东吉国际学校外籍教师招聘方案研究

发布时间：2018-01-03 18:24

本文关键词：东吉国际学校外籍教师招聘方案研究　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着时代的发展,中国大陆对于高质量教育的诉求越来越强烈。伴随着人们对应试教育的不断质疑,人们把目光逐渐转移到了具有国际视野的教育体系中来。国际学校越来越成为人们所追捧的对象。招聘到符合岗位要求的优秀教师成为了每一所国际学校所要面临的问题。本文以东吉国际学校为例,研究分析其招聘体系,并提出相应的保障措施。本文首先对国际学校的行业特点进行了介绍,然后以马斯洛需求理论和期望理论作为理论基础,对人力资源发展规划的相关研究,人力资源需求的相关研究,招聘团队的相关研究,国际学校招聘的相关研究等五个方面进行了文献综述。然后,本文分析了东吉国际学校近几年来的发展趋势、管理结构、教师构成、师生比例等现状,以及学校招聘的现状。在此基础上,重点分析了东吉国际学校的招聘渠道及其所发挥的作用,发现了东吉国际学校存在外籍教师离职率高,校长一人负责招聘,缺乏统一的招聘甄选方法,缺乏新教师导入机制等问题。针对以上问题,本研究制定了一系列的外籍员工招聘方案。东吉国际学校外籍教师岗位招聘方案基本由四个阶段构成,分别是招募阶段、选拔阶段、录用阶段和评估阶段。招募阶段包括四个部分:一是制定招符合学校愿景的招聘计划,二是明确招聘过程中的权责分工,建立招聘团队,三是根据招聘计划制定科学的招聘流程,四是选择合适的招聘渠道。选拔阶段包括两个部分,一个是制定面试方案,另一个是规划面试的实施方案。录用阶段包括录用的流程和步骤。第四个阶段是招聘方案的评估阶段,分为由外籍教师应聘者数量统计,招募过程费用统计和优秀评聘者来源组成的数量统计,以及由新任外籍教师的满意度调查、新任教师工作评估和招聘工作总结三部分组成的招聘方案质量评估。为了保证招聘方案的顺利进行,本研究又从以下几个方面来保障该方案的顺利实施。首先是招聘团队的保障,需要对招聘的标准进行统一,加强招聘的专业知识培训,同时明确每一个招聘环节的责权分配。其次加强对招募渠道的保障,在继续拓宽美国外籍教师招募网络的基础上,加大对英国、澳大利亚和加拿大国家教师招聘网络的投入。最后建立人才储备库,以保证有足够的应聘者可供筛选。国际学校教育作为一项新生事物,从其诞生的第一天起就备受瞩目。本文力争对东吉国际学校招聘外籍教师的方案与策略提出自己的参考意见,以推动整个外籍教师招聘工作的发展。希望可以以东北地区的东吉国际学校作为一个研究的样本,探究国际学校这种新兴教育体系下外籍教师的招聘方法,以吸引更多的优秀外籍工作者来中国工作。
[Abstract]:With the development of the times, China, for high quality education demands more and more intense. Along with the people of education constantly questioned, people focus gradually shifted to the international view education system. The international school is becoming more and more sought after. The recruitment to meet the job requirements to become excellent teachers every one of the international schools have to face the problem. In this paper, xinkailong international school as an example, analysis of the recruitment system, and puts forward the corresponding measures. Firstly, industry characteristics of international schools are introduced, then by Maslow demand theory and expectation theory as the theoretical basis and related research on human resources development planning the Research of human resource demand, related research recruitment team, reviewed the international school recruitment related research five. Then, this paper Analysis of the development trend in recent years, xinkailong international school management structure, teachers, teachers and students status scale, and the present situation of the school recruitment. On this basis, focus on the analysis of the Dongji international school recruitment channels and the effect, found xinkailong International School of foreign teachers high turnover rate, the principal one responsible for recruitment, recruitment and selection methods of lack of unified, lack of import mechanism of new teachers. To solve the above problems, this study developed a series of foreign staff recruitment plan. Post xinkailong international school foreign teacher recruitment scheme consists of four phases, namely the recruitment stage, selection stage, recruitment stage and evaluation stage. The recruitment stage includes four parts: one is to establish bidding in accordance with the school vision recruitment program, two is clearly the recruitment process of the division of responsibilities, establish recruitment team, according to the recruitment is three Planning scientific recruitment process, the four is to choose appropriate recruitment channels. The selection stage includes two parts, one is to develop the interview program, another is the implementation plan of the interview. Hired stage includes process and steps of employment. The fourth stage is the stage of the recruitment program evaluation, statistical number divided by foreign teachers the candidates, the recruitment process cost statistics and evaluation excellent source composed of quantitative statistics, as well as by the satisfaction survey new foreign teachers, new teachers' job evaluation and recruitment work summary of three parts. In order to ensure the quality of the recruitment program evaluation recruitment plan smoothly, the research from the following aspects to ensure the smooth implementation of the plan. The first is the need to protect the recruitment team, recruitment standards for unified recruitment, strengthen the training of professional knowledge, while clearly every link of recruitment Right allocation. Secondly strengthen the recruitment channels based on security, continue to broaden the American foreign teachers recruitment network, increase the British, Australian and Canadian national teacher recruitment network inputs. Finally build up the talent pool, to ensure that there are enough candidates for screening. The International School of education as a new thing, from the first day of the birth of attention. This paper tries to put forward their own reference scheme and strategy of Dongji international school to hire foreign teachers, to promote the development of foreign teacher recruitment work. Want to northeast xinkailong international school as a research sample, explore the recruitment methods emerging education system of international school foreign teachers, in order to attract outstanding foreign workers to work more Chinese.

【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G523;F272.92

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