本文選題：漢語教師志愿者 + 管理�。� 參考：《海南大學(xué)》2017年碩士論文

【摘要】：隨著中國國際地位的不斷攀升、影響力的日益擴(kuò)大,"漢語熱"在全球范圍內(nèi)快速升溫,世界各國對漢語教育的需求迫切。為解決各國漢語教師稀缺問題,2004年在教育部批準(zhǔn)下,國家漢語辦公室(簡稱國家漢辦)正式實(shí)施《國際漢語教師中國志愿者計(jì)劃》。十多年來,漢語教師志愿者在該計(jì)劃項(xiàng)目中為海外中文教育做了巨大貢獻(xiàn),講好了中國故事、提升了中華文化的親和力,使中國大國形象更加完整充實(shí),為我國營造了良好的"文化外交"氛圍。然而,隨著每年派出漢語教師志愿者數(shù)量的增加,由最初的每年派遣200多人到2017年派出5000多人,這支隊(duì)伍在取得驕人成績的同時(shí)也存在很多亟待解決的問題。如何能夠有效地管理這支龐大的漢語教師志愿者隊(duì)伍,不僅關(guān)系到漢語國際事業(yè)的推廣、志愿者個(gè)人未來的發(fā)展,更關(guān)系到中國的國際形象。本文以查詢到的中國知網(wǎng)文獻(xiàn)資料為參考,以國家漢辦官方網(wǎng)站公布的信息為主要數(shù)據(jù)來源,在非營利組織志愿者管理相關(guān)理論及調(diào)查問卷反映出的管理方面問題的基礎(chǔ)上,通過運(yùn)用文獻(xiàn)法、比較法、調(diào)查分析法,歸納指出國家漢辦在漢語教師志愿者管理中存在的五點(diǎn)具體問題,并提出相關(guān)改進(jìn)對策建議。存在的五點(diǎn)問題:中方合作院校招募人數(shù)占志愿者招募人數(shù)比例過多,不盡公平;招募對象常年更換,隊(duì)伍構(gòu)成人員不穩(wěn)定;官網(wǎng)中常見問題版塊不詳盡,論壇版塊運(yùn)作不暢通;服務(wù)期考核制度不健全,不能發(fā)揮考核效用;歸國保障機(jī)制不完善,這點(diǎn)表現(xiàn)在三方面,一是就業(yè)信息版塊毫無針對性,缺少就業(yè)指導(dǎo),二是宣傳力度小,社會認(rèn)可度低,三是志愿者回國后身份不明確,缺少制度保護(hù)。針對管理存在的五大點(diǎn)問題,提出了如下對策和建議:打破中方合作院校名額限制,實(shí)現(xiàn)招募平等;盡量固定招募對象范圍;增補(bǔ)常見問題,搭建論壇等多樣溝通交流平臺;建立完善的考核體系,充分發(fā)揮考核效用;健全漢語教師志愿者歸國保障機(jī)制,如提供有針對性的就業(yè)信息及有意就業(yè)指導(dǎo),多渠道進(jìn)行漢語教師志愿者項(xiàng)目宣傳,提高社會認(rèn)知度,明確志愿者回國身份并給予優(yōu)惠政策等。
[Abstract]:With the rising of China's international status and increasing influence, the "Chinese hot" is rapidly warming up in the world, and the demand for Chinese education is urgent. In order to solve the problem of the scarcity of Chinese teachers in the world, under the approval of the Ministry of education in 2004, the national Chinese Office (abbreviated by the National Office of the country) has formally implemented the "Chinese teacher China". In the past more than 10 years, Chinese teachers and volunteers have made a great contribution to the overseas Chinese education in the project. They have made a great contribution to the Chinese education abroad. They have made the Chinese stories better, promoted the affinity of Chinese culture, made the image of the great power of China more complete, and created a good atmosphere of "cultural diplomacy" for our country. However, the Chinese teachers volunteered every year. The increase of the number of people, from the initial dispatch of more than 200 people to 2017 to send more than 5000 people, the team has achieved remarkable achievements, while there are many problems to be solved. How to effectively manage this huge Chinese teacher volunteer team is not only related to the promotion of the Chinese international cause, the future of the volunteers' personal development. The exhibition is related to the international image of China. This article is based on the information published by the official website of the state Han Dynasty, based on the information published by the official website of the State Office of Han Dynasty. On the basis of the management related problems reflected in the related theories of volunteer management and the questionnaire of the non-profit organization, the author uses the literature method, the comparison method and the investigation. Analysis method, summed up the state Han office in the management of Chinese teachers in the five specific problems in the management of Chinese teachers, and put forward related improvement countermeasures and suggestions. The five problems existing: the number of recruitment of volunteers in the Chinese Cooperative colleges and universities is too much, not fair; the recruitment of the permanent replacement, the stability of the staff members, the official network is common. The problem section is not detailed, the forum block operation is not smooth, the service period examination system is not perfect, can not play the assessment utility, the return country guarantee mechanism is not perfect, this is manifested in three aspects, one is the employment information section is untargeted, the employment guidance is short, the two is the small publicity, the social recognition is low, and the three is the identity of the volunteers after returning home is not clear, Lack of institutional protection. Aiming at the five major problems of management, the following countermeasures and suggestions are put forward: breaking the limits of the Chinese Cooperative colleges and universities, realizing the equality of recruitment, fixing the scope of the recruitment objects, adding common problems and building a platform for various communication and communication, establishing a perfect assessment system, giving full play to the effectiveness of the assessment and perfecting the Chinese language. The guarantee mechanism of teachers' Volunteers' return to the country, such as providing targeted employment information and intentional employment guidance, publicizing the Chinese teachers' volunteer projects in a multi channel way, improving the social awareness, identifying the status of the volunteers returning home and giving preferential policies.
【學(xué)位授予單位】：海南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：H195

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