高校人力资源开发:学习迁移管理的不可或缺性  

On the Personnel Development in Higher Education:Indispensability of Learning Transfer Management

作　　者：Fred G.Becker 陈颖(翻译) Fred G.Becker;Ying Lackner(Bielefeld University,Bielefeld 33615,Germany;不详)

机构地区：[1]比勒菲尔德大学,德国比勒菲尔德33615 [2]奥斯纳布吕克应用科学大学

出　　处：《应用型高等教育研究》2019年第4期70-76,共7页Application-Oriented Higher Education Research

基　　金：2014年安徽省高等教育省级重大教学改革研究项目“产教融合、校企合作创新办学体制及机制建设”(2014zdjy145)资助。

摘　　要：组织中的人力资源开发本身并不是目的,而是帮助实现组织设定的目标。同样,高校的人力资源开发本身也不是目的,旨在提高科研、教学或管理等方面的质量。实施人力资源开发措施意味着在制度、人力、时间和/或财力方面要有所投入,要有良好的成本效益比。一方面体现于通过培训(开发措施)使组织成员进行学习,从而提升其能力;另一方面,即最重要的是组织成员能将所学到的知识迁移到实际工作中去(实践领域),并在人力资源开发后实施"新"的工作行为。要实现这一效果,需从"引导迁移"的维度系统性地展开所有人力资源开发活动。Personnel development in work organizations is generally not done for its own sake,but supposed to serve organizational goals.Personnel development at universities is also not an end in itself,whose purpose is to improve research,teaching,leadership and/or administration.The structural,personnel,and financial resources as well as time invested in measures of qualification should have a positive cost-benefit ratio.This certainly concerns the imparting of competences in the learning field(measure of qualification),but most of all it concerns the transfer of what has been learned into the real work(or the functional field)and thus the“new”workplace behavior after the personnel development measure.Such an effect does not happen automatically.In this respect,a systematic accompaniment of all development activities in terms of transfer control is expedient.In this contribution,both the necessity and conception of such a transfer control,in general as well as for the university context,are presented.

关 键 词：高等教育 人力资源开发 学习迁移 迁移管理 

分 类 号：G647[文化科学—高等教育学] G516[文化科学—教育学]