天津市中职学校师资队伍建设问题与对策研究

发布时间：2018-06-09 17:30

本文选题：中职学校 + 师资队伍　；参考：《天津大学》2014年硕士论文

【摘要】：随着我国经济结构的调整，社会对于技术工人的需求不断增加。天津市作为京津冀区域一体化发展的第二大引擎，承载着服务环渤海，辐射“三北”的重要使命。而滨海新区作为国家战略，在不断深化综合配套改革，着力增强经济社会发展的动力活力的过程中，也需要大量的技能型人才作为依托。中职教育作为职业教育中的重要组成部分，其作用日益凸显，提高中职教育质量，培养高素质人才的关键在于中职学校的师资队伍。研究天津市中职学校师资队伍建设问题对于提高中职学校人才培养质量，为天津经济发展培养高素质技术人才，助力天津社会经济发展具有重要作用。本文采取文献法、案例分析法及深度访谈等研究方法，在对基本概念和理论进行阐述的基础上，对天津市中职学校师资队伍现状及师资队伍建设进展进行了系统分析，并且以天津市第二商业学校为例，对中职学校师资队伍建设中存在的问题以及原因进行论述。通过对师资队伍数量、年龄、学历、双师型教师比例及教师的企业工作经验等数据进行分析。从而得出由于教师来源较为单一、师资培训相对滞后、懈怠思想比较严重，以及职业规划及激励机制不够健全等原因，导致了教师队伍结构不尽合理、缺乏实际操作经验及存在一定倦怠情绪等问题。针对天津市中职学校师资队伍建设中存在的问题及原因分析结果，将中职学校师资队伍建设分为师资的引进、师资的培养、师资的激励和师资的评价考核四个维度，从引才、育才、留才几个方面提出通过拓宽教师引进渠道、打造兼职教师队伍、完善培训体系、扩大校企合作、落实绩效工资、针对教师的实际需求完善对教师的激励机制，，营造教师成长成才的良好环境，期望能够对稳定中小型中职学校师资队伍，提升师资队伍水平产生一定效果。
[Abstract]:With the adjustment of China's economic structure, the social demand for skilled workers is increasing. As the second engine of the regional integration of Beijing, Tianjin and Hebei, Tianjin is carrying the important mission of serving the Bohai Sea and radiating the "three north". As a national strategy, Binhai New area needs a large number of skilled talents to rely on in the process of deepening the comprehensive reform and strengthening the dynamic force of economic and social development. As an important part of vocational education, secondary vocational education plays an increasingly prominent role. The key to improve the quality of secondary vocational education and cultivate high-quality talents lies in the teaching staff of secondary vocational schools. The study on the construction of teachers in secondary vocational schools in Tianjin plays an important role in improving the quality of talents training in secondary vocational schools, cultivating high-quality technical talents for the economic development of Tianjin, and promoting the social and economic development of Tianjin. Based on the analysis of the basic concepts and theories, this paper makes a systematic analysis of the present situation of the teaching staff and the progress of the construction of the teaching staff in the secondary vocational schools in Tianjin. Taking the second Business School of Tianjin as an example, this paper discusses the problems and reasons in the construction of teachers in secondary vocational schools. Through the analysis of the number of teachers, age, educational background, the ratio of double-qualified teachers and teachers' corporate work experience. It is concluded that the teachers' structure is not reasonable because of the single source of teachers, the lagged teacher training, the serious slacking thought, and the imperfect career planning and incentive mechanism. Lack of practical experience and some problems such as burnout. In view of the problems existing in the construction of teachers in secondary vocational schools in Tianjin and the analysis of the causes, the construction of teachers in secondary vocational schools is divided into four dimensions: the introduction of teachers, the cultivation of teachers, the encouragement of teachers and the evaluation and assessment of teachers. In order to improve the incentive mechanism for teachers, we should broaden the channels of introducing teachers, build part-time teachers, perfect the training system, expand the cooperation between schools and enterprises, implement the performance pay, and improve the incentive mechanism for teachers according to the actual needs of teachers. To create a good environment for teachers to grow and become talented is expected to have certain effect on stabilizing the teaching staff and improving the level of teachers in middle and small secondary vocational schools.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G715.1

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