民辦高校教師人力資源管理問(wèn)題研究.doc
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民辦高校教師人力資源管理問(wèn)題研究,最新論文摘要我國(guó)民辦高等教育已經(jīng)成為中國(guó)高等教育事業(yè)的重要組成部分,但近幾年,民辦教育的發(fā)展開始出現(xiàn)“下滑”現(xiàn)象,部分民辦高校招生日益困難,甚至已經(jīng)面臨倒閉的風(fēng)險(xiǎn),這一現(xiàn)象引起教育界的廣泛關(guān)注。盡管中國(guó)民辦教育出現(xiàn)“蕭條”現(xiàn)象的原因十分復(fù)雜,但最根本原因還是不少民辦高校本身辦學(xué)水平不高、...
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民辦高校教師人力資源管理問(wèn)題研究
最新論文
摘 要
我國(guó)民辦高等教育已經(jīng)成為中國(guó)高等教育事業(yè)的重要組成部分,但近幾年,民辦教育的發(fā)展開始出現(xiàn)“下滑”現(xiàn)象,部分民辦高校招生日益困難,甚至已經(jīng)面臨倒閉的風(fēng)險(xiǎn),這一現(xiàn)象引起教育界的廣泛關(guān)注。盡管中國(guó)民辦教育出現(xiàn)“蕭條”現(xiàn)象的原因十分復(fù)雜,但最根本原因還是不少民辦高校本身辦學(xué)水平不高、教育質(zhì)量缺乏競(jìng)爭(zhēng)力。由于決定一所學(xué)校辦學(xué)水平和教育質(zhì)量的關(guān)鍵因素是其師資力量,面對(duì)日趨激烈的教育競(jìng)爭(zhēng),民辦高校要走出生存與發(fā)展中的困境,必須重視師資隊(duì)伍的管理與建設(shè)。眾多學(xué)者的理論研究與初步實(shí)踐已經(jīng)證明:民辦高校可以合理引進(jìn)和科學(xué)運(yùn)用企業(yè)人力資源管理的先進(jìn)理念與辦法,觀念上要將教師人力資源視為學(xué)校眾多人力資源的第一資源,而管理手段上則要從傳統(tǒng)的人事管理轉(zhuǎn)變?yōu)楝F(xiàn)代的人力資源管理。
本研究以民辦高校教師人力資源管理的主要問(wèn)題作為研究對(duì)象,綜合運(yùn)用了文獻(xiàn)研究法、比較研究法、案例研究法、以及歷史研究法等對(duì)其進(jìn)行較全面的闡述。論文首先從歷史的角度通過(guò)追溯教師人力資源管理思想的起源、改革與發(fā)展歷程闡述了對(duì)“教師人力資源”和“教師人力資源管理”的理解;然后通過(guò)一一分析比較教師人力資源與企業(yè)人力資源、公辦高校教師以及民辦高校內(nèi)部其他人力資源的區(qū)別,分析和界定了民辦高校教師人力資源的特殊性,從而創(chuàng)造性地將民辦高校教師人力資源的管理問(wèn)題劃分開來(lái)視作一個(gè)獨(dú)立的領(lǐng)域加以專門性研究;基于民辦高校人力資源的獨(dú)特性,本文緊接著提出民辦高校教師人力資源管理幾大不可分割的主要方面,即“選人、用人、育人和留人”, 同時(shí)指出我國(guó)民辦高校在這幾大方面目前所面臨的瓶頸問(wèn)題以及出現(xiàn)這些問(wèn)題的內(nèi)因和外因。最后,該文針對(duì)已經(jīng)提出的主要問(wèn)題重點(diǎn)探索一些具有可操作性的具體方案:即通過(guò)對(duì)教師人才的合理選拔不斷調(diào)整和優(yōu)化整個(gè)教師人力資源的結(jié)構(gòu);通過(guò)對(duì)現(xiàn)有教師的科學(xué)使用與培養(yǎng)使教師資源得到增值和再生;以及通過(guò)對(duì)教師的激勵(lì)與人文關(guān)懷穩(wěn)定現(xiàn)有教師資源并激發(fā)其活力和創(chuàng)造性。
通過(guò)本研究進(jìn)一步證明:加強(qiáng)教師人力資源的管理無(wú)論對(duì)教師個(gè)人、學(xué)校本身還是整個(gè)社會(huì)教育的發(fā)展都具備重大意義。民辦高校必須迅速改變觀念,特別加強(qiáng)對(duì)現(xiàn)有教師人力資源的管理與開發(fā),不僅要科學(xué)選人、用人,更要通過(guò)各種培養(yǎng)方式和激勵(lì)手段穩(wěn)住人才、發(fā)展人才。
關(guān)鍵詞:民辦高校;人力資源管理;教師人力資源;激勵(lì)
Abstract
Playing a very important role in China’s higher education, the sustainable development of private education should be greatly concerned. In recent years, however, China’s private higher education has transformed into a recessional period from its previous thriving period due to some reasons, which has seriously threatened its existence as well as its future development. Teaching quality, which is decided by all the teachers of a school, serves as life and soul of a school’s prospect, so it is vital for private colleges to improve their teaching level by valuing their teacher’s needs, personal growth, as well as their career development. Facing the cruel and fierce competition among colleges and universities, private colleges must explore some creative approaches to solve the existing problems and get ready for a brand-new developing period of education. Applying some advanced theories of Human Resource to the course of teachers’ management can help some private colleges walk out of the present difficulties. When applying those theories, private colleges must, on the one hand, take teachers as the first human resource; on the other hand, they must turn the conventional way of managing teachers into the modern one, the core of which is that the schools should concern more about their teachers’ human nature.
This research synthesize the utilization of literature reference,history research, comparative research and case study approach. Starting from tracing back to the origin and development of the theory of Human Resource, as well as its application and reformation in the field of teacher’s management from the establishment of new China to the present, this thesis states some major aspects of teachers’ management, which include the selection, using, cultivation, and stabilization of teachers. The study stresses the uniqueness of teachers’ management in private colleges by identifying the different features among staff of ventures, teachers of private colleges and other staff working for private colleges. On the basis of the above research, the paper also tenders private colleges’ major problems of managing teachers, analyzes some relative causes of each, and quests some effective solutions for each problem.
This study can further prove that enhancing the management of teachers has great significance for improving teachers’ personal ability, the colleges ’competitiveness,
as well as the prospect of the whole nation.Therefore, private colleges must value teachers as the first human resource among other human resources and,for quite a long period, perceive the enhancement of teachers’ management as their primary task,which can not only help them out of the present difficulties but also ensure their long-term development.
Key words:private colleges;human resource management;
human resource in teaching; motivation
目 錄
第一章 緒論 1
第一節(jié) 問(wèn)題的提出與研究意義 1
第二節(jié) 相關(guān)文..
最新論文
摘 要
我國(guó)民辦高等教育已經(jīng)成為中國(guó)高等教育事業(yè)的重要組成部分,但近幾年,民辦教育的發(fā)展開始出現(xiàn)“下滑”現(xiàn)象,部分民辦高校招生日益困難,甚至已經(jīng)面臨倒閉的風(fēng)險(xiǎn),這一現(xiàn)象引起教育界的廣泛關(guān)注。盡管中國(guó)民辦教育出現(xiàn)“蕭條”現(xiàn)象的原因十分復(fù)雜,但最根本原因還是不少民辦高校本身辦學(xué)水平不高、教育質(zhì)量缺乏競(jìng)爭(zhēng)力。由于決定一所學(xué)校辦學(xué)水平和教育質(zhì)量的關(guān)鍵因素是其師資力量,面對(duì)日趨激烈的教育競(jìng)爭(zhēng),民辦高校要走出生存與發(fā)展中的困境,必須重視師資隊(duì)伍的管理與建設(shè)。眾多學(xué)者的理論研究與初步實(shí)踐已經(jīng)證明:民辦高校可以合理引進(jìn)和科學(xué)運(yùn)用企業(yè)人力資源管理的先進(jìn)理念與辦法,觀念上要將教師人力資源視為學(xué)校眾多人力資源的第一資源,而管理手段上則要從傳統(tǒng)的人事管理轉(zhuǎn)變?yōu)楝F(xiàn)代的人力資源管理。
本研究以民辦高校教師人力資源管理的主要問(wèn)題作為研究對(duì)象,綜合運(yùn)用了文獻(xiàn)研究法、比較研究法、案例研究法、以及歷史研究法等對(duì)其進(jìn)行較全面的闡述。論文首先從歷史的角度通過(guò)追溯教師人力資源管理思想的起源、改革與發(fā)展歷程闡述了對(duì)“教師人力資源”和“教師人力資源管理”的理解;然后通過(guò)一一分析比較教師人力資源與企業(yè)人力資源、公辦高校教師以及民辦高校內(nèi)部其他人力資源的區(qū)別,分析和界定了民辦高校教師人力資源的特殊性,從而創(chuàng)造性地將民辦高校教師人力資源的管理問(wèn)題劃分開來(lái)視作一個(gè)獨(dú)立的領(lǐng)域加以專門性研究;基于民辦高校人力資源的獨(dú)特性,本文緊接著提出民辦高校教師人力資源管理幾大不可分割的主要方面,即“選人、用人、育人和留人”, 同時(shí)指出我國(guó)民辦高校在這幾大方面目前所面臨的瓶頸問(wèn)題以及出現(xiàn)這些問(wèn)題的內(nèi)因和外因。最后,該文針對(duì)已經(jīng)提出的主要問(wèn)題重點(diǎn)探索一些具有可操作性的具體方案:即通過(guò)對(duì)教師人才的合理選拔不斷調(diào)整和優(yōu)化整個(gè)教師人力資源的結(jié)構(gòu);通過(guò)對(duì)現(xiàn)有教師的科學(xué)使用與培養(yǎng)使教師資源得到增值和再生;以及通過(guò)對(duì)教師的激勵(lì)與人文關(guān)懷穩(wěn)定現(xiàn)有教師資源并激發(fā)其活力和創(chuàng)造性。
通過(guò)本研究進(jìn)一步證明:加強(qiáng)教師人力資源的管理無(wú)論對(duì)教師個(gè)人、學(xué)校本身還是整個(gè)社會(huì)教育的發(fā)展都具備重大意義。民辦高校必須迅速改變觀念,特別加強(qiáng)對(duì)現(xiàn)有教師人力資源的管理與開發(fā),不僅要科學(xué)選人、用人,更要通過(guò)各種培養(yǎng)方式和激勵(lì)手段穩(wěn)住人才、發(fā)展人才。
關(guān)鍵詞:民辦高校;人力資源管理;教師人力資源;激勵(lì)
Abstract
Playing a very important role in China’s higher education, the sustainable development of private education should be greatly concerned. In recent years, however, China’s private higher education has transformed into a recessional period from its previous thriving period due to some reasons, which has seriously threatened its existence as well as its future development. Teaching quality, which is decided by all the teachers of a school, serves as life and soul of a school’s prospect, so it is vital for private colleges to improve their teaching level by valuing their teacher’s needs, personal growth, as well as their career development. Facing the cruel and fierce competition among colleges and universities, private colleges must explore some creative approaches to solve the existing problems and get ready for a brand-new developing period of education. Applying some advanced theories of Human Resource to the course of teachers’ management can help some private colleges walk out of the present difficulties. When applying those theories, private colleges must, on the one hand, take teachers as the first human resource; on the other hand, they must turn the conventional way of managing teachers into the modern one, the core of which is that the schools should concern more about their teachers’ human nature.
This research synthesize the utilization of literature reference,history research, comparative research and case study approach. Starting from tracing back to the origin and development of the theory of Human Resource, as well as its application and reformation in the field of teacher’s management from the establishment of new China to the present, this thesis states some major aspects of teachers’ management, which include the selection, using, cultivation, and stabilization of teachers. The study stresses the uniqueness of teachers’ management in private colleges by identifying the different features among staff of ventures, teachers of private colleges and other staff working for private colleges. On the basis of the above research, the paper also tenders private colleges’ major problems of managing teachers, analyzes some relative causes of each, and quests some effective solutions for each problem.
This study can further prove that enhancing the management of teachers has great significance for improving teachers’ personal ability, the colleges ’competitiveness,
as well as the prospect of the whole nation.Therefore, private colleges must value teachers as the first human resource among other human resources and,for quite a long period, perceive the enhancement of teachers’ management as their primary task,which can not only help them out of the present difficulties but also ensure their long-term development.
Key words:private colleges;human resource management;
human resource in teaching; motivation
目 錄
第一章 緒論 1
第一節(jié) 問(wèn)題的提出與研究意義 1
第二節(jié) 相關(guān)文..
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