摘要
I
摘要
近年来，随着高校发展，大学生数量日益增加，做好大学生思想政治教育工作是
高校稳定的前提和基础。而在高校中，辅导员的主要工作内容就是大学生的思想政治
教育，同时也随时准备帮助学生解决各类日常问题，所涉及的方面包括日常学习、心
理咨询以及毕业生职业规划等。而做好这些工作需要辅导员具备扎实的理论功底和全
面的职业技能，同时还要灵活多变的应对工作中的突发状况，能创新性的开展工作

辅导员能力的形成并非是辅导员接受过一次高等教育就可以完全培养出来的，他们需
要在工作实践中持续性的进行培训和学习才能更好的胜任辅导员工作。从人力资源管
理学的角度来讲，培训是最为有效的提升辅导员队伍整体知识结构和技能的重要途径，
面对高校目前辅导员队伍工作现状，探索如何建立一套科学的培训体系对于高校辅导
员队伍的建设和管理具有及其重要的意义

本文研究的主要目的是在对西安 Y 大学目前辅导员培训现状进行分析研究的基
础上设计出适合该校辅导员自身实际状况培训体系。本文研究的意义有两个方面，一
是该研究在一定程度上对高校辅导员队伍建设与管理方面的理论研究上具有一定的
补充作用；二是在实践中帮助西安 Y 大学更好的解决辅导员培训工作中存在的问题，
从而促进西安 Y 大学辅导员队伍更快更好的发展

本文以西安 Y 大学辅导员培训现状为研究对象，通过查阅国内外相关文献和资料
并对该大学从事辅导员岗位的教师进行问卷调查、个别访谈，同时结合本文作者自身
从事辅导员工作的实际经验，对目前西安 Y 大学辅导员目前培训体系中存在的问题进
行探讨，如培训制度不健全、培训重视度不够、培训内容与工作匹配度不高以及培训
效能转化能力差等。在对西安 Y 大学辅导员目前培训体系进行改进研究的过程中，主
要运用到人力资源管理和管理学中的相关理论，比如社会学习理论、强化理论、成人
学习理论等。同时依据科学的培训与开发理论、方法和模型对西安 Y 大学辅导员培训
体系进行了改进研究，论文从以下六个方面进行研究。第一，绪论部分；第二相关理
论概述部分；第三，西安 Y 大学辅导员培训体系现状与问题分析；第四，西安 Y 大学
辅导员培训体系改进研究；第五，改进方案实施的保障体系；第六，总结部分

最后，本文研究仍然存在不足。由于本文仍然处于理论探讨的阶段，还未经过实
践检验，所以体系改进方案中的细节不够完善，并且由于西安 Y 大学现实环境和理论
模拟环境具有一定的差异性，所以该体系的运行可行性还有待于继续提高，希望通过
今后的理论研究和实际操作，能够不断积累经验，对本课题的研究提供更多的帮助

关键字：高校辅导员， 培训体系， 体系改进ABSTRACT
III
ABSTRACT
In recent years, with the constant development of university and the daily increasing the
number of students, college students’ ideological and political education are the premise
and foundation of stability of university. In college, counselors mainly work on the college
students’ ideological and political education. Meantime, counselors also prepare to solve
all kinds of problems, such as daily study, psychological counseling and career projects
etc. In order to be qualified for the work, counselors not only need solid foundation and
all-round professional skills, but also need to overcome different situations flexibly during
the work and work creatively. However, the qualified ability of counselors needs to
continually study and train in practice but not receiving higher education once. From the
point of Human resource management, training is the most effective way to promote
counselors’ entire knowledge structures and skills. Facing present situations in which
counselors work in the university, it is of great significance to establish a scientific training
system for building and managing counselors’team.
This thesis mainly focuses on designing a suitable training system which is based on
present counselors’ situation in Xi&39;an Y University. The significance of the research has
two aspects. On the one hand, it can be a supplement to the theory of building and
managing counselors’ team in a way. On the other hand, it can give Xi&39;an Y University
counselors’ team a better growth with the help of solving problems in counselor’s training
system.
This article, taking Xi&39;an Y University counselor’s training status as the research object,
carries on the discussion about present problems in Xi&39;an Y University counselors&39; training
system by referring to the relevant literature at home and abroad, questionnaire survey,
individual interviews of the teachers in university counselors and combining the author&39;s
own practical experience of the counselors, for example, the imperfect training system, the
neglect of training and the low match degree of the training content and job, the weak
transformation ability of the training effectiveness. In the process of improving the current
training system of Xi&39;an Y University counselor, it mainly applies to the related theories in
human resource management and Management, such as social learning theory,
reinforcement theory and adult learning theory etc. At the same time, based on scientificABSTRACT
IV
training and the development of theory, method and model, the training system of
counselor in Xi&39;an Y University has been improved. The paper has studied the following
six aspects. First, the introduction part; second, the relevant part of the theory; Third, the
Xi&39;an Y University counselors&39; training system status and problems analysis; Fourth, Xi&39;an
Y University counselor training system to improve research; Fifth, improvement the
implementation of the program protection System; sixth, summary section.
Finally, there are still some shortcomings in this paper. Because this article is still at the
stage of theoretical discussion and it has not yet been tested in practice, the details of the
system improvement program are not perfect. And because the actual environment of Xi&39;an
Y University and the theoretical simulation environment have some differences, the
operational feasibility of the system needs to be improved. We hope that we can continue
to accumulate experience and provide more help for the study of this subject through the
future theoretical research and practical operation.
Keywords：University counselors, Training system, System improvement插图索引
V
插图索引
图 3.1 辅导员年龄构成
.... 16
图 3.2 辅导员专业构成情况
....... 16
图 3.3 辅导员性别比例
.... 17
图 3.4 辅导员学历学位情况
....... 17
图 4.1 辅导员培训体系
.... 29
图 4.2 辅导员培训管理机构
....... 32
图 4.3 辅导员培训体系运作流程
.......... 33
图 4.4 辅导员工作分析的步骤
... 37
图 4.5 辅导员需求分析操作模式
.......... 3
8图 4.6 西安 Y 大学的辅导员培训课程开发流程
....... 42
图 4.7 辅导员培训评估原则
....... 47
图 4.8 辅导员培训效果评估流程
.......... 48表格索引
VII
表格索引
表 2.1 辅导员培训体系基本要素
. 5
表 3.1 辅导员满意度问卷数据统计表
。。。以上简介无排版格式，详细内容请下载查看