常宁市农村小学教师人力资源开发研究

发布时间：2018-06-17 16:42

本文选题：人力资源 + 农村教师　；参考：《中南林业科技大学》2013年硕士论文

【摘要】：在建设社会主义新农村过程中,国家加大了对农村建设的各项政策扶持和财政支持力度,特别是在农村基础教育方面,逐步建立起义务教育经费保障机制,解决了农村基础教育的硬件设施问题。但与之相对应的是,农村基础教育的软件设施建设却面临重大的难题。作为农村基础教育软件建设的重要一环,农村小学教师人力资源开发当前面临诸多困境。温家宝总理曾经指出,农村教育的关键问题是教师问题。由此可见,农村小学教师对于农村教育发展起着决定性的作用,而农村小学教师质量却取决于农村小学教师人力资源的开发程度。因此,只有加大农村小学教师人力资源开发,不断提高农村小学教师队伍质量,才能推动农村教育更好、更快地发展,这是论文的研究背景。本文具有重要的理论意义和实践意义,一方面,结合我国具体的教育环境,对教师人力资源开发进行系统研究,是丰富我国教育领域人力资源开发理论研究的重要途径。另一方面,以常宁市农村小学教师人力资源开发为研究对象,以实证分析为主要研究方法,对其存在的问题进行深刻分析,并提出具体的解决方案,这不仅仅可以为常宁市教育行政部门在解决农村教育问题方面提供决策参考,也可以为提高农村义务教育教学质量提供一定的经验借鉴。本文主要对农村小学教师人力资源开发的相关基础理论、常宁市农村小学教师人力资源开发的现状、常宁市农村小学教师人力资源开发的对策与建议三大方面的内容展开了研究。经过一系列探索,本文得出以下结论：常宁市农村小学教师人力资源开发主要存在着教师人力资源规划缺失、教师招聘与配置不合理、教师培训与开发不足、绩效管理体制不健全、薪酬福利管理失位、劳动关系管理混乱六个方面的问题；针对这些问题,需要采取以下六个方面的对策：一是完善农村小学教师人力资源规划体系；二是规范小学教师招聘,合理配置区域小学教师资源；三是建立新型农村小学教师人力资源培训与开发体系；四是构建科学的绩效管理体制；五是制定完善的薪酬福利管理制度；六是立足劳动合同法,加强劳动关系管理。本文最大的创新之处是内容创新,从教师人力资源规划、教师招聘与配置、教师培训与开发、教师绩效考核管理、教师薪酬管理六大板块对农村教师人力资源开发进行了系统的研究。
[Abstract]:In the process of building a new socialist countryside, the state has increased policy support and financial support for rural construction. In particular, in the field of rural basic education, the government has gradually established a compulsory education funding guarantee mechanism. Has solved the rural elementary education hardware facility question. However, the construction of rural basic education software facilities is faced with major problems. As an important part of rural basic education software construction, the development of human resources of rural primary school teachers is facing many difficulties. Prime Minister Wen Jiabao has pointed out that the key problem of rural education is teachers. It can be seen that rural primary school teachers play a decisive role in the development of rural education, but the quality of rural primary school teachers depends on the development of rural primary school teachers' human resources. Therefore, only by increasing the development of rural primary school teachers' human resources and continuously improving the quality of rural primary school teachers can we promote the rural education to develop better and faster, which is the research background of this paper. This paper has important theoretical and practical significance. On the one hand, it is an important way to enrich the theoretical research of human resource development in the field of education in China by systematically studying the development of human resources of teachers combined with the specific educational environment of our country. On the other hand, taking the human resource development of rural primary school teachers in Changning city as the research object, taking the empirical analysis as the main research method, this paper makes a deep analysis of the existing problems and puts forward concrete solutions. This can not only provide a reference for the educational administrative department of Changning city in solving the problems of rural education, but also provide some experience for improving the quality of compulsory education in rural areas. This paper mainly focuses on the basic theory of the development of human resources of rural primary school teachers, and the present situation of the development of human resources of rural primary school teachers in Changning City. The countermeasures and suggestions of human resource development of rural primary school teachers in Changning City are studied. After a series of explorations, this paper draws the following conclusions: the human resource development of rural primary school teachers in Changning City is mainly lack of teacher human resources planning, unreasonable recruitment and allocation of teachers, insufficient training and development of teachers. The performance management system is not perfect, the compensation and welfare management is out of place, the labor relations management is confused, and the following six countermeasures should be taken in order to solve these problems: first, to perfect the rural primary school teachers' human resource planning system; The second is to standardize the recruitment of primary school teachers, the reasonable allocation of regional primary school teachers resources, the third is to establish a new rural primary school teachers human resources training and development system, the fourth is to build a scientific performance management system; Fifth, perfect salary and welfare management system; sixth, strengthen labor relations management based on labor contract law. The biggest innovation of this paper is the content innovation, from teacher human resource planning, teacher recruitment and allocation, teacher training and development, teacher performance assessment management, This paper makes a systematic study on the development of rural teachers' human resources in six sections of teacher compensation management.
【学位授予单位】：中南林业科技大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G625.1

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