本文關鍵詞： 高職院校 教師 人力資源管理 改進　出處：《湘潭大學》2013年碩士論文　論文類型：學位論文

【摘要】：高等職業(yè)教育作為我國高等教育體系的重要組成部分，在我國社會主義經(jīng)濟建設中起著不可替代的作用。高職院校肩負著為生產(chǎn)、建設、管理、服務等第一線培養(yǎng)高等技術應用性人才的使命，不僅為社會經(jīng)濟的發(fā)展提供技術和智力支持，而且也極大地優(yōu)化了我國的人才結構，有利于促進人才的合理分布。隨著我國社會經(jīng)濟的不斷發(fā)展，高等職業(yè)教育的發(fā)展已經(jīng)不能滿足時代的需要。知識經(jīng)濟時代，人力資源已經(jīng)上升到社會的第一資源。教師作為高職院校的重要資源，關系到學校的生存和發(fā)展。但是，當前我國高職學院教師的數(shù)量、質量、管理狀況嚴重制約了高職院校的辦學質量和發(fā)展空間。 對發(fā)達國家高職院校教師人力資源管理的現(xiàn)狀進行回顧，并在國內(nèi)相關專家學者對高職院校教師人力資源管理研究基礎之上，文章對SY職業(yè)技術學院的教師人力資源管理狀況進行了深入的分析，并指出其管理中存在的問題和不足。通過分析發(fā)現(xiàn)，學院沒有對教師人力資源做出戰(zhàn)略性規(guī)劃；教師招聘程序簡單、對應聘者的任職資格要求過低，無法實現(xiàn)優(yōu)勝劣汰；教師培訓進修流于形式，，培訓內(nèi)容陳舊，在時間和資金上沒有保證，無法取得預期的培訓效果；薪酬分配存在平均主義現(xiàn)象，無法激發(fā)教師的工作積極性；教師績效考核評價體系不夠健全，考核結果沒有真正做到與教師的晉升、續(xù)約、薪酬福利、培訓進修機會結合起來。 在對SY職業(yè)技術學院的教師人力資源管理狀況進行分析之后，結合人力資源管理理論知識，提出了相應的改進方案。提出應該建立學院人力資源戰(zhàn)略規(guī)劃，建立健全嚴格的招聘與淘汰機制，使學院能夠招聘到優(yōu)秀的人才；建立健全科學的培訓進修機制，不斷提高教師的理論知識水平，同時增加他們的社會實踐經(jīng)驗；建立合理的薪酬分配制度，使教師的收入檔次能夠合理地拉開，同時也將切實提高教師的薪酬水平，實行多樣化的福利政策，使學院教師隊伍能夠得到穩(wěn)定；完善績效考核體系，使績效考核能夠全面詳實地反映教師的實際工作狀況，績效考核后的獎勵政策能極大地提高教師的工作積極性和責任感。 通過改進方案，以期能提高學院教師的人力資源管理水平，充分調動教師的教學、科研、社會實踐的積極性，不斷提升學院的辦學質量，促進學院健康可持續(xù)發(fā)展。
[Abstract]:As an important part of our higher education system, higher vocational education plays an irreplaceable role in the socialist economic construction of our country. Higher vocational colleges shoulder the responsibility of production, construction and management. The mission of training advanced technical applied talents in the front line of service, not only provides technical and intellectual support for the development of social economy, but also greatly optimizes the talent structure of our country. With the development of our social economy, the development of higher vocational education can not meet the needs of the times. Human resources have risen to the first resource of the society. As an important resource of higher vocational colleges, teachers are related to the survival and development of the school. However, at present, the number and quality of teachers in higher vocational colleges in China. The management condition has seriously restricted the quality and development space of higher vocational colleges. This paper reviews the current situation of teachers' human resource management in vocational colleges in developed countries, and studies the human resources management of teachers in higher vocational colleges on the basis of relevant domestic experts and scholars. This paper makes a thorough analysis of the situation of teachers' human resource management in sy Vocational and Technical College, and points out the problems and shortcomings in its management. The college does not make strategic planning for teachers' human resources; The process of teacher recruitment is simple, and the qualification requirements of candidates are too low to achieve the survival of the fittest. Teacher training and further training is a formality, the training content is obsolete, the time and funds are not guaranteed, and the expected training results cannot be achieved; There is equalitarianism in salary distribution, which can not stimulate the enthusiasm of teachers; The evaluation system of teachers' performance evaluation is not perfect, and the evaluation results are not really combined with teachers' promotion, contract renewal, salary and welfare, training and further education opportunities. After analyzing the situation of teachers' human resource management in sy Vocational and Technical College, combined with the theory of human resource management, this paper puts forward the corresponding improvement plan, and puts forward that the strategic planning of human resources should be established. Establish and perfect the strict recruitment and elimination mechanism, so that the college can recruit excellent talents; Establish and perfect scientific training and study mechanism, improve teachers' theoretical knowledge level and increase their social practical experience; The establishment of a reasonable salary distribution system, so that the income level of teachers can be reasonably opened, but also will effectively improve the salary level of teachers, carry out a variety of welfare policies, so that teachers can be stable; Improve the performance appraisal system, so that the performance appraisal can reflect the teachers' actual working condition in detail, and the reward policy after the performance appraisal can greatly improve the teachers' enthusiasm and sense of responsibility. Through improving the program, we hope to improve the level of human resources management of teachers, fully mobilize the enthusiasm of teachers in teaching, scientific research, social practice, and constantly improve the quality of running schools. To promote the Institute's healthy and sustainable development.
【學位授予單位】：湘潭大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：G717

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