Y民办培训学校外聘教师激励研究

发布时间：2018-08-06 17:06

【摘要】：教育产业化是循序渐进的过程,随着教育产业化改革的深入,各类民办培训学校应运而生,其作为非学历教育培训机构在教育市场有着不可或缺的地位。Y民办培训学校作为民办非学历教育培训机构,自2003年成立以来由最初的无人知晓、举步维艰到如今能在滁州教育市场上有一定的社会认可度,并在很大程度上满足教育培训多元化、多层次的需求,改变了越来越多学习者的生活。现如今,“终身学习”的理念已经深入人心并成为现代人工作生活的一种状态。在滁州教育市场,庞大的市场需求和较低的行业进入门槛,使各种培训学校层出不穷,但能坚持下来并形成一定规模的并不多见。现代人力资源管理理论认为,人是组织最重要的资源,是组织最有潜力和绩效的投资。鉴于Y民办培训学校的办学现状,外聘教师是其师资力量的主体。因此,Y民办培训学校自成立之初就把外聘教师作为学校最重要的资源,认为其是学校发展的核心力量,也是学校需要优先发展的资源。外聘教师承担了Y民办培训学校全部教学工作,受众越来越高、越来越多样化的培训需求,使得对外聘教师的要求越来越高,Y民办培训学校要想在竞争日趋激烈的教育培训市场谋得一席之地,就需要建立一支素质优良、职称结构合理的外聘教师队伍。Y民办培训学校正努力加强对外聘教师的管理,外聘教师的激励成为Y民办培训学校外聘教师管理的重中之重。本论文着眼于将MBA所学的激励理论结合Y民办培训学校外聘教师激励实践中的认知和体会,择出“需求层次理论”、“双因素理论”、“成就需要理论”、“期望理论”、“公平理论”等激励理论,通过对Y民办培训学校的办学现状、外聘教师激励现状的调研,发现Y民办培训学校外聘教师激励存在的问题及产生的原因,找到Y民办培训学校现行的针对外聘教师激励的不足,从而结合Y民办培训学校外聘教师的特点与需求寻找到切实有效激发出外聘教师内在驱动力的激励办法,并从薪酬激励、工作激励、培训激励和参与激励等方面对其激励方式进行改进,稳定外聘教师队伍,保持Y民办培训学校在滁州教育培训市场的优势地位。通过对Y民办培训学校外聘教师激励研究,探索激励在Y民办培训学校外聘教师成长中的积极作用,进一步推进Y民办培训学校外聘教师队伍的动态管理,对于解决其他民办培训机构外聘教师激励问题也有一定的借鉴意义。当然,如何有效激励外聘教师是Y民办培训学校乃至各个民营办学机构人力资源管理工作的难点之一,对Y民办培训学校外聘教师激励的改进对策也是一项复杂而艰巨的工作,Y民办培训学校外聘教师激励的改进对策现实效果如何,还需要通过实践检验,故本论文的研究难免有不足之处。
[Abstract]:The industrialization of education is a gradual process. With the deepening of the reform of education industrialization, all kinds of private training schools emerge as the times require. As a non diploma education and training institution, it has an indispensable position in the education market..Y private training school, as a non-governmental non diploma education and training machine, has been known by the first nobody since its founding in 2003. It is difficult to have a certain degree of social recognition in the education market in Chuzhou, and to a large extent, to meet the diversified needs of education and training, and to change the life of more and more learners. Now, the concept of "lifelong learning" has been deeply rooted in the people's mind and became a state of modern people's work and life. In Chuzhou, teaching is a state. The market, the huge market demand and the lower industry enter the threshold, make all kinds of training schools emerge in endlessly, but it is not common to adhere to a certain scale. Modern human resource management theory believes that people are the most important resources of organization, the most potential and performance of the investment. In view of the current situation of running schools in Y private training schools The external teachers are the main body of their teachers. Therefore, the Y private training school has taken the external teachers as the most important resources of the school at the beginning of its founding. It is considered as the core strength of the school development and the resource that the school needs to develop first. The external teachers have undertaken all the teaching work of the private training schools in the Y, and the audience is increasingly high and more and more popular. The demand of diversified training makes the demands of foreign teachers become more and more high. In order to get a place in the increasingly competitive education and training market, Y private training schools need to establish a team of foreign teachers with excellent quality and reasonable title structure,.Y private training school is trying to strengthen the management of foreign teachers and external teachers. The incentive has become the most important part of the management of the external teachers of Y private training schools. This paper aims to combine the motivation theory of MBA with the cognition and experience of the external teachers in Y private training schools, and choose "the theory of demand level", "double factor theory", "achievement needs theory", "expectation theory", "fair theory". Through the investigation of the current status of Y private training schools and the current situation of external teachers' incentive, the author finds out the problems and causes of external teachers' incentive in private training schools in Y, and finds out the shortcomings of the current teachers in Y private training schools, so as to combine the characteristics and needs of the external teachers of the private training schools in Y. In order to find out the incentive measures to effectively stimulate the internal driving force of external teachers, and improve the incentive mode from salary incentive, work incentive, training incentive and participation incentive, we can stabilize the external teachers' team and maintain the advantage of Y private training school in Chuzhou education and training market. Through the Y private training school, The active role of motivation in the growth of external teachers in Y private training schools is explored, and the dynamic management of the external teachers' team of Y private training schools is further promoted. It also has certain reference significance for solving the external teachers' incentive problems of other private training institutions. Of course, how to effectively motivate external teachers is Y private training. One of the difficulties in the human resource management of the training schools and even the private run schools is also a complex and arduous task for the improvement of the external teachers of the Y private training schools. How to improve the practical effects of the improvement countermeasures for the external teachers of the private training schools in the private training schools must be tested through practice, so the research of this paper is unavoidable. There are some inadequacies.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：G522.72

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