本文選題：人力資源 + 農(nóng)村教師　； 參考：《中南林業(yè)科技大學(xué)》2013年碩士論文

【摘要】：在建設(shè)社會(huì)主義新農(nóng)村過(guò)程中,國(guó)家加大了對(duì)農(nóng)村建設(shè)的各項(xiàng)政策扶持和財(cái)政支持力度,特別是在農(nóng)村基礎(chǔ)教育方面,逐步建立起義務(wù)教育經(jīng)費(fèi)保障機(jī)制,解決了農(nóng)村基礎(chǔ)教育的硬件設(shè)施問(wèn)題。但與之相對(duì)應(yīng)的是,農(nóng)村基礎(chǔ)教育的軟件設(shè)施建設(shè)卻面臨重大的難題。作為農(nóng)村基礎(chǔ)教育軟件建設(shè)的重要一環(huán),農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)當(dāng)前面臨諸多困境。溫家寶總理曾經(jīng)指出,農(nóng)村教育的關(guān)鍵問(wèn)題是教師問(wèn)題。由此可見(jiàn),農(nóng)村小學(xué)教師對(duì)于農(nóng)村教育發(fā)展起著決定性的作用,而農(nóng)村小學(xué)教師質(zhì)量卻取決于農(nóng)村小學(xué)教師人力資源的開(kāi)發(fā)程度。因此,只有加大農(nóng)村小學(xué)教師人力資源開(kāi)發(fā),不斷提高農(nóng)村小學(xué)教師隊(duì)伍質(zhì)量,才能推動(dòng)農(nóng)村教育更好、更快地發(fā)展,這是論文的研究背景。 本文具有重要的理論意義和實(shí)踐意義,一方面,結(jié)合我國(guó)具體的教育環(huán)境,對(duì)教師人力資源開(kāi)發(fā)進(jìn)行系統(tǒng)研究,是豐富我國(guó)教育領(lǐng)域人力資源開(kāi)發(fā)理論研究的重要途徑。另一方面,以常寧市農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)為研究對(duì)象,以實(shí)證分析為主要研究方法,對(duì)其存在的問(wèn)題進(jìn)行深刻分析,并提出具體的解決方案,這不僅僅可以為常寧市教育行政部門在解決農(nóng)村教育問(wèn)題方面提供決策參考,也可以為提高農(nóng)村義務(wù)教育教學(xué)質(zhì)量提供一定的經(jīng)驗(yàn)借鑒。 本文主要對(duì)農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)的相關(guān)基礎(chǔ)理論、常寧市農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)的現(xiàn)狀、常寧市農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)的對(duì)策與建議三大方面的內(nèi)容展開(kāi)了研究。經(jīng)過(guò)一系列探索,本文得出以下結(jié)論：常寧市農(nóng)村小學(xué)教師人力資源開(kāi)發(fā)主要存在著教師人力資源規(guī)劃缺失、教師招聘與配置不合理、教師培訓(xùn)與開(kāi)發(fā)不足、績(jī)效管理體制不健全、薪酬福利管理失位、勞動(dòng)關(guān)系管理混亂六個(gè)方面的問(wèn)題；針對(duì)這些問(wèn)題,需要采取以下六個(gè)方面的對(duì)策：一是完善農(nóng)村小學(xué)教師人力資源規(guī)劃體系；二是規(guī)范小學(xué)教師招聘,合理配置區(qū)域小學(xué)教師資源；三是建立新型農(nóng)村小學(xué)教師人力資源培訓(xùn)與開(kāi)發(fā)體系；四是構(gòu)建科學(xué)的績(jī)效管理體制；五是制定完善的薪酬福利管理制度；六是立足勞動(dòng)合同法,加強(qiáng)勞動(dòng)關(guān)系管理。 本文最大的創(chuàng)新之處是內(nèi)容創(chuàng)新,從教師人力資源規(guī)劃、教師招聘與配置、教師培訓(xùn)與開(kāi)發(fā)、教師績(jī)效考核管理、教師薪酬管理六大板塊對(duì)農(nóng)村教師人力資源開(kāi)發(fā)進(jìn)行了系統(tǒng)的研究。
[Abstract]:In the process of building a new socialist countryside, the state has increased policy support and financial support for rural construction. In particular, in the field of rural basic education, the government has gradually established a compulsory education funding guarantee mechanism. Has solved the rural elementary education hardware facility question. However, the construction of rural basic education software facilities is faced with major problems. As an important part of rural basic education software construction, the development of human resources of rural primary school teachers is facing many difficulties. Prime Minister Wen Jiabao has pointed out that the key problem of rural education is teachers. It can be seen that rural primary school teachers play a decisive role in the development of rural education, but the quality of rural primary school teachers depends on the development of rural primary school teachers' human resources. Therefore, only by increasing the development of rural primary school teachers' human resources and continuously improving the quality of rural primary school teachers can we promote the rural education to develop better and faster, which is the research background of this paper. This paper has important theoretical and practical significance. On the one hand, it is an important way to enrich the theoretical research of human resource development in the field of education in China by systematically studying the development of human resources of teachers combined with the specific educational environment of our country. On the other hand, taking the human resource development of rural primary school teachers in Changning city as the research object, taking the empirical analysis as the main research method, this paper makes a deep analysis of the existing problems and puts forward concrete solutions. This can not only provide a reference for the educational administrative department of Changning city in solving the problems of rural education, but also provide some experience for improving the quality of compulsory education in rural areas. This paper mainly focuses on the basic theory of the development of human resources of rural primary school teachers, and the present situation of the development of human resources of rural primary school teachers in Changning City. The countermeasures and suggestions of human resource development of rural primary school teachers in Changning City are studied. After a series of explorations, this paper draws the following conclusions: the human resource development of rural primary school teachers in Changning City is mainly lack of teacher human resources planning, unreasonable recruitment and allocation of teachers, insufficient training and development of teachers. The performance management system is not perfect, the compensation and welfare management is out of place, the labor relations management is confused, and the following six countermeasures should be taken in order to solve these problems: first, to perfect the rural primary school teachers' human resource planning system; The second is to standardize the recruitment of primary school teachers, the reasonable allocation of regional primary school teachers resources, the third is to establish a new rural primary school teachers human resources training and development system, the fourth is to build a scientific performance management system; Fifth, perfect salary and welfare management system; sixth, strengthen labor relations management based on labor contract law. The biggest innovation of this paper is the content innovation, from teacher human resource planning, teacher recruitment and allocation, teacher training and development, teacher performance assessment management, This paper makes a systematic study on the development of rural teachers' human resources in six sections of teacher compensation management.
【學(xué)位授予單位】：中南林業(yè)科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：G625.1

【參考文獻(xiàn)】

相關(guān)期刊論文 前9條

1 蔡衛(wèi)中,李興國(guó);高校教師流動(dòng):合理性及其制度創(chuàng)新[J];湖北社會(huì)科學(xué);2004年04期

2 張景臣;;教師人力資本的特征與建設(shè)途徑[J];河南教育(高校版);2008年09期

3 陳敬樸;農(nóng)村教育概念的探討[J];教育理論與實(shí)踐;1999年11期

4 龐麗娟;韓小雨;;我國(guó)農(nóng)村義務(wù)教育教師隊(duì)伍建設(shè):問(wèn)題及其破解[J];教育研究;2006年09期

5 田寶軍;蔣芳;;基于心理契約理論的教師激勵(lì)機(jī)制研究[J];四川師范大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2009年02期

6 任春林;論高校教師隊(duì)伍建設(shè)[J];唐都學(xué)刊;2002年04期

7 劉鈞燕;;國(guó)外教師質(zhì)量和教師激勵(lì)的研究綜述[J];外國(guó)教育研究;2007年10期

8 李敏強(qiáng);;當(dāng)前我國(guó)中小學(xué)教師培訓(xùn)的問(wèn)題與策略思考[J];教育研究與實(shí)驗(yàn).教師教育與管理;2006年03期

9 陶軍明;劉紅英;樊友平;;欠發(fā)達(dá)地區(qū)農(nóng)村中小學(xué)教師流失的政策學(xué)反思——基于中部地區(qū)P縣的調(diào)查[J];教育學(xué)術(shù)月刊;2008年02期

，

本文編號(hào)：2031704