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SY職業(yè)技術(shù)學(xué)院教師人力資源管理改進(jìn)研究

發(fā)布時(shí)間:2018-01-29 20:48

  本文關(guān)鍵詞: 高職院校 教師 人力資源管理 改進(jìn) 出處:《湘潭大學(xué)》2013年碩士論文 論文類型:學(xué)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(huì)主義經(jīng)濟(jì)建設(shè)中起著不可替代的作用。高職院校肩負(fù)著為生產(chǎn)、建設(shè)、管理、服務(wù)等第一線培養(yǎng)高等技術(shù)應(yīng)用性人才的使命,不僅為社會(huì)經(jīng)濟(jì)的發(fā)展提供技術(shù)和智力支持,而且也極大地優(yōu)化了我國的人才結(jié)構(gòu),有利于促進(jìn)人才的合理分布。隨著我國社會(huì)經(jīng)濟(jì)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(shí)代的需要。知識(shí)經(jīng)濟(jì)時(shí)代,人力資源已經(jīng)上升到社會(huì)的第一資源。教師作為高職院校的重要資源,關(guān)系到學(xué)校的生存和發(fā)展。但是,當(dāng)前我國高職學(xué)院教師的數(shù)量、質(zhì)量、管理狀況嚴(yán)重制約了高職院校的辦學(xué)質(zhì)量和發(fā)展空間。 對發(fā)達(dá)國家高職院校教師人力資源管理的現(xiàn)狀進(jìn)行回顧,并在國內(nèi)相關(guān)專家學(xué)者對高職院校教師人力資源管理研究基礎(chǔ)之上,文章對SY職業(yè)技術(shù)學(xué)院的教師人力資源管理狀況進(jìn)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(xué)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(yīng)聘者的任職資格要求過低,無法實(shí)現(xiàn)優(yōu)勝劣汰;教師培訓(xùn)進(jìn)修流于形式,,培訓(xùn)內(nèi)容陳舊,在時(shí)間和資金上沒有保證,無法取得預(yù)期的培訓(xùn)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(jià)體系不夠健全,考核結(jié)果沒有真正做到與教師的晉升、續(xù)約、薪酬福利、培訓(xùn)進(jìn)修機(jī)會(huì)結(jié)合起來。 在對SY職業(yè)技術(shù)學(xué)院的教師人力資源管理狀況進(jìn)行分析之后,結(jié)合人力資源管理理論知識(shí),提出了相應(yīng)的改進(jìn)方案。提出應(yīng)該建立學(xué)院人力資源戰(zhàn)略規(guī)劃,建立健全嚴(yán)格的招聘與淘汰機(jī)制,使學(xué)院能夠招聘到優(yōu)秀的人才;建立健全科學(xué)的培訓(xùn)進(jìn)修機(jī)制,不斷提高教師的理論知識(shí)水平,同時(shí)增加他們的社會(huì)實(shí)踐經(jīng)驗(yàn);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(shí)也將切實(shí)提高教師的薪酬水平,實(shí)行多樣化的福利政策,使學(xué)院教師隊(duì)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(shí)地反映教師的實(shí)際工作狀況,績效考核后的獎(jiǎng)勵(lì)政策能極大地提高教師的工作積極性和責(zé)任感。 通過改進(jìn)方案,以期能提高學(xué)院教師的人力資源管理水平,充分調(diào)動(dòng)教師的教學(xué)、科研、社會(huì)實(shí)踐的積極性,不斷提升學(xué)院的辦學(xué)質(zhì)量,促進(jìn)學(xué)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(xué)位授予單位】:湘潭大學(xué)
【學(xué)位級別】:碩士
【學(xué)位授予年份】:2013
【分類號(hào)】:G717

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