本文選題：新升本院校 + 師資培訓(xùn)��； 參考：《廣西大學(xué)》2012年碩士論文

【摘要】：20世紀90年代末,隨著地方經(jīng)濟結(jié)構(gòu)的調(diào)整和高等教育大眾化進程的推進,一些地處中等城市或是地級市的院校積極升格,由專科升為本科以滿足城市社會經(jīng)濟發(fā)展對人力資源和知識資源匱乏的需要。但作為新建地方本科高校,隨著學(xué)校在校學(xué)生規(guī)模的擴大,必然要求教師隊伍的擴大及素質(zhì)的提高。然由于本科辦學(xué)歷史短,師資水平尚需進一步提高,教師隊伍的整體素質(zhì)狀況并不樂觀,師資培訓(xùn)普遍存在問題：本科師資培訓(xùn)經(jīng)驗的不足；師資培訓(xùn)制度、模式相當(dāng)長時期沿用升格前�？茖W(xué)校模式；培訓(xùn)管理缺乏人力資源理論指導(dǎo)；培訓(xùn)內(nèi)容方式單一,制度刻板、行政化,培訓(xùn)投入不足,培訓(xùn)選拔、激勵、培訓(xùn)評價制度不健全等。作為新升本的G學(xué)院也是如此,同樣存在上述問題,其主要原因是師資培訓(xùn)制度不健全,機制不合理的問題。這個問題不解決好必將阻礙學(xué)院的培訓(xùn)工作管理,影響學(xué)院的師資隊伍建設(shè),因此,必須完善和優(yōu)化教師培訓(xùn)制度。 在本文中,筆者主要以現(xiàn)代人力資源管理理論為基礎(chǔ),從新升本院校這個視角,研究G學(xué)院人力資源開發(fā)中教師培訓(xùn)問題。研究采取實地考察、資料收集、調(diào)查問卷等多種方法,系統(tǒng)的論述G學(xué)院教師隊伍、培訓(xùn)管理、教師受訓(xùn)等現(xiàn)狀及存在的問題,深入分析學(xué)院教師培訓(xùn)問題存在的原因,并結(jié)合G學(xué)院的辦學(xué)目標、師資管理實際,提出教師培訓(xùn)制度優(yōu)化策略,如：更新教師培訓(xùn)觀念,注重教師個人發(fā)展；建立和規(guī)范培訓(xùn)的各級目標體系,以目標促進管理；創(chuàng)新培訓(xùn)管理制度,為培訓(xùn)工作提供保障；加強對培訓(xùn)的實效評估,促進培訓(xùn)成果的轉(zhuǎn)化等。策略的提出,將促進學(xué)院師資管理工作的規(guī)范化和科學(xué)化,推動教師隊伍培養(yǎng)長效機制的建立,進一步提高學(xué)院的師資隊伍素質(zhì),提高學(xué)院辦學(xué)實力。本研究,對學(xué)院師資培訓(xùn)改革及人力資源管理有重要的指導(dǎo)和實踐意義,也為兄弟院校的師資隊伍建設(shè)和管理提供一定的參考和借鑒。
[Abstract]:In the late 1990s, with the readjustment of the local economic structure and the advancement of the process of popularization of higher education, some colleges and universities located in medium-sized cities or prefecture-level cities were actively upgraded. To meet the need of human resources and knowledge resources in urban social and economic development. However, as a newly established local undergraduate university, with the expansion of the students' scale, it is necessary to expand the teaching staff and improve the quality. However, due to the short history of running a college, the level of teachers still needs to be further improved, the overall quality of teachers is not optimistic, and there are some problems in teacher training: the lack of experience in undergraduate teacher training, the system of teacher training, The training management lacks the theoretical guidance of human resources, the training content is single, the system is rigid, the administration is administrative, the training investment is insufficient, the training is selected and encouraged, Training evaluation system is not perfect and so on. The same is true of G College, which is a new college. The main reason is that the teacher training system is not perfect and the mechanism is unreasonable. If this problem is not solved well, it will hinder the management of training work and affect the construction of faculty. Therefore, it is necessary to perfect and optimize the system of teacher training. In this paper, based on the modern human resource management theory and from the perspective of the new college, the author studies the teacher training in the development of human resources in G college. The research adopts many methods, such as field investigation, data collection, questionnaire and so on. It systematically discusses the present situation and existing problems of teachers' team, training management, teacher training and so on in G College, and analyzes the reasons for the problems in teacher training. Combined with the goal of running a school and the actual management of teachers, this paper puts forward the optimization strategies of teacher training system, such as renewing the concept of teacher training, paying attention to the personal development of teachers, establishing and standardizing the target system of training at all levels, and promoting management by objectives. Innovation training management system to provide guarantee for training work, strengthen the evaluation of training effectiveness, promote the transformation of training results, etc. The proposed strategy will promote the standardization and scientific management of teachers in colleges, promote the establishment of a long-term mechanism for the training of teachers, further improve the quality of teachers in colleges and improve the strength of running schools. This study has important guidance and practical significance for the reform of teacher training and human resource management, and also provides some reference for the construction and management of the teaching staff in fraternal colleges and universities.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G645.1

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