Research, Career-based Independent Institute Teacher Training Mode

With the rapid renewal of knowledge, how to invest in the teachers'human capital through education and training has increasingly become an important subject in human resource management and development. In recent years, the construction of full-time teaching staff in JQ Independent College has developed greatly, but it still can not meet the need, according to the college's strategy. On-the-job training is a main way to human resource development, and also an important form of human capital investment. Thus, it is practically significant not only to the improvement of the core competence of higher education, but also to the construction of full-time teaching staff in JQ Independent College.This paper takes the current situation of full-time teaching staff in JQ Independent College and their on-the-job training as an example. By means of documentation research, questionnaire investigation, interview investigation and cast study, after collecting, sorting, analyzing and concluding the data, this paper makes the conclusion that the on-job-training of full-time teaching staff in JQ Independent College is lacking in systematization, planning, organization guarantee, fund guarantee, training staff and time guarantee. Moreover, the content and form of training are not abundant. And there are not efficient incentive mechanism and evaluation mechanism.On the base of the relative theories involving the disciplines of management, educational economics and education psychology, and according to the current situation and existing problems of on-the-job training of full-time teaching staff in JQ Independent College, the author makes a research on how to improve the on-the-job training system and its corresponding guarantee mechanism. According to the research, for the full-time teaching staff on establishment stage of their career, the on-the-job training system should focus on School-based Training, imitative learning and the improvement of both task performance and contextual performance. For the full-time teaching staff on middle stage of their career, the on-the-job training system should stress on knowledge renewal, creative ability, internal-controlled training, self-development training, the training demand from the staff's work role and their life role, their original knowledge and experience, and their self-efficacy. For the full-time teaching staff on late stage of their career, because of the decreasing of their training demand, the on-the-job training system should aim at motivating their achievement motivation and training demand, creating conditions for their training. To make sure that the on-the-job training develops sustainable and efficient, JQ Independent College should better understand the importance of on-the-job training, set up a serial of rules and regulations and training organizations, ensure the investment in on-the-job training from the organizational level and individual level, create the learning atmosphere in the college, and, build up the training evaluation mechanism.