【摘要】：職業(yè)教育作為培養(yǎng)企業(yè)發(fā)展所需的技術人才的載體,對經(jīng)濟發(fā)展起著至關重要的作用,大力發(fā)展高職教育,已成為教育部、勞動和社會保障部工作的重點,亦得到許多相關政策的支持與鼓勵。在此國家大力發(fā)展職業(yè)教育的政策背景下,我國民辦高等職業(yè)教育呈現(xiàn)出快速發(fā)展的良好態(tài)勢,已占據(jù)了高等教育“半壁江山”,為培養(yǎng)“生產(chǎn)、經(jīng)營管理、服務業(yè)第一線高素質(zhì)技能型人才”發(fā)揮著重要作用。民辦高等職業(yè)學院雖然也是高等教育,但從其教育管理和經(jīng)營管理的全過程看,具有典型的企業(yè)特征。它和企業(yè)一樣,是“依法設立、自主經(jīng)營、獨立核算、自負盈虧”的經(jīng)濟體。面對學校日漸增多,而生源逐年減少的現(xiàn)狀,民辦高職院校也同企業(yè)一樣面臨著劇烈的市場競爭。如何在劇烈的競爭中占據(jù)一席之地、脫穎而出是其面臨的巨大挑戰(zhàn)。 眾所周知,學院的發(fā)展靠人才,人才的培養(yǎng)靠政策。來自美國哈佛大學專家的研究發(fā)現(xiàn),在缺乏激勵的環(huán)境中,教師的潛力僅能發(fā)揮20%--30%,甚至可能還會引起反效果；而在適宜的激勵環(huán)境下,同樣的教師潛力卻能發(fā)揮80%--90%。由此可見,沒有良好有效地激勵機制,對學校來說是一種巨大的資源浪費。A集團附屬HS學院是一所由著名廣州A集團投資創(chuàng)立的民辦高職院校。在此背景下,深入挖掘教師潛力,充分調(diào)動其工作積極性、主動性、創(chuàng)造性,提高教學質(zhì)量,建設一支優(yōu)秀的人才隊伍是A集團附屬HS學院領導人面臨的重大課題。而其關鍵就是實施有效地人才培養(yǎng)激勵機制。因此對A集團附屬HS學院員工激勵問題的研究具有重要現(xiàn)實意義。 本文共分為六個部分。第一部分是緒論,從國家政策、社會對技能型人才需求以及學院自身發(fā)展需要角度闡述了研究的背景和意義,并介紹了本文的研究思路、框架和研究方法等；第二部分是相關概念的界定及文獻綜述,介紹了民辦高職院校、激勵、激勵機制及相關激勵理論以及當前激勵理論在院校運用的現(xiàn)狀；第三部分是A集團附屬HS學院激勵情況分析,介紹了HS學院目前發(fā)展及現(xiàn)有人力資源現(xiàn)狀,并作了激勵機制教師滿意度調(diào)查,分析了其在激勵機制方面存在的問題和原因；第四部分是HS學院激勵機制的構建和優(yōu)化,主要針對HS學院教師的特性,闡述了HS學院教師激勵機制設計的思路和原則以及具體內(nèi)容針,提出從薪酬入手,提高教師總體待遇水平,加入績效考核激勵,重視情感激勵,完善晉升、培訓及進修激勵,豐富競賽激勵細節(jié),并加以適當?shù)呢摷钆浜?形成一套完整的激勵系統(tǒng)。第五部分是HS學院激勵機制方案實施效果預測及可能出現(xiàn)的問題,預測了方案順利實施將給HS學院帶來的改變,客觀分析了可能出現(xiàn)的問題,并提出了確保方案順利實施的保障；第六部分是結論,歸納了本研究得出的主要結論。
[Abstract]:Vocational education, as the carrier of cultivating technical talents for the development of enterprises, plays a vital role in economic development. Developing vocational education vigorously has become the focus of the work of the Ministry of Education and the Ministry of Labor and Social Security. It is also supported and encouraged by many related policies. Under the background of the policy of vigorously developing vocational education in this country, the private higher vocational education in our country has shown a good situation of rapid development, which has occupied half of the higher education, in order to cultivate "production, management and management", Service industry front-line high-quality skilled personnel "play an important role." Although private higher vocational colleges are also higher education, they have typical enterprise characteristics from the whole process of educational management and management. Like enterprises, it is an economy that is set up by law, operated autonomously, independently accounted for and responsible for its own profits and losses. In the face of the increasing number of schools and the decreasing number of students year by year, private vocational colleges are faced with fierce market competition as well as enterprises. How to occupy a place in the fierce competition, stand out is its huge challenge. As we all know, the development of the college depends on talent, and the cultivation of talents depends on policy. An expert from Harvard University in the United States found that in the absence of incentive environment, the potential of teachers can only play 20-30, and may even cause adverse effects; In the appropriate incentive environment, the same teacher potential can play 80-90. It can be seen that without a good and effective incentive mechanism, it is a huge waste of resources for the school. Group A affiliated to the HS College is a private higher vocational college invested by the famous Guangzhou A Group. Under this background, it is an important task for the leaders of HS College affiliated to Group A to tap the potential of teachers, fully mobilize their enthusiasm, initiative, creativity, improve the quality of teaching, and build an excellent team of talents. And its key is to implement effective talent training incentive mechanism. Therefore, it is of great practical significance to study the employee motivation problem of HS College affiliated to Group A. This paper is divided into six parts. The first part is the introduction, from the point of view of the national policy, the social demand for skilled talents and the development needs of the college itself, the background and significance of the research, and introduces the research ideas, framework and research methods. The second part is the definition of relevant concepts and literature review, introduced the private vocational colleges, incentive mechanism and related incentive theory and the current situation of the application of incentive theory in colleges and universities; The third part is the analysis of incentive situation of HS College affiliated to Group A, introduces the current development of HS College and the current situation of human resources, and makes a survey of the teacher satisfaction of incentive mechanism, and analyzes the problems and reasons in the incentive mechanism. The fourth part is the construction and optimization of the incentive mechanism of HS College. According to the characteristics of the teachers of HS College, this paper expounds the ideas and principles of the design of the incentive mechanism of the teachers in the HS College, and puts forward the starting from the salary. Improve the teachers' overall treatment level, join the performance appraisal incentive, attach importance to the emotion incentive, perfect the promotion, train and study the incentive, enrich the competition incentive detail, and give the appropriate negative incentive to cooperate, form a set of complete incentive system. The fifth part is about the effect prediction and possible problems of the incentive scheme of HS College. It predicts the changes that will be brought to the HS College by the successful implementation of the scheme, and objectively analyzes the possible problems. And put forward the guarantee to ensure the smooth implementation of the program; The sixth part is the conclusion, which summarizes the main conclusions of this study.
【學位授予單位】：廣東工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：G717.2

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