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我國高校教師資源配置的非優(yōu)化現(xiàn)狀及對策研究

發(fā)布時間:2018-05-15 11:10

  本文選題:高校 + 教師資源 ; 參考:《華中師范大學(xué)》2012年碩士論文


【摘要】:《國家中長期教育改革和發(fā)展規(guī)劃綱要》(2010——2020)中提出“要提高高校在國家創(chuàng)新體系中的作用”,再一次強調(diào)了高校在整個社會發(fā)展中的重要作用。高校教師是高校社會責(zé)任和自身使命的承擔(dān)者和踐行者,教師資源配置優(yōu)化與否直接關(guān)系到高校社會使命的完成。然而,我國高校教師資源配置中還存在著諸多問題,阻礙了高校的健康發(fā)展。本文正是基于這些現(xiàn)存的問題,在系統(tǒng)化理論及內(nèi)部勞動力市場理論的指導(dǎo)下,參照教師資源優(yōu)化配置所應(yīng)達到的標(biāo)準(zhǔn),提出了優(yōu)化高校教師資源配置的建議。 本問共分為五個部分,第一部分為緒論,主要介紹了選題的背景、研究的意義、研究思路和研究方法,并對當(dāng)前的研究成果進行了總結(jié)。第二部分為概念和理論基礎(chǔ)介紹,主要界定了“高校教師資源”、“人力資源優(yōu)化配置”、“高校教師資源優(yōu)化配置”這三個概念,并且詳細解釋了“系統(tǒng)化理論”和“內(nèi)部勞動力市場理論”以及這兩個理論對本研究的指導(dǎo)意義。第三部分為現(xiàn)狀分析部分,從正反兩個方面介紹了我國高校教師資源配置所取得的成果及非優(yōu)化配置的表現(xiàn)。第四部分為原因分析,在上文所分析的非優(yōu)化配置的具體表現(xiàn)的基礎(chǔ)上,指出了高校教師資源非優(yōu)化配置的深層原因所在。第五部分為對策建議,在概括高校教師資源優(yōu)化配置的四個標(biāo)準(zhǔn)的基礎(chǔ)上,提出了相應(yīng)的優(yōu)化策略。 通過研究,本文肯定了我國高校教師資源配置所取得的成果也指出其不足。在此基礎(chǔ)上,總結(jié)出了高校教師資源優(yōu)化配置的標(biāo)準(zhǔn)為適應(yīng)性、動態(tài)性、多樣性和有效性。最后,在標(biāo)準(zhǔn)的指導(dǎo)下,提出了優(yōu)化我國高校教師資源配置的策略,主要有第一,樹立“高校為體、教師為本”的教師資源配置理念;第二,健全完善合理的教師聘任制度;第三,健全有效多樣的激勵機制;第四,加大科研團隊建設(shè)的力度。
[Abstract]:In the outline of the National medium and long term Education Reform and Development Program 2010--2020, it is pointed out that the role of colleges and universities in the national innovation system should be improved, and the important role of colleges and universities in the development of the whole society is emphasized once again. College teachers are the social responsibility and mission of colleges and universities, and the optimization of teachers' resources is directly related to the completion of the social mission of colleges and universities. However, there are still many problems in the allocation of teachers' resources, which hinder the healthy development of colleges and universities. Under the guidance of systematization theory and internal labor market theory, this paper, based on these existing problems, puts forward some suggestions for optimizing the allocation of teachers' resources in colleges and universities according to the standards that should be reached in the optimal allocation of teachers' resources. This question is divided into five parts, the first part is the introduction, mainly introduces the background of the topic, the significance of the research, research ideas and research methods, and summarizes the current research results. The second part is the introduction of the concept and theoretical basis, which mainly defines the three concepts of "university teacher resources", "human resources optimization allocation", "university teacher resources optimization allocation". It also explains the systematization theory and the internal labor market theory in detail and their guiding significance to this study. The third part is the analysis of the status quo, from the positive and negative aspects of the introduction of the achievements of the allocation of college teachers and the performance of non-optimal allocation. The fourth part is the cause analysis, on the basis of the above analysis of the specific performance of the non-optimal allocation, the author points out the deep reasons for the non-optimal allocation of university teachers' resources. In the fifth part, on the basis of summarizing the four standards of the optimal allocation of college teachers' resources, the corresponding optimization strategies are put forward. Through the research, this paper affirms the achievements in the allocation of teachers' resources in colleges and universities in China and points out its shortcomings. On this basis, the author concludes that the criteria for optimizing the allocation of college teachers' resources are adaptability, dynamic, diversity and effectiveness. Finally, under the guidance of the standard, the paper puts forward the strategies of optimizing the allocation of teachers' resources in colleges and universities in China, mainly including: first, to establish the concept of "colleges and universities as the body, teachers as the basis", second, to perfect and perfect the reasonable teacher appointment system; Third, improve the effective and diverse incentive mechanism; fourth, increase the strength of scientific research team building.
【學(xué)位授予單位】:華中師范大學(xué)
【學(xué)位級別】:碩士
【學(xué)位授予年份】:2012
【分類號】:G645.1

【引證文獻】

相關(guān)碩士學(xué)位論文 前1條

1 于曉雯;權(quán)變論視角下高校外語教師人力資源優(yōu)化配置研究[D];內(nèi)蒙古大學(xué);2013年



本文編號:1892208

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