基于构型理论的西藏学前教育师资管理问题的研究

发布时间：2018-04-27 19:28

本文选题：师资管理 + 学前教育　；参考：《西藏大学》2017年硕士论文

【摘要】：1989年国务院制定的《幼儿园管理条例》文件中明确提出从事幼儿园工作的教师和保健人员等在学历、受教育程度、职责范围和具体奖励等方面的具体规定和要求;1993年我国颁布的《中华人民共和国教师法》明确对从事学前教育教师的工资和任用等方面进行了具体规定,同时该部法律具有最高的权威性,对我国学前教育师资管理情况具有权威性规范作用。但由于西藏地区自然环境的特殊性,经济较为落后,学前教育的投入相对较少,人力资源管理水平也呈现出偏低的现状。由此,对西藏学前教育师资管理问题进行研究具有一定的价值。本论文拟运用文献研究法、实证研究法、对比研究法等方法,以“AMO模型”为理论基础,从能力发展、动机激发、参与机会三个维度研究西藏学前教育师资人力资源现状、存在问题,具体包括有:能力发展方面的问题(外部聘用为主,综合能力提升难;培训机制不完善;工作保障和竞争力未搭建)、动机激发方面的问题(考评机制注重结果且不够明确化、缺少激励机制)、参与机会方面的问题(学前教育师资参与机会偏少、学前教育师资参与平台搭建力度不足)在问题分析的基础上从内外两方面进行了原因分析。针对学前教育师资管理存在的问题,提出适宜西藏学前教育师资人力资源管理的政策建议。其一,能力发展方面(采用多元化的招聘和甄选方式、实施内外部相结合的培训方式、设置竞争机制,提高工作积极性);其二,动机激发方面(制定明确化、重过程的绩效考核机制、制定具有竞争性的激励机制)其三,参与机会方面(转变领导和管理者的传统思想、设置矩阵式管理结构、注重团队建设)。通过研究进一步提高西藏学前教育师资人力资源管理水平,增强教师的荣誉感和责任感,调动教师工作的积极性、主动性,完善师资队伍培养、建设、结构调整,提高学前教育教学质量,促进西藏学前教育的发展具有重大的现实意义。
[Abstract]:In the document "regulations on the Administration of kindergartens" formulated by the State Council in 1989, it is clearly stated that teachers and health care personnel engaged in kindergarten work are educated and educated. Specific provisions and requirements on the scope of responsibilities and specific incentives; the 1993 "Law on Teachers of the people's Republic of China", promulgated in China, clearly stipulates the salary and appointment of teachers engaged in pre-school education. At the same time, the law has the highest authority and has an authoritative and normative role in the management of preschool education teachers in China. However, due to the particularity of the natural environment in Tibet, the economy is relatively backward, the investment in preschool education is relatively small, and the level of human resources management is also on the low side. Therefore, it is of certain value to study the management of preschool education teachers in Tibet. This paper intends to use the methods of literature research, empirical research and comparative research to study the present situation of pre-school teachers' human resources in Tibet from the perspectives of ability development, motivation and participation opportunities, based on "AMO model". There are some problems, including: the problems of capacity development (external employment is the main problem, the improvement of comprehensive ability is difficult; the training mechanism is not perfect; Job security and competitiveness are not built, motivational issues (focus on results and lack of clarity in evaluation mechanisms, lack of incentive mechanisms, participation opportunities) problems (lack of participation opportunities for pre-school education teachers), On the basis of problem analysis, this paper analyzes the causes from both internal and external aspects. In view of the problems existing in the management of preschool education teachers, this paper puts forward some policy suggestions for the management of human resources of teachers of pre-school education in Tibet. First, in terms of capacity development (using a diversified approach to recruitment and selection, implementing a combination of internal and external training, setting up a competitive mechanism to increase work motivation; and second, motivating motivation (clarity of development), Pay attention to the performance appraisal mechanism of the process, establish the competitive incentive mechanism) third, participate in the opportunity aspect (change the traditional thought of the leader and the manager, set up the matrix type management structure, pay attention to the team building. Through research to further improve the level of human resources management for pre-school education teachers in Tibet, to enhance teachers' sense of honor and responsibility, to arouse the enthusiasm and initiative of teachers' work, to improve the training, construction, and restructuring of teachers, It is of great practical significance to improve the quality of preschool education and promote the development of preschool education in Tibet.
【学位授予单位】：西藏大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G615;G755.1

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