發(fā)布時間：2018-01-27 02:37

  本文關鍵詞： 廣西大學 外籍教師 管理優(yōu)化　出處：《廣西大學》2012年碩士論文　論文類型：學位論文

【摘要】：當今世界,經(jīng)濟全球化一體化已經(jīng)深入到世界的每個角落。引進外國專家和教師來華交流工作已成為當今時代發(fā)展的一個必然的趨勢,通過引進先進的學術、技術和管理經(jīng)驗,是提高我國當前的科學技術和綜合國力、趕超先進國家的一條重要的途徑。高等教育是培養(yǎng)人才的前沿陣地,為了適應時代的發(fā)展需要,國內許多高校已將提高國際化進程作為學校發(fā)展的一項重要的戰(zhàn)略目標,大力引進國外先進的技術、高水平的專家和教師已成為各高校提升學校綜合國力的重要手段和綜合實力的體現(xiàn)。 廣西大學聘請外籍教師的工作從上個世紀80年代開始,進入21世紀,廣西大學率先在廣西區(qū)內開始了加快學校國際化建設的探索。與國外教育機構合作辦學模式,學校每年外籍教師聘請的數(shù)量穩(wěn)定在每年60人左右。大力引進外籍師資力量,擴大了學生的視野,提高了學校的教學水平、管理水平,提高了學校的綜合實力,但也顯露出很多問題。 本為通過對廣西大學外教管理現(xiàn)狀進行分析,指出廣西大學外籍教師管理問題所在：外籍教師整體素質偏低,聘請渠道單一；外籍教師績效體制和激勵機制不合理,聘用效益低；學校內部部門之間不協(xié)調,管理缺少人文關懷等方面的問題,在借鑒人力資源管理成熟經(jīng)驗的基礎上,結合廣西大學的實際情況,對上述問題進行分析,提出有針對性的管理優(yōu)化方案。首先,要從聘請管理入手,規(guī)范外籍教師的聘請管理程序,嚴把入口關；重視拓寬外籍專家聘請渠道的開拓,傾向于高水平外籍專家的引進。其次,規(guī)范外籍教師的績效評估管理,完善外籍教師績效評估制度。再次,應建立合理的激勵機制,充分調動外籍教師的潛能和積極性。最后,談到了加強外籍教師的管理,還應處理好學校內部和外部環(huán)境的協(xié)調關系,重視與各部門的資源共享,加強相互了解,共同促進外籍教師管理向合理有序的方向發(fā)展。
[Abstract]:In today's world, the integration of economic globalization has penetrated into every corner of the world. The introduction of foreign experts and teachers to China to exchange work has become an inevitable trend of the development of the times, through the introduction of advanced academic. Technology and management experience is an important way to improve China's current science and technology, comprehensive national strength, catch up with the advanced countries. Higher education is the front position for training talents, in order to meet the needs of the development of the times. Many colleges and universities in China have taken the process of internationalization as an important strategic goal for the development of their schools and have made great efforts to introduce advanced technology from abroad. High-level experts and teachers have become an important means and embodiment of comprehensive strength of colleges and universities. Guangxi University hired foreign teachers from -20s to 21th century. Guangxi University took the lead in the exploration of speeding up the internationalization of schools in Guangxi, and cooperated with foreign educational institutions to run schools. The number of foreign teachers employed by the school is stable at about 60 per year. The introduction of foreign teachers has greatly expanded the vision of students and improved the teaching level and management level of the school. Improved the comprehensive strength of the school, but also revealed a lot of problems. By analyzing the current situation of foreign teachers' management in Guangxi University, this paper points out that the management problems of foreign teachers in Guangxi University are: the overall quality of foreign teachers is on the low side, and the employment channels are single; The performance system and incentive mechanism of foreign teachers are unreasonable and the employment efficiency is low; On the basis of learning from the mature experience of human resource management and the actual situation of Guangxi University, the above problems are analyzed. First of all, we should start with the employment management, standardize the management procedure of foreign teachers, and strictly control the entrance; Attach importance to the expansion of foreign experts recruitment channels, tend to the introduction of high-level foreign experts. Secondly, standardize the performance evaluation management of foreign teachers, improve the performance evaluation system of foreign teachers. Again. A reasonable incentive mechanism should be set up to fully mobilize the potential and enthusiasm of foreign teachers. Finally, the management of foreign teachers should be strengthened, and the harmonious relationship between the internal and external environment of the school should be handled well. We should pay attention to the sharing of resources with all departments, strengthen mutual understanding, and jointly promote the development of foreign teachers' management in a rational and orderly direction.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：G645.1

【參考文獻】

相關期刊論文 前10條

1 嚴紅衛(wèi);論外籍教師管理中的人本管理[J];北京教育(高教版);2005年11期

2 李長華;;美國高校教師績效評價[J];國家教育行政學院學報;2007年05期

3 華鳴;;進一步加大直接引進國外人才工作的力度[J];國際人才交流;2011年11期

4 為圓;;上海拿什么吸引和留住人才[J];國際人才交流;2012年02期

5 張建祥;高校人力資源開發(fā)與管理新機制探索[J];高等教育研究;2002年02期

6 何劍剛;;對如何提高外教管理工作效率的探索與思考[J];黑龍江教育學院學報;2007年07期

7 黃光明;;論我國高校聘任外籍教師的作用及應對措施[J];經(jīng)濟與社會發(fā)展;2009年09期

8 孫健;;自主創(chuàng)新戰(zhàn)略下的高校人力資源管理[J];教育理論與實踐;2010年33期

9 張彥;;高校外籍教師的教學特點與管理模式研究[J];教育與職業(yè);2008年08期

10 王麗娟;王乃靜;;論馬斯洛的需求理論在外教管理中的運用[J];價值工程;2007年06期

，

本文編號：1467324