SY职业技术学院教师人力资源管理改进研究

发布时间：2018-01-29 20:48

本文关键词： 高职院校教师人力资源管理改进　出处：《湘潭大学》2013年硕士论文　论文类型：学位论文

【摘要】：高等职业教育作为我国高等教育体系的重要组成部分，在我国社会主义经济建设中起着不可替代的作用。高职院校肩负着为生产、建设、管理、服务等第一线培养高等技术应用性人才的使命，不仅为社会经济的发展提供技术和智力支持，而且也极大地优化了我国的人才结构，有利于促进人才的合理分布。随着我国社会经济的不断发展，高等职业教育的发展已经不能满足时代的需要。知识经济时代，人力资源已经上升到社会的第一资源。教师作为高职院校的重要资源，关系到学校的生存和发展。但是，当前我国高职学院教师的数量、质量、管理状况严重制约了高职院校的办学质量和发展空间。对发达国家高职院校教师人力资源管理的现状进行回顾，并在国内相关专家学者对高职院校教师人力资源管理研究基础之上，文章对SY职业技术学院的教师人力资源管理状况进行了深入的分析，并指出其管理中存在的问题和不足。通过分析发现，学院没有对教师人力资源做出战略性规划；教师招聘程序简单、对应聘者的任职资格要求过低，无法实现优胜劣汰；教师培训进修流于形式，，培训内容陈旧，在时间和资金上没有保证，无法取得预期的培训效果；薪酬分配存在平均主义现象，无法激发教师的工作积极性；教师绩效考核评价体系不够健全，考核结果没有真正做到与教师的晋升、续约、薪酬福利、培训进修机会结合起来。在对SY职业技术学院的教师人力资源管理状况进行分析之后，结合人力资源管理理论知识，提出了相应的改进方案。提出应该建立学院人力资源战略规划，建立健全严格的招聘与淘汰机制，使学院能够招聘到优秀的人才；建立健全科学的培训进修机制，不断提高教师的理论知识水平，同时增加他们的社会实践经验；建立合理的薪酬分配制度，使教师的收入档次能够合理地拉开，同时也将切实提高教师的薪酬水平，实行多样化的福利政策，使学院教师队伍能够得到稳定；完善绩效考核体系，使绩效考核能够全面详实地反映教师的实际工作状况，绩效考核后的奖励政策能极大地提高教师的工作积极性和责任感。通过改进方案，以期能提高学院教师的人力资源管理水平，充分调动教师的教学、科研、社会实践的积极性，不断提升学院的办学质量，促进学院健康可持续发展。
[Abstract]:As an important part of our higher education system, higher vocational education plays an irreplaceable role in the socialist economic construction of our country. Higher vocational colleges shoulder the responsibility of production, construction and management. The mission of training advanced technical applied talents in the front line of service, not only provides technical and intellectual support for the development of social economy, but also greatly optimizes the talent structure of our country. With the development of our social economy, the development of higher vocational education can not meet the needs of the times. Human resources have risen to the first resource of the society. As an important resource of higher vocational colleges, teachers are related to the survival and development of the school. However, at present, the number and quality of teachers in higher vocational colleges in China. The management condition has seriously restricted the quality and development space of higher vocational colleges. This paper reviews the current situation of teachers' human resource management in vocational colleges in developed countries, and studies the human resources management of teachers in higher vocational colleges on the basis of relevant domestic experts and scholars. This paper makes a thorough analysis of the situation of teachers' human resource management in sy Vocational and Technical College, and points out the problems and shortcomings in its management. The college does not make strategic planning for teachers' human resources; The process of teacher recruitment is simple, and the qualification requirements of candidates are too low to achieve the survival of the fittest. Teacher training and further training is a formality, the training content is obsolete, the time and funds are not guaranteed, and the expected training results cannot be achieved; There is equalitarianism in salary distribution, which can not stimulate the enthusiasm of teachers; The evaluation system of teachers' performance evaluation is not perfect, and the evaluation results are not really combined with teachers' promotion, contract renewal, salary and welfare, training and further education opportunities. After analyzing the situation of teachers' human resource management in sy Vocational and Technical College, combined with the theory of human resource management, this paper puts forward the corresponding improvement plan, and puts forward that the strategic planning of human resources should be established. Establish and perfect the strict recruitment and elimination mechanism, so that the college can recruit excellent talents; Establish and perfect scientific training and study mechanism, improve teachers' theoretical knowledge level and increase their social practical experience; The establishment of a reasonable salary distribution system, so that the income level of teachers can be reasonably opened, but also will effectively improve the salary level of teachers, carry out a variety of welfare policies, so that teachers can be stable; Improve the performance appraisal system, so that the performance appraisal can reflect the teachers' actual working condition in detail, and the reward policy after the performance appraisal can greatly improve the teachers' enthusiasm and sense of responsibility. Through improving the program, we hope to improve the level of human resources management of teachers, fully mobilize the enthusiasm of teachers in teaching, scientific research, social practice, and constantly improve the quality of running schools. To promote the Institute's healthy and sustainable development.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G717

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