“少数民族高层次骨干人才计划”政策效益分析及提升策略研究

发布时间：2018-04-09 11:13

本文选题：少数民族　切入点：高层次人才　出处：《西南大学》2015年硕士论文

【摘要】：“少数民族高层次骨干人才计划”政策是在我国教育发展不均衡和民族地区高层次人才匮乏的背景下,国家为扶持少数民族地区的发展需求而采取的一项针对高层次人才培养的优惠性民族教育政策。自2004年实施以来,十年的发展需要一个质化和量化相结合的效益评估,帮助我们认识该项策执行的现状和面临的挑战,以此促进该项政策的优化。论文在对国内相关研究进行文献整理的基础上采取问卷调查法、访谈法、数理分析法等,对少数民族高层次骨干人才计划政策效益进行分析,在此基础上,探寻政策实践的现状,经过深入的理论分析,提出切实可行优化政策效益的方略。论文首先从理论层面上阐释教育政策效益的内涵及评价,梳理当今教育政策效益评价发展进程和教育政策效益评价的原则与方法,对“少数民族高层次骨干人才计划”政策进行概述,理清该项政策的发展脉络,对该项政策从价值和事实两个层面进行价值探析,把握少数民族高层次骨干人才培养计划在价值选择下以工具的形态为西部和民族地区培养与其发展相契合的实践性人才这一实质内涵。论文用德菲尔法对“少数民族高层次骨干人才计划”政策效益分析标准及指标进行了构建。根据“少数民族高层次骨干人才计划”政策效益的特征,确定“事实”与“价值”相衔接的政策效益分析标准。构建了三级指标体系,31个指标；用(AHP)层次分析法设置政策效益分析指标权重。论文对“少数民族高层次骨干人才计划”政策实施效益进行调查及分析,通过问卷、访谈等方式对样本进行数据收集,利用模糊综合评价法从量化层面进行分析,结合量化资料、访谈资料等得出政策效益评价结论。分析结果表明：少数民族高层次骨干人才计划政策目标合理,目标群体积极参与：政策公平分配教育资源,保护各阶层利益；实现政策效益在目标群体教育领域和社会的互动统一；同时政策实施过程中出现了错位失衡,导致政策实施陷入了困境。困境主要表现在：政策执行组织和管理落后低效；不同群体对政策效益的满意度具有明显区别；“少数民族高层次骨干生”对学校培养质量满意度较低；就业工作开展困难,违约现象时有发生。论文对困境形成的原因进行了分析。认为在社会发展转型和少数民族文化价值变化时空环境下,政策制度的僵化、组织的“定型”是实践困境的内部根源；个体发展需求与政策援助的错位是实践困境外部根源；目标群体功利化价值取向的偏差加剧了实践困境；监督和惩罚的缺失导致了政策实施中的偏差。论文提出“少数民族高层次骨干人才计划”政策优化策略：在国家和利益群体的“互构”中,政策调整坚持公平、有效的原则；尊重协调不同群体的需求；增强政策执行管理的科学性；提升教学质量,激发学生自主发展动力；以实践增强个人、学校、民族地区的互动,促进就业,减少违约。论文最后从理论层面对“少数民族高层次骨干人才计划”政策的意义进行了思考,具体从多元文化背景下培养少数民族高层次人才的意义、政策执行的意义、对政策进行评估的意义三个层面展开。
[Abstract]:This paper gives an overview of the policy benefits of the high - level cadre of ethnic minorities in the context of unbalanced educational development in China and high - level talents in ethnic regions .
This paper makes a survey and analysis on the benefit of policy implementation of " high - level backbone talent plan of ethnic minorities " by using ( AHP ) Analytic Hierarchy Process ( AHP ) . The results show that the policy objectives of high - level backbone talents are reasonable , and the active participation of target group is : policy fair allocation of educational resources and protection of the interests of all classes ;
The realization of the policy - benefit in the target group education field and the social interaction unification ;
At the same time , there is a dislocation imbalance in the policy implementation , which leads to the difficulties of policy implementation .
The satisfaction of different groups has obvious difference to the satisfaction of policy - benefit ;
The " high - level backbone students of ethnic minorities " has a low satisfaction with the quality of training in schools ;
This paper analyzes the causes of the difficulty of employment , and analyzes the causes of the formation of the predicament . It is believed that the policy system ' s rigidity and organization ' s " shaping " are the internal causes of the predicament in the time and space environment of the transformation of social development and the change of cultural value of ethnic minorities .
The dislocation of individual development demand and policy assistance is the external source of practical predicament ;
The deviation of the value orientation of the target group ' s utilitarian value aggravate the practical predicament ;
The lack of supervision and punishment leads to the deviation in policy implementation . The paper puts forward the policy optimization strategy of " high - level backbone talent plan of ethnic minorities " : in the " mutual structure " of the country and interest group , the policy adjustment insists on the fair and effective principle ;
Respect for the harmonization of needs of different groups ;
Strengthening the scientific nature of the management of policy implementation ;
To improve the teaching quality and stimulate the students ' self - development motive force ;
In the end , the author thinks about the significance of cultivating high - level talents in the minority nationalities under the background of multi - cultural background , the significance of the policy implementation and the significance of the evaluation of the policy .

【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G759.2

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