【摘要】：高校教師隊(duì)伍的建設(shè)關(guān)系到能否實(shí)現(xiàn)高等教育的均衡化與可持續(xù)發(fā)展。在招聘引進(jìn)新教師問題上,如何更加高效、準(zhǔn)確地招聘到優(yōu)秀的人才,關(guān)系到學(xué)校的可持續(xù)發(fā)展戰(zhàn)略能否有效實(shí)施。高校進(jìn)行教師招聘是為了滿足學(xué)校教師數(shù)量以及特定人才的需求,而如何確保教師招聘機(jī)制的規(guī)范、招聘質(zhì)量的提升以及招聘方式的有效是教師招聘中需要解決的重要問題,特別是在招聘面試環(huán)節(jié)中,采用何種方式進(jìn)行面試才能夠更加準(zhǔn)確有效地考核應(yīng)聘者,顯得尤為重要。本文在文獻(xiàn)綜述的基礎(chǔ)上,系統(tǒng)地研究了面試測(cè)評(píng)技術(shù)在教師招聘中的應(yīng)用。文章以廣西Y學(xué)院作為個(gè)案調(diào)查研究,對(duì)廣西Y學(xué)院教師招聘工作現(xiàn)狀進(jìn)行了分析,根據(jù)廣西Y學(xué)院教師招聘工作存在缺乏科學(xué)合理的人力資源規(guī)劃、崗位需求信息不規(guī)范、教師招聘招考形式單一、招聘手段相對(duì)簡(jiǎn)單、教師選拔標(biāo)準(zhǔn)不科學(xué)以及招聘考核不夠全面的問題,分析問題存在的原因主要是學(xué)校不斷擴(kuò)大辦學(xué)規(guī)模、匱乏的人力資源管理、人力資源觀念意識(shí)不強(qiáng)以及社會(huì)環(huán)境的限制等因素。由于結(jié)構(gòu)化面試具有面試考官、測(cè)評(píng)要素、測(cè)評(píng)標(biāo)準(zhǔn)以及面試程序結(jié)構(gòu)化的特點(diǎn),在此基礎(chǔ)上,文章提出了結(jié)構(gòu)化面試在廣西Y學(xué)院教師招聘中的應(yīng)用構(gòu)想,從分析招聘崗位、確定測(cè)評(píng)要素、設(shè)計(jì)面試問題以及確定評(píng)分標(biāo)準(zhǔn)等方面構(gòu)建了廣西Y學(xué)院教師招聘結(jié)構(gòu)化面試體系。并強(qiáng)調(diào)了具體實(shí)施過程中應(yīng)注意的幾個(gè)方面,即面試領(lǐng)導(dǎo)機(jī)構(gòu)組成、組建面試考官庫、培訓(xùn)面試考官、制定面試的程序、編制面試題本庫、設(shè)置面試的考場(chǎng)和時(shí)間。為了使結(jié)構(gòu)化面試在廣西Y學(xué)院的教師招聘中順利推行,本文還對(duì)結(jié)構(gòu)化面試在廣西Y學(xué)院教師招聘中的實(shí)施效果進(jìn)行了預(yù)期分析,并有針對(duì)性地提出了優(yōu)化策略,同時(shí)從定性和定量?jī)煞矫嬷贫藢?duì)廣西Y學(xué)院教師招聘中結(jié)構(gòu)化面試實(shí)施效果的評(píng)價(jià)方案。
[Abstract]:The construction of teachers in colleges and universities is related to the equalization and sustainable development of higher education. In the problem of recruiting and introducing new teachers, how to recruit talents more efficiently and accurately is related to whether the sustainable development strategy of the school can be implemented effectively. The purpose of teacher recruitment in colleges and universities is to meet the needs of the number of teachers and specific talents. However, how to ensure the standardization of teacher recruitment mechanism, the promotion of recruitment quality and the effectiveness of recruitment methods are the important problems to be solved in the recruitment of teachers. Especially in the job interview, it is very important to use the interview method to assess the applicant more accurately and effectively. On the basis of literature review, this paper systematically studies the application of interview evaluation technology in teacher recruitment. Taking Guangxi Y College as a case study, this paper analyzes the present situation of teacher recruitment in Guangxi Y College. According to the lack of scientific and reasonable human resource planning and irregular post demand information in Guangxi Y College, this paper analyzes the current situation of teacher recruitment in Guangxi Y College. The problems of single form of teacher recruitment and examination, relatively simple recruitment method, unscientific standard of teacher selection and insufficient comprehensive examination of recruitment are mainly due to the continuous expansion of school scale and the lack of human resources management. Human resource concept consciousness is not strong and social environment limits and so on factor. Because structured interview has the characteristics of interview examiner, evaluation elements, evaluation standard and structured interview procedure, this paper puts forward the application conception of structured interview in teacher recruitment of Guangxi Y College, and analyzes the recruitment position. A structured interview system for teachers recruitment in Guangxi Y College is constructed in terms of determining the evaluation elements, designing interview questions and determining the scoring criteria. Several aspects should be paid attention to in the concrete implementation process, such as the composition of the interview leading organization, the establishment of the interview examiner library, the training of the interview examiner, the establishment of the interview procedure, the compilation of the interview questions library, and the setting up of the examination room and time for the interview. In order to carry out structured interview successfully in the recruitment of teachers in Guangxi Y College, this paper also analyzes the effect of structured interview in the recruitment of teachers in Guangxi Y College, and puts forward some optimization strategies. At the same time, the evaluation scheme of the effect of structured interview in the recruitment of teachers in Guangxi Y College is established from both qualitative and quantitative aspects.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647.2

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