青海高职院校教师人力资源管理研究——以青海a职院为例.docx

目 录
中文摘要····························································································· I 英文摘要···························································································· II 目录··························································································· III 第一章 绪论 1
第一节选题的背景及意义····································································1
第二节国内外相关文献综述································································4
第三节研究方法和创新点···································································9
第二章人力资源管理相关理论概述······················································· 12
第一节人力资源管理理论································································· 12
第二节高职院校教师人力资源管理····················································· 16 第三章 青海 A 职院教师人力资源管理现状与存在问题分析························ 21 第一节青海 A 职院组织机构及人力资源状况········································ 21 第二节青海 A 职院教师人力资源管理中存在的问题······························· 30 第三节青海 A 职院教师人力资源管理问题的成因·································· 37 第四章 青海 A 职院教师人力资源管理的对策·········································· 41 第一节转变管理理念、优化管理机制················································· 41 第二节调整结构比例加大培训力度··················································· 44 第三节建立健全有效的激励机制························································ 47 第四节建立科学的薪酬评估管理机制················································· 50 第五节改善 A 职院教师人力资源的外部环境········································ 52 结 语··························································································· 54 参考文献··························································································· 55 附 录··························································································· 58 致 谢··························································································· 59
III
第一章 绪论
第一节选题的背景及意义
一、选题的背景
高等院校作为一种社会的组织形式,其根本目的就是为了提高一个民族的素质、取得更多的社会财富,高等院校的作用归根结底是要通过教师的劳动体现出来。1985 年《中共中央关于教育体制改革的决定》中明确提出:“逐步建立起一个从初级到高级,行业配套、结构合理又能与普通教育结构