【摘要】：自二十一世紀(jì)以來,獨(dú)立學(xué)院作為高等教育新的辦學(xué)模式,已經(jīng)成為我國教育事業(yè)重要的組成部分。如何進(jìn)行質(zhì)量建設(shè),提高辦學(xué)質(zhì)量,是我國獨(dú)立學(xué)院面臨的一個重要挑戰(zhàn)。提高辦學(xué)質(zhì)量,就需要建立有效的人力資源激勵機(jī)制,以最大限度的提高人力資源的積極性。為了達(dá)到這個目標(biāo),就需要滿足他們的需求、提高其工作的積極性,引導(dǎo)他們不斷創(chuàng)新,只有這樣才能提高教學(xué)質(zhì)量,實現(xiàn)教育目的。 本文以我國獨(dú)立學(xué)院人力資源激勵機(jī)制為研究主題,首先介紹了研究的背景和意義,研究的內(nèi)容和方法,及與論文相關(guān)的激勵理論。然后對我國獨(dú)立學(xué)院人力資源激勵機(jī)制的現(xiàn)狀與問題進(jìn)行了分析,目前獨(dú)立學(xué)院激勵機(jī)制存在的問題有：薪酬體系缺少激勵性；績效考核機(jī)制不科學(xué);培訓(xùn)激勵措施不夠；激勵方式單一,注意短期激勵,忽視職業(yè)生涯長期激勵等,導(dǎo)致激勵機(jī)制運(yùn)行不暢,效率不高。最后,遵循激勵機(jī)制建立的原則,參照馬斯洛的需求層次論、赫茲伯格的雙因素理論和弗魯姆的期望理論,提出了完善我國獨(dú)立學(xué)院人力資源管理激勵機(jī)制模式的對策。對策建議有：建立“以人為本”的大學(xué)文化,建立文化激勵機(jī)制；完善培訓(xùn)激勵機(jī)制,加強(qiáng)對人力資本的投入和開發(fā)；建立科學(xué)、合理的績效考核激勵機(jī)制；建立豐富有競爭力的寬帶薪酬激勵機(jī)制；加強(qiáng)對年輕教師的職業(yè)生涯管理。本文認(rèn)為,要提高人力資源的工作積極性,需要建立一套適合獨(dú)立學(xué)院自身實際、操作性強(qiáng)的人力資源激勵機(jī)制體系,只有這樣才能實現(xiàn)“優(yōu)才優(yōu)用,優(yōu)勞優(yōu)酬”,使優(yōu)秀人才盡快成長并充分發(fā)揮他們的才干。
[Abstract]:Since 21 century, as a new mode of running higher education, independent college has become an important part of education in our country. How to carry out quality construction and improve the quality of running a school is an important challenge faced by independent colleges in China. To improve the quality of running a school, it is necessary to establish an effective human resource incentive mechanism to maximize the enthusiasm of human resources. In order to achieve this goal, it is necessary to meet their needs, improve their enthusiasm for work and guide them to innovate constantly. Only in this way can the quality of teaching be improved and the aim of education realized. This paper takes the human resource incentive mechanism of independent colleges in China as the research topic. Firstly, it introduces the background and significance of the research, the contents and methods of the research, and the incentive theory related to the paper. Then it analyzes the current situation and problems of human resource incentive mechanism in independent colleges in China. At present, the problems of incentive mechanism in independent colleges are: lack of incentive in salary system, unscientific performance appraisal mechanism, insufficient incentive measures in training; Single incentive mode, pay attention to short-term incentive, neglect career long-term incentive, etc., resulting in the mechanism of incentive operation is not smooth, efficiency is not high. Finally, in accordance with the principle of establishing incentive mechanism, referring to Maslow's hierarchy of demand theory, Herzberg's two-factor theory and Fromm's expectation theory, the author puts forward some countermeasures to perfect the incentive mechanism model of human resources management in independent colleges in China. The countermeasures and suggestions are as follows: establishing "people-oriented" university culture, establishing cultural incentive mechanism, perfecting training incentive mechanism, strengthening investment and development of human capital, establishing scientific and reasonable performance appraisal incentive mechanism; Establish a competitive broadband salary incentive system and strengthen career management for young teachers. This paper holds that in order to improve the enthusiasm of human resources, it is necessary to set up a set of human resource incentive mechanism system which is suitable for the actual situation and strong operation of independent colleges. Only in this way can we realize "excellent use, excellent labor and good pay". Make excellent talents grow as soon as possible and give full play to their talents.
【學(xué)位授予單位】：云南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2

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