近年来随着全球经济一体化加速以及产业结构不断优化升级，再加上我国进入老龄 化社会，行业、企业对高素质高技能人才的需求不断增加，中央组织部、人力资源社会 保障部发布的题为《国家高技能人才发展规划 2014-2020》一文指出，预计到 2020 年全 国对高素质高技能人才的需求总量将增加到 990 万人，目前的缺口约为 440 万人。因此 要解决我国现存的就业结构性矛盾，使劳动者所掌握的技能与行业、企业的岗位需求相 匹配，实现国家的创新发展，就要大力培养高素质高技能人才。这与高职教育办学宗旨 高度契合，然而传统的人才培养模式无法满足企业对高素质高技能人才的需求，高职院 校在对人才培养模式的不断探索中，“订单式”人才培养模式应用而生。 “订单式”人才培养模式，是以就业为导向，以培养高素质高技能人才为目标，最 终服务于社会经济的发展，尤其是区域经济的发展。它是由高职院校和企业携手共建的 一种人才培养模式，并将知行合一、工学结合落到实处。这种人才培养模式有效的解决 了人才培养过程中劳动者技能与岗位需求脱节之间的矛盾，成为各大高职院校竞相采用 的一种人才培养模式。然而，在“订单式”人才培养模式发挥其重大作用的同时，它本 身存在的问题也日益凸显。因此本文研究目的：就是以山东省 M 高职院校“订单式”人 才培养模式为例，通过分析该校“订单式”人才培养模式存在的问题，找出解决的对策， 最终达到“订单式”人才培养模式学校、企业、学生三方共赢的理想状态。在研究过程 中主要采用文献研究法、访谈法、问卷调查法、个案分析法和比较分析法。 文章的研究思路是按照提出问题、分析问题、解决问题来进行的。第 1 章在查阅文 献基础上，结合本研究当下时代背景，分析研究的理论意义与实践意义以及所要达到的 目的。第 2 章介绍文章的理论基础和核心概念，文章的理论基础是人力资本理论和职业 生涯规划理论，这两大理论不仅丰富了该研究领域的理论基础，而且为本文的观点提供 强有力的理论支撑。第 3 章，首先简单介绍山东省 M 高职院校“订单式”人才培养模式 现状，然后着重分析这一人才培养模式存在的问题。文章通过对访谈结果的整理、对问 卷调查数据的分析，归纳得出山东省 M 高职院校“订单式”人才培养模式，在学校方面、 企业方面、学生方面以及“订单式”人才培养模式本身存在的问题。为了有效地解决“订 单式”人才培养模式存在的问题，也为了进一步探索“订单式”人才培养模式学生满意 度影响因素，第 4 章做了学生对山东省 M 高职院校“订单式”人才培养模式满意度影响 因素分析。第 5 章结合第 3 章分析得出的各类问题，以及第 4 章学生满意度影响因素，山东建筑大学硕士学位论文 II 对比借鉴国外发达国家这方面成功经验提出解决问题的策略。第 6 章是结论部分，通过 对访谈结果的整理、对问卷调查数据的分析找出山东省 M 高职院校“订单式”人才培养 模式存在的问题，在分析问题的基础上，从不同的角度提出解决问题的方法和途径，为 优化 M 高职院校“订单式”人才培养模式提供有效借鉴。 本文的创新点主要是方法创新和内容创新。在分析问题和解决问题部分，选取 M 高 校“订单式”人才培养模式的个案，采用了正面案例与反面案例相结合的个案分析法； 针对访谈中 M 高校“订单班”学生存在择业目标不明确的问题，将职业生涯规划理论作 为本文的理论基础，是对这一研究领域理论基础的进一步丰富、发展和完善。 关键词：高职院校，“订单式”人才培养模式，人力资本理论，职业生涯规划山东建筑大学硕士学位论文 III Study on the Problem and Countermeasure of the “Order-type ” Talent Training Mode of M Vocational College in Shandong Province He Caixia（Master of Business Administration） Directed by Xu Xiaohui ABSTRACT In recent years, with the globalization and integration of the world economy, the continuous optimization and upgrading of the industrial structure, coupled with the aging of the population, the demand of industries and enterprises for high-tech and highly skilled personnel is increasing. According to the prediction in the national development plan for high-skilled talents 2014-2020 released by the Central Organization Department and the Ministry of Human Resources and Social Security, the demand for high-skilled talents is expected to increase to 9.9 million by 2020, with a gap of 4.4 million. Therefore, to solve the contradiction in China's employment structure, to make the skills of laborers match the job demands of industries and enterprises, and to realize the country's innovative development, it is necessary to cultivate high-technology and high-skill talents. However, the traditional talent training mode cannot meet the needs of enterprises for high-technology and high-skilled talents. In the exploration of talent training mode, order-type talent training mode is applied in vocational colleges. The order-type personnel training mode is oriented by employment and aims at cultivating high-quality and highly skilled personnel, and ultimately serves the development of social economy, especially the development of regional economy. The emergence of this talent training mode solves the contradiction of disjointed labor skills with post demands in the process of talent training and becomes a talent training mode adopted by various vocational colleges. However, while the order-type talent training model plays a significant role, its existing problems are also increasingly prominent. This is exactly the purpose of the study. Taking the order-type talent training mode of M Vocational College in Shandong Province as an example, this paper analyzes the problems existing in the order-type talent training mode of this college, figures out the solutions, and finally achieves the ideal state of win-win situation山东建筑大学硕士学位论文 IV among school, enterprise and students under the order-type talent training mode. Literature research, interview, questionnaire survey, case analysis and comparative analysis are mainly adopted in the research process. On the whole, this paper is unfolded through the process of problem-posing, problem-analyzing and problem-solving. In chapter 1, based on the current background, the theoretical significance and practical significance of the research, the problems to be solved in this paper are proposed. Chapter 2 introduces the theoretical basis and core concepts of this paper in which human capital theory, career planning theory are the main theoretical bases. These two theories not only enrich the theoretical basis of the research field, but also provide strong theoretical support for the viewpoint of this paper. Chapter 3 briefly introduces the current situation of order-type talent training mode in M vocational college, then analyzes the existing problems. Through the collation of interview results and the analysis of questionnaire survey data, it concludes the problems existing in the order-type talent training mode of M vocational colleges in Shandong Province, including college, enterprises, students and the order-type talent training mode itself. In order to further understand the influencing factors of students' satisfaction with order-class and better solve the problems of order-type talent training mode, Chapter 4 analyzes the factors that influence the satisfaction level of order-type talent training mode of M college. Combined with chapter 3, in which various problems are analyzed and compared with the successful experience of foreign developed countries in this respect, solutions and suggestions are proposed, thus forming chapter 5. Chapter 6 is the conclusion. Through sorting out the interview results and analyzing the questionnaire survey data, it finds out the problems existing in the order-type talent training mode of M vocational college in Shandong Province. Having analyzed the problems, it proposes ways to solve the problems from different perspectives. The innovation of this paper is mainly method innovation and content innovation. In the part of analyzing and solving problems, cases of order-type talent cultivation mode in M college are selected, and case analysis method combining positive cases and negative cases is adopted. To solve the problem of the order class students of M college with unclear career choice goals in the interview, the theory of career planning is taken as the theoretical basis. Key Words: Vocational colleges, “Order-type” talent training mode, Human capital theory, Career planning山东建筑大学硕士学位论文 V 目 录 摘要.............................................................................................................................. Ⅰ ABSTRACT...............................................................................................................Ⅲ 第 1 章 绪论................................................................................................................ 1 1.1 研究背景和目的................................................................................................................ 1 1.1.1 研究背景................................................................................................................. 1 1.1.2 研究目的................................................................................................................. 2 1.2 研究意义............................................................................................................................ 2 1.2.1 理论意义................................................................................................................. 2 1.2.2 实践意义................................................................................................................. 2 1.3 国内外研究现状................................................................................................................ 3 1.3.1 国内研究现状......................................................................................................... 3 1.3.2 国外研究现状......................................................................................................... 6 1.3.3 国内外研究现状分析............................................................................................. 7 1.4 研究方法和研究路径........................................................................................................ 8 1.4.1 研究方法................................................................................................................. 8 1.4.2 研究路线................................................................................................................. 8 1.5 创新点................................................................................................................................ 9 1.5.1 方法创新................................................................................................................. 9 1.5.2 内容创新................................................................................................................. 9 第 2 章 理论基础与核心概念.................................................................................. 10 2.1 理论基础.......................................................................................................................... 10 2.1.1 人力资本理论....................................................................................................... 10 2.1.2 职业生涯规划理论............................................................................................... 13 2.2 核心概念.......................................................................................................................... 16 2.2.1 高等职业教育....................................................................................................... 16 2.2.2 校企合作............................................................................................................... 17 2.2.3“订单式”人才培养模式.................................................................................... 17山东建筑大学硕士学位论文 VI 第 3 章 M 高校“订单式”人才培养模式问题分析.............................................. 18 3.1 学校概况及“订单式”人才培养模式现状.................................................................. 18 3.2“订单式”人才培养模式调查对象与问卷设计........................................................... 21 3.2.1 样本选取............................................................................................................... 21 3.2.2 问卷设计............................................................................................................... 21 3.2.3 问卷的评估与测试............................................................................................... 22 3.2.4 统计软件............................................................................................................... 22 3.3 M 高校“订单式”人才培养模式存在的问题.............................................................. 22 3.3.1 学校方面的问题................................................................................................... 23 3.3.2 企业方面的问题................................................................................................... 25 3.3.3 学生方面的问题................................................................................................... 27 3.3.4“订单式”人才培养模式自身的问题................................................................ 29 第 4 章 M 高校学生对“订单式”人才培养模式满意度影响因素分析.............. 32 4.1 研究设计......................................................................................................................... 32 4.1.1 研究对象............................................................................................................... 32 4.1.2 研究工具............................................................................................................... 32 4.1.3 统计软件............................................................................................................... 33 4.1.4 信度检验............................................................................................................... 33 4.2“订单式”人才培养模式学生满意度影响因素相关分析........................................... 33 4.3“订单式”人才培养模式学生满意度影响因素回归分析........................................... 33 4.3.1 共线性问题........................................................................................................... 33 4.3.2 层次回归分析....................................................................................................... 34 第 5 章 M 高校“订单式”人才培养模式的发展对策.......................................... 36 5.1 学校方面采取的对策...................................................................................................... 36 5.1.1 加强“订单班”高水平师资队伍建设...............................................................36 5.1.2 优化“订单班”课程设置................................................................................... 37 5.1.3 加强高水平实训基地建设................................................................................... 38 5.2 企业方面采取的对策...................................................................................................... 39山东建筑大学硕士学位论文 VII 5.2.1 有效发挥“订单式”人才培养模式企业主体作用........................................... 39 5.2.2 切实保障“订单”学生利益提高学生参与的积极性....................................... 39 5.2.3 实行员工终生培训制打造员工良好的个人发展空间....................................... 40 5.3 政府采取的对策.............................................................................................................. 41 5.3.1 建立健全法律法规保障体系............................................................................... 41 5.3.2 加强信息化建设搭建多方沟通平台................................................................... 41 5.3.3 实施政策倾斜推动多元办学格局的形成........................................................... 42 5.3.4 建立健全“订单式”人才培养模式考核机制和评价机制............................... 43 5.3.5 完善“订单式”人才培养模式体制机制建设................................................... 43 第 6 章 结论.............................................................................................................. 45