the government, the perfection of the system of private colleges and universities, the management of human resources and so on, and puts forward the corresponding countermeasures, in order to alleviate the problem of the loss of human resources in private colleges and universities and make the private colleges and universities have a reasonable structure, high quality and strong professional
【學位授予單位】：東北師范大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G647.2;G648.7

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