Abstract
Abstract
Vocational education as a platform of training the professional technical personnel
for the companies plays a vital role in booming economy. Vigorously developing
vocational education has become the focus of the work for Ministry of Education,
Ministry of Labor and Social Security. Meanwhile, a lot of relevant policies also have
been introduces to support and encourage the vocational education. Under the policy
context of vigorously developing vocational education, the private higher vocational
education in China has shown a good momentum of rapid development and has occupied
half of the higher education market. It is true that the vocational education plays an
important key in providing the professional personnel of production, management,
service for companies. Although we can say private higher vocational college is also
higher education,but the whole education process including administration and
management has a typical enterprise features. Similar to company,the private higher
vocational school is an economy system with legally established, independent,
independent accounting, self-financing. With the increases of the numbers of the higher
education school and decreases of the numbers of the total students,the private higher
vocational school is facing the fierce market competition like enterprises.
As we all known, the development of the school relies on the talents and the training
of the talents relies on the policy. The research results from Harvard University experts
show that the potential of the teacher only plays 20% ■ 30% and may even cause the
opposite effect in the absence of a stimulating environment, while in the appropriate
incentive environment, the potential of the teacher can plays 80% - 90%. Thus, if there is
no good effective incentive mechanism, it would be a tremendous waste of resources for
the school. HS School is a private higher vocational college,who is invested and run by
the famous Guangzhou A group. In this context, digging the potential of the teachers,
folly mobilizing the enthusiasm of their work,initiative and creativity to improve the
quality of teaching, building a talented team is a major issue for the leader of HS School.
The key point of this project is how to implement effective personnel training incentives.
Therefore,for the HS school,the research on incentive problem of employee has
important practical significance.
This thesis consists of the following six chapters: the first chapter introduces the
background and significance of our study from the perspective of the national policies,
social demand for skilled personnel and the self-development needs of college; Chapter
hi
广东工业大学顼士学位论文
丰富竞赛激励细节,并加以适当的负激励配合,形成一套完整的激励系统。第五部
分是HS学院激励机制方案实施效果预测及可能出现的问题,预测了方案顺利实施
将给HS学院带来的改变,客观分析了可能出现的问题,并提出了确保方案顺利实
施的保障;第六部分是结论,归纳了本研究得出的主要结论

关键词:A集团附属HS学院;教师;激励问题;激励机制
II
摘要
职业教育作为培养企业发展所需的技术人才的载体,对经济发展起着至关重要
的作用,大力发展高职教育,已成为教育部、劳动和社会保障部工作的重点,亦得
到许多相关政策的支持与鼓励。在此国家大力发展职业教育的政策背景下,我国民
办高等职业教育呈现出快速发展的良好态势,已占据了高等教育半壁江山,为培
养”生产、经营管理、服务业第一线高素质技能型人才发挥着重要作用。民办高等
职业学院虽然也是高等教育,但从其教育管理和经营管理的全过程看,具有典型的
企业特征。它和企业一样,是“依法设立、自主经营、独立核算、自负盈亏”的经济
体。面对学校日渐增多,而生源逐年减少的现状,民办高职院校也同企业一样面临
着剧烈的市场竞争。如何在剧烈的竞争中占据一席之地、脱颖而出是其面临的巨大
挑战

众所周知,学院的发展靠人才,人才的培养靠政策。来自美国哈佛大学专家的
研究发现,在缺乏激励的环境中,教师的潜力仅能发挥20%--30%,甚至可能还会
引起反效果;而在适宜的激励环境下,同样的教师潜力却能发挥80%--90%。由此
可见,没有良好有效地激励机制,对学校来说是一种巨大的资源浪费。A集团附属
HS学院是一所由著名广州A集团投资创立的民办高职院校。在此背景下,深入挖
掘教师潜力,充分调动其工作积极性、主动性、创造性,提髙教学质量,建设一支
优秀的人才队伍是A集团附属HS学院领导人面临的重大课题。而其关键就是实施
有效地人才培养激励机制。因此对A集团附属HS学院员工激励问题的研究具有重
要现实意义

本文共分为六个部分。第一部分是绪论,从国家政策、社会对技能型人才需求
以及学院自身发展需要角度阐述了研究的背景和意义,并介绍了本文的研究思路、
框架和研宄方法等;第二部分是相关概念的界定及文献综述,介绍了民办高职院校、
激励、激励机制及相关激励理论以及当前激励理论在院校运用的现状;第三部分是
A集团附属HS学院激励情况分析,介绍了 HS学院目前发展及现有人力资源现状,
并作了激励机制教师满意度调查,分析了其在激励机制方面存在的问题和原因;第
四部分是HS学院激励机制的构建和优化,主要针对HS学院教师的特性,阐述了
HS学院教师激励机制设计的思路和原则以及具体内容针,提出从薪酬入手,提高教
师总体待遇水平,加入绩效考核激励,重视情感激励,完善晋升、培训及进修激励,
I
广东工业大学硕士学位论文
II introduces the private vocational colleges,incentives, incentives mechanism and
related incentive theory and the application of incentive theory in the institute; Chapter
III studies the application of incentive in HS School of A group, introduces the current
status of existing human resources and the current development of HS School, makes the
surveys of satisfaction, analyzes the problems and the reasons for its current incentives;
Based on the features of HS faculties, Chapter IV characteristics the idea and principles
of incentives design,and constructs the incentive scenario for HS School. Starting with
the salary, we suggest to form a complete inventive systems including improving the
overall level of treatment of teachers, adding performance incentive, attention to
emotional motivation, improve promotion, training and education incentives, rich
incentive contest details with some appropriate negative incentives; Chapter V predicts
the changes of HS school after the implementation of the program, analyzes the possible
problems objectively,and proposes the safeguards to ensure the implementation of the
program smoothly; Chapter VI summarizes the conclusions.
Key words: HS school; teachers; incentive problems; incentives mechanism