我国高校教师资源配置的非优化现状及对策研究

发布时间：2018-05-15 11:10

本文选题：高校 + 教师资源　；参考：《华中师范大学》2012年硕士论文

【摘要】：《国家中长期教育改革和发展规划纲要》(2010——2020)中提出“要提高高校在国家创新体系中的作用”,再一次强调了高校在整个社会发展中的重要作用。高校教师是高校社会责任和自身使命的承担者和践行者,教师资源配置优化与否直接关系到高校社会使命的完成。然而,我国高校教师资源配置中还存在着诸多问题,阻碍了高校的健康发展。本文正是基于这些现存的问题,在系统化理论及内部劳动力市场理论的指导下,参照教师资源优化配置所应达到的标准,提出了优化高校教师资源配置的建议。本问共分为五个部分,第一部分为绪论,主要介绍了选题的背景、研究的意义、研究思路和研究方法,并对当前的研究成果进行了总结。第二部分为概念和理论基础介绍,主要界定了“高校教师资源”、“人力资源优化配置”、“高校教师资源优化配置”这三个概念,并且详细解释了“系统化理论”和“内部劳动力市场理论”以及这两个理论对本研究的指导意义。第三部分为现状分析部分,从正反两个方面介绍了我国高校教师资源配置所取得的成果及非优化配置的表现。第四部分为原因分析,在上文所分析的非优化配置的具体表现的基础上,指出了高校教师资源非优化配置的深层原因所在。第五部分为对策建议,在概括高校教师资源优化配置的四个标准的基础上,提出了相应的优化策略。通过研究,本文肯定了我国高校教师资源配置所取得的成果也指出其不足。在此基础上,总结出了高校教师资源优化配置的标准为适应性、动态性、多样性和有效性。最后,在标准的指导下,提出了优化我国高校教师资源配置的策略,主要有第一,树立“高校为体、教师为本”的教师资源配置理念；第二,健全完善合理的教师聘任制度；第三,健全有效多样的激励机制；第四,加大科研团队建设的力度。
[Abstract]:In the outline of the National medium and long term Education Reform and Development Program 2010--2020, it is pointed out that the role of colleges and universities in the national innovation system should be improved, and the important role of colleges and universities in the development of the whole society is emphasized once again. College teachers are the social responsibility and mission of colleges and universities, and the optimization of teachers' resources is directly related to the completion of the social mission of colleges and universities. However, there are still many problems in the allocation of teachers' resources, which hinder the healthy development of colleges and universities. Under the guidance of systematization theory and internal labor market theory, this paper, based on these existing problems, puts forward some suggestions for optimizing the allocation of teachers' resources in colleges and universities according to the standards that should be reached in the optimal allocation of teachers' resources. This question is divided into five parts, the first part is the introduction, mainly introduces the background of the topic, the significance of the research, research ideas and research methods, and summarizes the current research results. The second part is the introduction of the concept and theoretical basis, which mainly defines the three concepts of "university teacher resources", "human resources optimization allocation", "university teacher resources optimization allocation". It also explains the systematization theory and the internal labor market theory in detail and their guiding significance to this study. The third part is the analysis of the status quo, from the positive and negative aspects of the introduction of the achievements of the allocation of college teachers and the performance of non-optimal allocation. The fourth part is the cause analysis, on the basis of the above analysis of the specific performance of the non-optimal allocation, the author points out the deep reasons for the non-optimal allocation of university teachers' resources. In the fifth part, on the basis of summarizing the four standards of the optimal allocation of college teachers' resources, the corresponding optimization strategies are put forward. Through the research, this paper affirms the achievements in the allocation of teachers' resources in colleges and universities in China and points out its shortcomings. On this basis, the author concludes that the criteria for optimizing the allocation of college teachers' resources are adaptability, dynamic, diversity and effectiveness. Finally, under the guidance of the standard, the paper puts forward the strategies of optimizing the allocation of teachers' resources in colleges and universities in China, mainly including: first, to establish the concept of "colleges and universities as the body, teachers as the basis", second, to perfect and perfect the reasonable teacher appointment system; Third, improve the effective and diverse incentive mechanism; fourth, increase the strength of scientific research team building.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G645.1

【引证文献】