高校引進(jìn)人才評價體系研究
發(fā)布時間：2018-11-18 14:34
【摘要】：當(dāng)前由于我國國民對于高等教育的需求漸漸上升，高等院校處于不斷擴(kuò)招的狀態(tài)，高等教學(xué)入學(xué)學(xué)生數(shù)目不斷攀升，導(dǎo)致各大高校競爭日益激烈。而在這其中的一個重要因素教師也成為了一種十分重要的人力資源，學(xué)校對于高層次教師的需求處于緊缺狀態(tài)，尤其是一些杰出的優(yōu)秀教師更是各大高校競相爭取的對象。各大高校對于人才的重視的意識也日漸提升，所以人才的引進(jìn)力度在高校的人力資源部門也日益受到重視也漸漸加大。 高校引進(jìn)人才作為一種教師中的新生力量是高校教學(xué)改革學(xué)科建設(shè)的中堅(jiān)力量，可以為高校帶來較高的學(xué)術(shù)水準(zhǔn)，更大的社會價值，提升高校整體競爭力。本文在分析了國內(nèi)外人才評價現(xiàn)狀后，借鑒了職業(yè)生涯理論將高校引進(jìn)人才依照不同的工作時期分為不同的人才類型，分析了處于不同職業(yè)生涯周期中的引進(jìn)人才所具備的不同特點(diǎn)，將引進(jìn)人才細(xì)化進(jìn)行分析。大師級別的引進(jìn)人才可能為高校帶來領(lǐng)域內(nèi)極高的學(xué)術(shù)水平并帶給學(xué)校優(yōu)良的聲譽(yù)，學(xué)科帶頭人會給引進(jìn)學(xué)校帶來堅(jiān)實(shí)的科研及教學(xué)中堅(jiān)力量，而剛剛走出校門的各大高校優(yōu)秀學(xué)子則為學(xué)校教學(xué)和科研梯隊(duì)打下堅(jiān)實(shí)的基礎(chǔ)。 對于人才的引進(jìn)工作在各個高校雖然得到了逐步的重視，但是對于引進(jìn)人才的評價則一直沒有得到應(yīng)有的重視，對于引進(jìn)人才是否實(shí)施與其他高校教師等同的評價方式也是困擾各個高校的難題，，這樣對于其他高校教師缺乏公平的基礎(chǔ)。高校的學(xué)術(shù)氛圍人文環(huán)境是高校教師們十分注重的高�？陀^條件，只有在良好的學(xué)術(shù)氛圍中，引進(jìn)人才才能全身灌注的投入到教學(xué)科研工作當(dāng)中去。對于高校引進(jìn)人才進(jìn)行評價工作不僅僅要從短期的人事管理工作角度出發(fā)，更應(yīng)該從長遠(yuǎn)角度如何幫助人才成長留住人才培養(yǎng)人才吸引更多人才角度出發(fā)開展評價工作，確保人才工作能夠良性循環(huán)性發(fā)展。參照此種目標(biāo)本文分析了高校引進(jìn)人才的現(xiàn)狀并提出相應(yīng)建議和對策。
[Abstract]:At present, the demand for higher education is rising gradually in our country, the colleges and universities are in the state of increasing enrollment, and the number of students enrolled in higher teaching is rising, which leads to the increasingly fierce competition among the universities and colleges. In this one of the important factors teachers have become a very important human resources the demand for high-level teachers in the school is in a state of scarcity especially some outstanding teachers are competing for the object of each university. The awareness of talent in colleges and universities is also increasing, so the introduction of talents in the human resources departments of colleges and universities is also gradually increasing. As a new force among teachers, the introduction of talents in colleges and universities is the backbone of the discipline construction of teaching reform in colleges and universities, which can bring higher academic standards, greater social value and enhance the overall competitiveness of colleges and universities. After analyzing the present situation of talent evaluation at home and abroad, this paper draws lessons from the career theory and divides the talents into different types according to different working periods. This paper analyzes on the different characteristics of the talents introduced in different career cycles, and analyzes on the details of the talents brought in. The introduction of talents at the master level may bring a very high academic level in the field and a good reputation for the university. The academic leaders will bring solid scientific research and teaching backbone to the introduction school. The outstanding students who have just come out of the university have laid a solid foundation for the teaching and research echelons. Although the introduction of talents has been gradually paid attention to in various colleges and universities, the evaluation of imported talents has not been given due attention. It is also a difficult problem for colleges and universities to apply the same evaluation method as other university teachers, which is lack of fair foundation for other university teachers. The humanistic environment of academic atmosphere in colleges and universities is the objective condition that university teachers attach great importance to. Only in the good academic atmosphere, the introduction of talents can be poured into the teaching and scientific research work. The evaluation work of introducing talents in colleges and universities should be carried out not only from the perspective of short-term personnel management, but also from the long-term perspective of how to help talents grow, retain, train and attract more talents. To ensure that the work of talent can be a virtuous cycle of development. According to this objective, this paper analyzes the present situation of introducing talents in colleges and universities, and puts forward corresponding suggestions and countermeasures.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2
本文編號：2340307
[Abstract]:At present, the demand for higher education is rising gradually in our country, the colleges and universities are in the state of increasing enrollment, and the number of students enrolled in higher teaching is rising, which leads to the increasingly fierce competition among the universities and colleges. In this one of the important factors teachers have become a very important human resources the demand for high-level teachers in the school is in a state of scarcity especially some outstanding teachers are competing for the object of each university. The awareness of talent in colleges and universities is also increasing, so the introduction of talents in the human resources departments of colleges and universities is also gradually increasing. As a new force among teachers, the introduction of talents in colleges and universities is the backbone of the discipline construction of teaching reform in colleges and universities, which can bring higher academic standards, greater social value and enhance the overall competitiveness of colleges and universities. After analyzing the present situation of talent evaluation at home and abroad, this paper draws lessons from the career theory and divides the talents into different types according to different working periods. This paper analyzes on the different characteristics of the talents introduced in different career cycles, and analyzes on the details of the talents brought in. The introduction of talents at the master level may bring a very high academic level in the field and a good reputation for the university. The academic leaders will bring solid scientific research and teaching backbone to the introduction school. The outstanding students who have just come out of the university have laid a solid foundation for the teaching and research echelons. Although the introduction of talents has been gradually paid attention to in various colleges and universities, the evaluation of imported talents has not been given due attention. It is also a difficult problem for colleges and universities to apply the same evaluation method as other university teachers, which is lack of fair foundation for other university teachers. The humanistic environment of academic atmosphere in colleges and universities is the objective condition that university teachers attach great importance to. Only in the good academic atmosphere, the introduction of talents can be poured into the teaching and scientific research work. The evaluation work of introducing talents in colleges and universities should be carried out not only from the perspective of short-term personnel management, but also from the long-term perspective of how to help talents grow, retain, train and attract more talents. To ensure that the work of talent can be a virtuous cycle of development. According to this objective, this paper analyzes the present situation of introducing talents in colleges and universities, and puts forward corresponding suggestions and countermeasures.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G647.2
【引證文獻(xiàn)】
相關(guān)期刊論文 前1條
1 潘芳;曹亮;王靜;;高校引進(jìn)人才勝任力評價研究[J];現(xiàn)代商貿(mào)工業(yè);2014年09期
本文編號：2340307
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