高校辅导员职业生涯管理的问题与对策

发布时间：2018-05-08 22:33

本文选题：高校辅导员 + 职业生涯管理　；参考：《湖南师范大学》2012年硕士论文

【摘要】：伴随着21世纪的到来,中国的高等教育实现了从精英教育到大众化教育的转变,在迎来新的发展机遇的同时也面临着严峻的挑战。在各种外在因素和内在因素的共同作用下,我国高校辅导员队伍的职业发展受到了阻碍。尽管多年来我国政府出台了很多指导辅导员职业发展的宏观政策和法规,这些政策法规对辅导员的职业发展提供了支持和帮助,甚至在一些高校还对辅导员的职业发展进行了积极地尝试,但是从整体上看,我国辅导员职业生涯管理政策和管理体系仍有待完善,辅导员个人自身的职业生涯管理意识不强烈,工作胜任能力不强,工作满意度下降,职业发展受到限制。因此,高校应该规范辅导员职业生涯管理制度,按照能力和职业匹配的原则,对辅导员职业生涯进行有效管理,发挥人才的最大潜能和智慧。这对于辅导员和高校的可持续发展都具有重大意义。全文运用文献法、调查研究法、综合归纳法对辅导员职业生涯管理进行了具体分析,以湖南省长株潭地区部分高校辅导员为调查对象,通过问卷调查和访谈,从组织和个人的双重角度论述了当前辅导员职业发展中存在的问题,如工作职责定位不清、综合素质与现实工作要求不符合、队伍结构不合理、高校内部管理体制不健全等。本文对影响高校辅导员职业生涯管理的因素和存在的问题进行了深入探讨,并提出了解决此类问题的有效措施。从组织管理的视野看,整个社会和高校要正确认识辅导员职业生涯管理工作的性质,明确辅导员的角色,制定辅导员专业化发展方向；同时,还要完善和深化辅导员职业准入制度和辅导员资格认定制度,建立科学的辅导员职业生涯管理机制。这些管理机制主要包括：加强对辅导员队伍的培训,完善对辅导员的职业生涯管理的评价机制,实施有效地激励机制、拓宽职业发展路径、建立权变的职业晋升保障机制,构建起辅导员战略性人才管理体系,完善辅导员科研管理机制。对于辅导员群体而言,最为重要的是要有明确的职业生涯管理意识,能够明确的认识自己优势和劣势,设定适合的职业发展目标,采取切实可行的方案,并对这种方案进行评估与修正,使职业生涯管理趋于科学化和规范化。综上所述,社会和高校应该加强对辅导员的职业生涯管理,为辅导员的职业发展创造良好的外部环境和支撑条件。培养辅导员的自我确立、创新意识和创新能力、自控和自助能力、研究和思考能力、社会责任心和民族意识、国际观念、以及追求生存价值的积极态度；强化社会道德教育,树立正确的职业价值观和职业道德观；引导辅导员进行自我认知,结合自己的知识与能力背景,利用职业辅导咨询服务主动策划自己的职业生涯发展途径。同时,辅导员自身也应该加强自我职业生涯管理,认识自我,进行自我评估、对本职业发展机会进行分析判断、确定自我发展目标、制定具体的发展计划或规划、实施发展计划,以期实现个人与社会之间的和谐发展。这也是本文研究价值所在。
[Abstract]:With the coming of the 21st century , China ' s higher education has realized the transformation from elite education to popular education . In the meantime , the vocational development of the counselor ' s contingent in China has been hindered .

The article makes a concrete analysis on the career management of the counselor by using the literature method , the investigation and research method and the comprehensive induction method . In this paper , the problems existing in the career development of the counselor are discussed from the perspective of organization and individual .
At the same time , it is necessary to improve and deepen the system of professional admittance of the counselor and the qualification confirmation system of the counselor , and establish a scientific and counselor career management mechanism . These management mechanisms mainly include strengthening the training of the counselor team , perfecting the evaluation mechanism for the career management of the counselor , building up a strategic talent management system of the counselor , and perfecting the research management mechanism of the counselor . For the counselor group , it is important to have a clear understanding of the advantages and disadvantages , set up a suitable career development goal , adopt practical schemes , and make evaluation and correction of the scheme , so that career management tends to be scientific and standardized .

To sum up , the society and the university should strengthen the career management of the counselor , create a good external environment and support condition for the professional development of the counselor , cultivate the self - establishment , innovation consciousness and innovation ability , self - control and self - service ability , research and thinking ability , social responsibility and national consciousness , international idea and the positive attitude of pursuing survival value ;
Strengthen the social moral education , establish the correct professional values and professional ethics view ;
Guide the counselor to carry out self - cognition , combine his knowledge and ability background , use career counseling service to actively plan his career development path . At the same time , the counselor should strengthen self - career management , self - assessment , analyze and judge the career development opportunity , determine the self - development goal , formulate specific development plan or plan , implement the development plan , with the aim of realizing the harmonious development between the individual and society .

【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G641

【参考文献】