G学院教师培训制度优化研究

发布时间：2018-05-05 18:13

本文选题：新升本院校 + 师资培训　；参考：《广西大学》2012年硕士论文

【摘要】：20世纪90年代末,随着地方经济结构的调整和高等教育大众化进程的推进,一些地处中等城市或是地级市的院校积极升格,由专科升为本科以满足城市社会经济发展对人力资源和知识资源匮乏的需要。但作为新建地方本科高校,随着学校在校学生规模的扩大,必然要求教师队伍的扩大及素质的提高。然由于本科办学历史短,师资水平尚需进一步提高,教师队伍的整体素质状况并不乐观,师资培训普遍存在问题：本科师资培训经验的不足；师资培训制度、模式相当长时期沿用升格前专科学校模式；培训管理缺乏人力资源理论指导；培训内容方式单一,制度刻板、行政化,培训投入不足,培训选拔、激励、培训评价制度不健全等。作为新升本的G学院也是如此,同样存在上述问题,其主要原因是师资培训制度不健全,机制不合理的问题。这个问题不解决好必将阻碍学院的培训工作管理,影响学院的师资队伍建设,因此,必须完善和优化教师培训制度。在本文中,笔者主要以现代人力资源管理理论为基础,从新升本院校这个视角,研究G学院人力资源开发中教师培训问题。研究采取实地考察、资料收集、调查问卷等多种方法,系统的论述G学院教师队伍、培训管理、教师受训等现状及存在的问题,深入分析学院教师培训问题存在的原因,并结合G学院的办学目标、师资管理实际,提出教师培训制度优化策略,如：更新教师培训观念,注重教师个人发展；建立和规范培训的各级目标体系,以目标促进管理；创新培训管理制度,为培训工作提供保障；加强对培训的实效评估,促进培训成果的转化等。策略的提出,将促进学院师资管理工作的规范化和科学化,推动教师队伍培养长效机制的建立,进一步提高学院的师资队伍素质,提高学院办学实力。本研究,对学院师资培训改革及人力资源管理有重要的指导和实践意义,也为兄弟院校的师资队伍建设和管理提供一定的参考和借鉴。
[Abstract]:In the late 1990s, with the readjustment of the local economic structure and the advancement of the process of popularization of higher education, some colleges and universities located in medium-sized cities or prefecture-level cities were actively upgraded. To meet the need of human resources and knowledge resources in urban social and economic development. However, as a newly established local undergraduate university, with the expansion of the students' scale, it is necessary to expand the teaching staff and improve the quality. However, due to the short history of running a college, the level of teachers still needs to be further improved, the overall quality of teachers is not optimistic, and there are some problems in teacher training: the lack of experience in undergraduate teacher training, the system of teacher training, The training management lacks the theoretical guidance of human resources, the training content is single, the system is rigid, the administration is administrative, the training investment is insufficient, the training is selected and encouraged, Training evaluation system is not perfect and so on. The same is true of G College, which is a new college. The main reason is that the teacher training system is not perfect and the mechanism is unreasonable. If this problem is not solved well, it will hinder the management of training work and affect the construction of faculty. Therefore, it is necessary to perfect and optimize the system of teacher training. In this paper, based on the modern human resource management theory and from the perspective of the new college, the author studies the teacher training in the development of human resources in G college. The research adopts many methods, such as field investigation, data collection, questionnaire and so on. It systematically discusses the present situation and existing problems of teachers' team, training management, teacher training and so on in G College, and analyzes the reasons for the problems in teacher training. Combined with the goal of running a school and the actual management of teachers, this paper puts forward the optimization strategies of teacher training system, such as renewing the concept of teacher training, paying attention to the personal development of teachers, establishing and standardizing the target system of training at all levels, and promoting management by objectives. Innovation training management system to provide guarantee for training work, strengthen the evaluation of training effectiveness, promote the transformation of training results, etc. The proposed strategy will promote the standardization and scientific management of teachers in colleges, promote the establishment of a long-term mechanism for the training of teachers, further improve the quality of teachers in colleges and improve the strength of running schools. This study has important guidance and practical significance for the reform of teacher training and human resource management, and also provides some reference for the construction and management of the teaching staff in fraternal colleges and universities.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.1

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