3
Research on Optimizing
the Incentive Mechanism of Counselors in
HY Vocational College
A Dissertation Submitted to
the Graduate School of Henan University
in Partial Fulfillment of the Requirements
for the Degree of
Master of Business Administration
By
Chao Liu
Supervisor: Prof. Zhouliang Xie
June，2018
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I
摘 要
辅导员是高校教师队伍和管理队伍的重要组成部分，在学生管理工作中发挥着重要
作用。随着经济的发展，高校的扩招以及高考制度的改革，生源数量激增，学生思想呈
现多元化、独立性的特点，尤其是网络时代的全面到来，更为辅导员特别是高职院校辅
导员的学生管理工作带来了挑战，因此建立一支专业化、职业化的辅导员队伍能提高学
生管理工作水平。高校辅导员激励机制的建立和完善是高校人力资源管理和开发的一项
重要内容，能充分调动辅导员工作积极性、实现学校发展目标。但是目前高校辅导员普
遍面临职业认同度低、工作负荷大、工作职责不清、职业前景模糊、薪酬较低和晋职晋
升空间狭窄等现状，这些问题制约了辅导员工作的积极性和前进的动力。因此构建一套
科学有效的激励机制，对于提高辅导员工作的积极性，发挥辅导员在高校中的作用尤为
重要
本文采用了文献法、问卷调查法、访谈法和案例分析法，运用了管理学、经济学和
心理学的相关理论，以HY职业学院为例，分析了该校辅导员激励机制的现状和存在问
题，发现HY职业学院辅导员激励机制存在绩效考核不够科学、考核效果未充分运用、
薪酬水平相对较低、表彰奖励力度不够、培训机制不够完善、晋职晋升发展空间较窄、
工作内容缺乏挑战性、职业认同度低等问题，产生这些问题的原因主要是学校领导对辅
导员激励机制思想认识不够、体制不够完善、有效沟通的缺乏和辅导员队伍建设自身有
待加强。针对以上问题，本文从构建科学的绩效考核制度、优化薪酬结构、健全培训机
制、完善发展机制和加强精神激励等方面提出了HY职业学院辅导员激励机制的优化对
策，最后提出了以上对策得以实施的保障
本文通过对HY职业学院辅导员队伍激励机制的优化研究，达到充分调动该校辅导
员工作积极性的目的，对实现学校稳定和可持续发展有着重要意义。同时也希望能为其
他同类院校完善辅导员激励机制提供经验借鉴
关键词：高职院校，辅导员，激励机制
III
ABSTRACT
Counselors are an important part of college teachers and management teams and are important forces
to ensure the healthy growth of college students and maintain the stability of the campus, playing an
important role in student management. With the development of economy and the expansion of university
enrollment and the reform of the college entrance examination system, the number of students has
increased dramatically, and the students’ thoughts are characterized by diversity and independence,
especially the arrival of the network age has brought challenges to student management work of the
counselors in higher vocational colleges. Therefore, it is of great significance to establish a specialized and
professional team of counselors to improve the student management work. The establishment and
perfection of the incentive mechanism for college counselors is an important content in the management
and development of university human resources, which is of practical significance to fully arousing the
enthusiasm and realizing the goal of school development. However, college counselors generally face the
status quo of low degree of professional identity, heavy workload, unclear job responsibilities, vague career
prospects, low salary and narrow promotion space, etc. These problems restrict the enthusiasm of
counselors’ work and the motive force to advance. Therefore, the construction of a set of scientific and
effective incentive mechanism is particularly important to improve the enthusiasm of counselors and play
the role of counselors in colleges and universities.
Adopting the methods of literature, questionnaire, interviewing and case analysis, this paper applies
the relevant theories of management, economics and psychology, taking HY Vocational College as an
example, analyzes the current situation and existing problems of the incentive mechanism of counselors in
HY Vocational College. It is found that the incentive mechanism of counselors in HY vocational college is
not scientific in performance evaluation, assessment effect is not fully applied, salary level is relatively low,
recognition and reward are insufficient, training mechanism is imperfect, and space for promotion and
development is narrow, the content of work lacks challenge, professional identity degree is low. The main
reasons for these problems are that school leaders do not know enough about the incentive mechanism of
counselors, the system is not perfect, effective communication is lacking and the construction of counselors
need to be strengthened. In view of the above problems, this paper puts forward the optimization。