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论文编号：	1474
作者编号：	2002022
上传时间：	2010/5/18 15:53:21
中文题目：	青年教师职业生涯发展规划调查研究
英文题目：	young teachers career development management career development plan investigation and research
指导老师：	赵敬
中文关键字：	青年教师 职业生涯发展管理 职业生涯发展规划 调查研究
英文关键字：	young teachers career development management career development plan investigation and research
中文摘要：	当今世界经历着飞速的变化，教师职业正面临着前所未有的压力，青年教师作为青年人中的一个群体，带有当代青年人共同的心理特征，他们有强烈的主体意识、追求被尊重，追求个人利益和组织利益的双赢。在这种社会背景下，要想提升青年教师对学校和教育事业的忠诚度，很重要的方面就是帮助青年教师进行职业生涯发展规划，只有这样，青年教师才能在自身发展得以满足的前提下，最终推动学校和整个教育事业的发展。 但是由于教育系统的封闭，在现代企业中广泛应用的职业生涯管理理论和技术在教育系统内还是一个新兴事物，上至教育主管部门、学校领导层，下至青年教师本人大都没有认识到职业生涯管理和规划的重要意义，对职业生涯管理和规划的知识和理论则更是欠缺。 由于本文作者在基础教育领域工作了八年，曾经先后在两所市重点中学任教，对中学教育系统的现状有比较深刻的了解，也曾目睹很多优秀的青年教师因为看不到个人发展而改行和跳槽。作者正是想通过本文的论述唤起教育主管部门、各学校管理层以及青年教师本人对职业生涯管理和规划的重视，并以此推动教育行业人力资源管理水平的提升。 本文共分四章。第一章论述了青年教师职业生涯发展规划研究的时代背景、研究的必要性和研究的意义。第二章在大量文献研究的基础上对国内外教师职业生涯发展管理和规划的理论和实践进行了回顾。第三章在天津中学问卷调查和访谈的基础上做出了员工满意度、青年教师培训需求、青年教师职业生涯规划等方面的分析。第四章在上述分析的基础上作者提出了在我国现阶段促进中学青年教师职业生涯发展的三点建议： 1. 建议政府和教育主管部门为青年教师职业生涯规划提供支持。一是为青年教师职业生涯规划提供政策支持；二是鼓励非政府性教师组织的建立；三是将职业生涯规划课程列入师范生和教师继续教育必修课之列，让所有青年教师都有机会掌握职业生涯规划知识和方法。 2. 建议开展以学校为主体的职业生涯管理工作。一是在新教师入职前结合美国校长协会提出的“四阶段”入职法和本校实际进行规范的入职培训；二是在青年教师职业发展初期测评他们的职业锚，据此为他们安排符合职业锚类型的岗位，并为他们指派“职业生涯发展导师”，一方面规范他们的教学工作，另一方面随时指点他们的职业生涯发展；三是在青年教师职业发展中期由直接上司和“职业发展导师”帮助他们他们选择适合的职业发展道路，提供各种有效的在职培训，并由学校人事部门或专门机构提供专业的职业发展咨询。 3. 建议进行以青年教师为主体的个人职业生涯发展规划。作者对青年教师进行个人职业生涯发展规划的意义、步骤、以及职业目标制定的注意事项进行了论述，并介绍了青年教师如何通过有效的时间管理为职业生涯发展奠定基础，如何处理好健康与工作的关系，以及女性青年教师如何实现成功人生等方面的问题。
英文摘要：	Our world is a changing world. Teachers are facing more pressure than before. As a group of today’s youth, young teachers have the same mental character with others. They have strong self-consciousness, pursue being respected and the Win-win of both personal and organizational interests. Under this kind of social background, helping young teachers to plan their careers is a very important part of increasing young teachers’ loyalty toward educational cause. Only after young teacher’s self development goal being met, school and the cause of education will be finally developed. Because of the obturation of education system, the Career Management theory and technology which widely be used in modern enterprises is still a new thing for education system. Education department, executive level of schools and young teachers themselves are not aware of the important of Career Management and are short of the knowledge and theory of it. The author of this paper has more than eight years working experience in basic education field and has worked in two key schools in Tianjin. She knew the status quo of middle school very well and has learned some outstanding young teachers quit from education system because of shorting opportunities of personal development. The author tries to arouse them thinking much of Career Management, and accelerate the improvement of Human Resource Management in education field. This paper is made up of four chapters. In the first chapter, the author explained the age background, the necessity and the meaning of this research. In the second chapter, the author introduced theories and practice in Career Management at home and broad. In the third chapter, the author analyzed the degree of teachers’ satisfaction, the training needs of young teachers and Career Plan of them based on the investigations and interviews in Tianjin High School. In the last chapter, the author gave three pieces of advice: 1. Educational department should give some policy supports for young teachers’ Career Plan. The first is government should make some new policies on teachers’ Career Plan. The second is non-governmental organizations of teachers should be build up. The third is career guide courses should be made into the required courses list of students in normal universities and teacher’s continue education, and let all young teachers have chances to learn Career Plan. 2. High school should develop Career Management. The first is to give new teachers normative introduction training before being an eligible teacher. The second step is to give them suitable position based on their Career Anchor and assign them a “Career Develop Tutor”, who can help them both in teaching and career development. The third is that young teachers’ supervisor and their “Career Develop Tutor” should help them to make their career plan, and choose the proper career develop route, and give them efficient on-job training and professional consultation. 3. Young teachers themselves should make their personal career development plan. The author addressed the meaning and steps of personal career plan, the principle of making career goal, how young teachers lay a firm foundation for career development through efficient time management, how to deal with the relationship of health and working, and how young women achieve the successful life.
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