摘要：在我国，随着基础教育新课程改革的不断深入，课程领导越来越受到人们的关注和重视。课程改革的关键在于实施，没有正确而强有力的领导，在如此复杂、艰难的变革中难以保证课程改革的顺利实施。我国基础教育新课程改革的难度大，涉及范围广，需要先进的领导，需要重新架构改革，以新的视角看待改革、领导变革，才能在改革中产生卓越的表现。在课程改革中包含多重现实，每个事件都可以从不同的角度去解释和理解，从而产生不同的解决问题的方法。课程领导的五向度模式，是从五个不同的视角审视课程改革，这五个视角为:结构领导、人力资源领导!政治领导、文化领导和教育领导。人力资源领导为五向度领导之一，该视角主要聚焦于管理者和下属之间的人际关系。

人力资源领导是课程领导五向度模式中最受重视的一个方面，人力资源领导关系着学校正常秩序的维持，也是实现优质学校教育的必要条件。人力资源领导在课程领导中具有基础性的地位。人力资源领导关注人与组织的关系，最关键的是找到一种有效的组织方式，调整组织以满足组织成员的需要。本文人力资源领导关注教师的需要，强调该领导应该是亲近的、促进参与、提供支持、提倡积极的人际交往氛围，促进教师的专业发展和投入感和满足感的领导。

本文主要探讨人力资源视角下的课程领导，首先研究了人力资源视角下新课程改革的特点，从人力资源的视角解读新课程改革。新课程改革提出了全人发展和回归生活的课程理念，提出有效教学、课程统整和民主管理。新课程改革向教师赋权，对教师的知识和能力提出了挑战。领导者需要唤醒教师的课程意识，改变教师的教育观念，促进教师教学方式的转变。

人力资源领导需要以课程发展为根基，促进教师专业发展，关心教师的需要，处理好团队领导中存在的问题。在我国基础教育新课程改革中，人力资源领导在这些方面存在的一定问题和不足:过度依赖外控管理，虚假参与和过度参与并存，教师专业发展中存在形式主义，以及忽视教师的心理安全。

最后针对领导中存在的上述问题，提出改善人力资源领导的建议。实施人力资源领导有利于促进领导者和被领导者之间的关系，培育被领导者的技能和责任感，使教师成为领导者，从而真正实现人力资源领导。

本文主要从人力资源视角审视改革，发现问题，提出解决问题的建议。虽然人力资源领导虽然是最重要的一个方面，但是也不能忽视其他四个方面的领导，课程领导五向度缺一不可，不能偏废。面对不同的问题时，不同的视角有不同的解决方式，因此五个视角缺一不可。

关键词：人力资源领导；课程领导；课程改革；教师专业发展；团队建设

总结：

本文分为三部分，第一部分是绪论，阐释了研究的缘起与意义、研究综述、概念界定、研究设计。

第二部分为第一至第三章，第一章总结了人力资源框架下新课程改革的特点，包括向教师大量赋权、对教师能力的挑战特别大、使教师感到特别需要支持、人际和团体动力学的问题凸显；第二章分析了课程改革中人力资源领导存在的问题——过度依赖外控管理、虚假参与和过度参与并存、教师专业发展中形式主义严重、没有提供足够的心理安全；第三章提出了改善人力资源领导的建议，一是相信人并传递此信念，二是实行可见易接近的领导，三是创造一种充溢的工作窗台，四是赋权增能，五是会提供一致的个别的连续的培训，六是建设自我管理团队。

第三部分为结语，总结了课程领导五向度的作用和功能，突出其聚合效能。针对课程改革的多重现实，又提出要通过五个不同的视角去解释和理解，以有效解决问题。

Abstract: In China, Curriculum leadership cause more and more people’s concern and attention with the new curriculum reform of basic education deepening. The key of curriculum reform is implementation; curriculum reform cannot be implemented without Strong and correct leadership in such a complex and difficult transformation. New curriculum reform of basic education is difficult, which involves a wide range, requires advanced leadership, needs to re-structure reform, needs a new perspective on reforming or leading change. In this way, it can be generated in the excellent Performance of the reform. Curriculum reform include multiple realities, each event can be interpreted or understand from different perspectives, resulting in a different way to solve the Problem. The five dimensions of curriculum leadership model review curriculum reform from five different perspectives, the five viewing angle are structure leadership, human resource leadership, Political leadership, cultural leadership and educational leadership. Human resource leadership is one of the five perspectives, it focus on relationships between managers and subordinates.

Human resource leadership is the most important aspect of the five perspectives. It relate to maintain the normal order of the school, and is also a necessary condition to achieve quality education. Human resources leadership has a basic position in curriculum leadership. Human resources leadership concerns the relationship between people and organizations; the key is to find an effective organization, adjust the organization to meet the needs of members. In this word, human resources leadership focus on needs of teachers, emphasizes that the leadership should be close, Promotes participation, supports and promotes positive interpersonal atmosphere, promotes the professional development of teachers and the feel of commitment and satisfaction.

This paper discusses curriculum leadership under the perspective of human resources. First study the characteristics of the new curriculum reform under the perspective of human resources, interpret the new curriculum reform from the human resources perspective. New curriculum reform proposed new curriculum ideas: all-round development, back to life, effective teaching, curriculum integration and democratic governance. New curriculum reform to teacher empowerment, challenges teachers’ Knowledge and ability. Leaders need to wake-up teachers’ curriculum consciousness, change teachers’ educational concept, and promote the transformation of the mode of teaching.

Human resource leadership as the foundation for curriculum development, it promotes teacher professional development, concerns about the needs of teachers, Handles problems in the leadership team. In our new curriculum reform of basic education, human resource leadership exist certain problems and deficiencies in these areas, such as excessive dependence on external control management, excessive participation and false participation, formalism in teacher Professional development, and the negligence of the teachers’ psychological security.

Finally, propose advice to improve the human resource leadership for the above problems exist in the leadership. Human resource leadership helps to promote the relationship between leaders and subordinates, cultivate leadership skills and responsibility, and enable been leaders to become leaders, to realize human resource leadership.

This article review reform from the perspective of human resource, identify problems, propose solutions to problems. Although the human resource leadership is the most important aspect, we cannot ignore the other four aspects of leadership, five dimensions of curriculum leadership are indispensable, cannot be neglected. Face different problems, different perspectives have different solutions: therefore, one cannot view the five.

 Keywords: human resource leadership, curriculum leadership, curriculum reform, teacher professional development, team building

（刘莎 教育学原理专业 浙江师范大学硕士学位论文 2011年5月）