摘要:我们知道，随着社会的进步与发展，人力资源已成为最重要的因素之一。在中国，经济的迅速发展导致企业需要大量的高素质员工，这就使得行业急需的各类技师人才严重匮乏，并成为中国制造业向更深层次发展的瓶颈。在这种情况下，国家就将原来一些基础较好的技工学校升格为技师学院，专门培养各类技师。
但是因为中国的教育体制，就读技师学院的学生素质相对较差，是重点高中、普通高中录取之后的学生才选择就读技师学院的，学生不仅学习成绩差，思想行为的素质更差，对这部分学生进行管理和教育也就成为一件相对较难的事情，所以选择合适的班主任就成为关键，它直接关系到学生的成才和学校的发展命运。
因为学生的素质，技师学院的班主任就更为辛苦，不仅要抓学习，更要抓德育教育；同时，我们国家事业单位的工资结构决定了他们较低的收入；最重要的是职业学校的班主任教师地位比一般普通高中、大学的教师地位要低，因此如何激励技师学院班主任就显得十分重要和必要。
本文以CA技师学院的实际状况，运用各种激励理论，结合自己的管理经验，对技师学院原有的激励体系进行了剖析，针对学校原有的激励体系中存在的缺乏明确的价值导向，没有与学校的发展同步调整：激励的方式流于形式，起不到激励的效应，造成员工满意度低等实际情况，着重对技师学院班主任的激励策略进行理论和实践的探索，一方面欲使之具有一定的理论价值，另一方面也可以解决现实存在的实际问题。本文采用理论指导实践的方法对班主任的激励策略进行分析，从管理的角度进行理论剖析，然后提出符合实际情况的优化和实施方案，并用之于实践，结果表明：在实践中有较好的效果。
论文第一章，先对知识员工进行简单介绍，并说明班主任完全具有知识员工的各个特征，然后对知识员工从管理学的角度探讨激励理论和激励策略的关系 ，来寻求对班主任进行激励的策略的管理学理论依据。第二章，先对一般班主任的人性和需求及工作特点进行分析，引出对技师学院班主任的工作特点和特殊需求的分析，来探究技师学院班主任的激励因素，并在第三章对CA技师学院现有的对班主任的激励状况进行详细分析，与第四章针对实际存在的问题提出详细的优化策略，第五章则是着重探讨培养班主任的职业道德并且提出只有形成职业道德才能长效激励班主任的观点。
关键词: 技师学院 班主任 激励策略 优化
Abstract:HR had been one of the important elements with the improvement and development of society, as we know. As the result of rapidly development of economy in china, a great many qualified employees who are needed, and, all kinds of qualified technician enterprises need lacked, and it was a bottleneck of deeply developing of Chinese manufacturing industry. In such case, our country took some technician school， which had a better basement to rise to institute of technician to bring to kinds of technicians.
But the quality of the students of institute of technician were relatively were not enough to their career because of Chinese education system. The reason of most of these students of institute of technician went to their school is that they can not be enrolled by general senior middle school. Not only had they not good results in their studies, but also they had not good quality in their thought. Management and education on these students would be a different thing, how to choose a good head teacher will be a key, because it will decide the fade of students of institute of technician and the development of school.
Because of the quality of the students of institute of technician, the head teachers of institute of technician were toilsome, they must pay close attention to their students results, at the same time, they must pay close attention to students education on their moral education; therefore head teachers had a poor salary which was decided by the salary structure of the business units in our country; the most important factor is that the head teachers status of professional school were lower than the teacher of the senior middle school or university. So, how to motivate these head teachers of institute of technician will be very important and necessary.
According to the situation of CA institute of technician, the attached paper analyzed the old motivation system of CA institute of technician with all kinds of motivation theory, and together with the author’s practical experience. The old motivation system is obviously short of value guide, also not in line with institute strategy. There are so many problems, such as unreasonable standard and structure of motivation, low satisfaction to institute due to the singleness of motivation model. As for the above problems, the following optimization strategies and proposals have been advised and also been successfully operated practically. This would make it have value of theory, and other hand, it could resolve practical problems.
The chapter 1 introduced the concept of knowledge employee and illustrated that head teacher has same character as knowledge employee, and, explored its theoretic basis of management on motivation strategy for head teachers of institute of technician according to the relationship between motivation theory and strategy from the point of view of management for knowledge. Chapter 2,firstly , analysis that the demand and character of the general head teachers, to draw forth to analysis the special demand and work character of the head teachers of institute of technician, and to search after the motivation of the head teachers of institute of technician. In the chapter 3, the current situation of the motivation on head teachers of institute of technician was analyzed in detail，and in the chapter 4,the detailed optimistic strategies putted forward for those current problems. In the chapter 5, discussing emphatically how to cultivate head teacher’s profession morality was probed into, and to pose a viewpoint that only taking shape profession morality can motivate head teachers permanently.
Keywords institute of technician, head teacher, motivational strategy, optimization
