教师退出机制与人才流动

发布时间：2018-10-31 19:10

【摘要】：学校在大力发展办学规模、建设特色校园文化、引进高水平专业人才的同时,也要反思在编教师的工作状态、教师队伍优胜劣汰,这才是加强教师队伍建设的关键,而退出机制就是这个关键的重要保障。目前,学校教师队伍仍然存在着严重的"出口不畅"现象,在某种程度上严重影响了学校教师队伍的发展以及教育教学质量的提高。推进我国学校教师退出机制之完善、改变社会各界对教师退出机制的态度势在必行。这是因为:学校教师如果只进不出或者干脆不进不出,虽然表面上看来稳定,但实质上却不利于人力资源的优化配置,造成人才的严重浪费,影响学校工作的整体效能;合理的人才流动可以使新进的教师快速适应自己的工作、在职的教师寻找到合适自己的岗位,也能使退出的教师重新定位,做到人事相宜、人尽其用。
[Abstract]:While developing the scale of running a school, constructing the characteristic campus culture and introducing high-level professional talents, the school should also reflect on the working state of the teachers in making up the school, and the survival of the fittest is the key to strengthening the construction of the teaching staff. And exit mechanism is this key important safeguard. At present, there is still a serious "poor export" phenomenon in the school teachers, which seriously affects the development of the school teachers and the improvement of the quality of education and teaching to some extent. It is imperative to promote the perfection of the withdrawal mechanism of school teachers and change the attitude of all walks of life towards the withdrawal mechanism of teachers. This is because: school teachers can not enter or simply do not enter, although seemingly stable, but in essence is not conducive to the optimal allocation of human resources, resulting in a serious waste of talent, affecting the overall effectiveness of school work; Reasonable talent flow can make the new teachers adapt to their own work quickly, the in-service teachers can find the right position, but also can reposition the retired teachers, so that the personnel is appropriate, and people can use it as best as possible.
【作者单位】：哈尔滨理工大学软件学院;
【分类号】：G645.1

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