Y学院人力资源管理模式研究

【作者】 赵霞；

【导师】 高寿柏； 曲吉林；

【作者基本信息】 山东师范大学 ， 工商管理（专业学位）， 2014， 硕士

【摘要】 随着我国社会主义市场经济的发展和教育体制的深化改革，国家提出大力发展民办高等教育，并要求各级政府要高度重视民办高等职业教育，把发展民办高等职业教育作为重要的工作职责。这体现了国家大力发展民办高等职业教育的决心，也是民办高等职业教育逐步走上可持续发展道路的重要保障。在国家政策的大力支持下，我国民办高等职业教育兴起并发展迅速，民办高等职业教育作为一支新生的力量，已经发展到初具规模，并开始进入稳定发展阶段。目前，作为以“就业为导向”的民办高等职业教育，已经成为普通高等职业教育必不可少的有益补充。民办高等职业教育是利用非国家财政性经费，由个人或社会团体出资，面向社会举办的高等职业教育。从管理和经营来看，和现代企业的经营管理颇为相似。和现代企业一样，民办高等职业学校同样面临同类院校的激烈竞争。由于其办学费用是自行筹措，所以在校舍的建设，教学设施的购进，教职工的薪水发放和招生的投入等方面都要有成本投入，所以民办高等职业院校对成本都要有严格的控制。近年来，高考考生在逐年下降，各民办高校面临着激烈的生源的竞争。除此之外，师资、就业、校舍等方面也存在着激烈的竞争。民办高等职业学校要在激烈的竞争中立于不败之地，实现其可持续发展，需借鉴现代企业管理的理念。在二十一世纪，人才是最宝贵的资源，所以人力资源的管理就显得尤为重要。但在民办高等职业教育的发展过程中，越来越多地暴露出人力资源管理方面的种种问题。本文分析了Y学院在人事管理过程中存在的种种问题。由于Y学院缺少专业的人力资源管理部门，学校的人事处就代为行使人力资源管理的职能。但又由于在管理方面缺乏专业性，在行使人力资源管理职能时出现了种种问题，这些问题包括：管理理念落后、测评制度不完善、工资制度不合理、缺乏激励体系和培训体系、缺失员工的职业生涯规划等。本文针对现存的各种制度方面的种种问题，分析了出现这些问题的原因，并提出构建Y学院人力资源管理模式：建设专业化的管理人员队伍，完善测评体系，建立合理的工资体系，创建员工培训体系，建立教职员工职业生涯管理体系等。本文详细介绍了相关人力资源管理理论及管理模式，对相关的概念进行了界定，在相关理论和相关概念的基础上，对Y学院的管理现状进行了分析，针对这些管理中出现的种种问题，分析其原因并提出构建Y学院人力资源管理模式。并对该模式实施的预期效果进行问卷调查，对教职工的满意度数据进行分析，确定了其可行性。更多还原

【Abstract】 With the deepening reform of China’s socialist market economy and the education system,the state proposed to vigorously develop vocational education and required governments at alllevels should attach great importance to private higher vocational education, the development ofprivate higher education as an important job responsibilities.This reflects the strong commitmentto the development of private higher education in our country, and also offers an importantguarantee for the sustainable development of the private higher vocational education. Insupport of national policy, private higher vocational education has been developing rapidly. Asa new force,private higher vocational education has been developed to a certain scale, andbegan to enter the stable development stage. Now, with the employment-orientedphilosophy,private higher vocational education, has become an indispensable common usefulsupplement for higher education in China.Using non-state financial funds, Private higher vocational education is funded byindividuals or social groups, and it is community-oriented vocational education.From amanagement and operating point of view,private higher vocational education and modernenterprise management is quite similar.Like modern enterprises, private higher vocationalschools are also facing fierce competition from similar institutions.Because these schools areself-financing, so the management should consider the cost of the school building, the purchaseof teaching facilities, faculty salary payment and enrollment, etc., and so they will strictly controlthe cost of all expenses in private vocational colleges.In recent years, the examiners of collegeentrance examination has been declining, private higher vocational colleges are facing fiercecompetition for students.In addition, they also faces fierce competition for teachers, employment,school, etc. Private vocational schools should learn from the modern enterprise managementphilosophy if they want to remain invincible in the fierce competition to achieve their sustainabledevelopment.In the twenty-first century, people are the most valuable resources, so the management ofhuman resources is particularly important.But in the process of development of private highervocational education, various aspects of human resource management issues has been exposed.This paper analyzed the problems of Y Vocational College of Human Resource Management inmanagement philosophy, and other aspects of the various systems and analyzed the reason forthese problems.This paper analyzed the problems of Y Vocational College in personnelmanagement process.Y Vocational College lacks professional human resource managementdepartment, the school’s personnel department exercise the function of human resources management.However, due to the lack of professionalism in the management, there have beenproblems in the exercise of the functions of Human Resource Management.These problemsinclude: management philosophy behind the evaluation system is flawed and unreasonable wagesystem, lack of incentives and training systems, lack of career planning for the staff.this paperanalysed various aspects of system problems and the causes of these problems, and proposed tobuild human resource management model of Y vocational college， Building professionalmanagement staff, perfect evaluation system, establish a reasonable wage system, createemployee training system, establish faculty career management system.This paper describes the human resource management theory,management model, anddefined the related concepts. On the basis of relevant theories and concepts this paper analyzedthe management status of Y Vocational College and its reasons.This paper also put forward tobuild the human resources management model of Y Vocational College.And a survey wasmade on the expected effects model and data on faculty satisfaction were analyzed todetermine its feasibility.更多还原