Research On The Problems Of Human Resources Management Of The Special-post Teachers In X County Henan Province

The level of teachers is a key factor affecting the development of rural compulsory education.In order to solve the current shortage of the total rural teachers and the problem of irrational structure,to promote the balanced development of urban and rural education,our country started to carry out the "special post plan" in poor rural areas in 2006.The teachers overall education level is higher than ever,because they have learned the learning theory of systematic knowledge at the University.It is easy for them to accept the new ideas and new technologies.They bring a new passion and vitality to the rural basic education,promoting the reform of recruitment mechanism of teachers in rural areas and alleviating the problem of employment of University Students to some extent.President Xi Jin ping once said "the wise men who was talent rule the world ",and the stage of compulsory education is the basic stage of talent cultivation,which occupies a very important position in China's education.Teachers in poor rural areas of special post teachers,have very important significance to the balanced management of their human resources for compulsory education in China.By using human resources management perspective,this article takes the special post teachers of school in X county of Henan Province as the research object.8 schools in 6 different towns are included.We adopt the methods of literature,questionnaire,interviews and other research methods according to the current situation,human resources management of teachers in special post three years of service period,through comprehensive understanding and analysis of the special post teacher of human resources management problems in the process.In the investigation we found some problems as following: the first one is the imperfect teacher recruitment mechanism,paying more attention to diploma,degree,less to professionalism,the non normal teachers occupy a certain proportion.Teaching non learning,teaching non special phenomenon are general.Secondly,recruitment teachers' gender imbalance,women less than men,is not conducive to the all-round development of the students' personality.Thirdly is the recruitment special hillock teacher training mechanism and students' generally low wages,salary and welfare policies are not in place.The fourth item is the post school assessment standards,with single assessment on teaching performance.Five is the post school management idea lag,resulting in the lack of humanistic concern and incentive measures.Both institutional factors and mechanism factors cause the problem.Therefore,firstly,changing the recruitment of the enrollment policy,adjusting the enrollment ratio of male and female students from the source.Secondly,enhancing scientific talent assessment technology of the modern comprehensive quality on Entry Motivation assessment,adding appropriate psychological test links to improve teachers' job retention rate.Finally,to establish a supervision mechanism relating to the effective implementation of security policy in the special post plan;strengthening the training,improving the professional training of teachers to bear the functions and responsibilities with the rich training from and appropriate extension of pre service training,guaranteeing the quality of pre job training.In addition to teacher training,establish a long-term mechanism to provide different training content according to the different needs of different teachers,targeted training for teachers in special post teachers;paying attention to regional differences,and reducing Beijing,Shanghai and other developed areas of investment,increasing appropriate to poor areas.In addition to establish relevant supervision mechanism,to guarantee the effective implementation of the special post plan;in the assessment of teachers,in a unified coding into the evaluation standard and the system has not yet been issued before the school.According to the actual situation in the design of examination system,we should establish a scientific personnel inspection system,focusing on the teaching results,combining with the teacher's occupation morals,occupation skill,comprehensive assessment of attendance,with short-term and long-term combination of examination,establish a scientific and feasible evaluation index system,and establish corresponding evaluation and incentive mechanism;the teacher incentive,the school administrators should set up humanistic care of teachers,improving the working environment of the school,improving the development goal of individual teachers and school organizational goals in order to arouse enthusiasm of teachers,so as to achieve win-win results.For different needs of teachers,the school administrators should take different forms of incentives,such as material motivation,spiritual motivation,emotional motivation and pressure incentives and so on.