高校引进人才评价体系研究

发布时间：2018-11-18 14:34

【摘要】：当前由于我国国民对于高等教育的需求渐渐上升，高等院校处于不断扩招的状态，高等教学入学学生数目不断攀升，导致各大高校竞争日益激烈。而在这其中的一个重要因素教师也成为了一种十分重要的人力资源，学校对于高层次教师的需求处于紧缺状态，尤其是一些杰出的优秀教师更是各大高校竞相争取的对象。各大高校对于人才的重视的意识也日渐提升，所以人才的引进力度在高校的人力资源部门也日益受到重视也渐渐加大。高校引进人才作为一种教师中的新生力量是高校教学改革学科建设的中坚力量，可以为高校带来较高的学术水准，更大的社会价值，提升高校整体竞争力。本文在分析了国内外人才评价现状后，借鉴了职业生涯理论将高校引进人才依照不同的工作时期分为不同的人才类型，分析了处于不同职业生涯周期中的引进人才所具备的不同特点，将引进人才细化进行分析。大师级别的引进人才可能为高校带来领域内极高的学术水平并带给学校优良的声誉，学科带头人会给引进学校带来坚实的科研及教学中坚力量，而刚刚走出校门的各大高校优秀学子则为学校教学和科研梯队打下坚实的基础。对于人才的引进工作在各个高校虽然得到了逐步的重视，但是对于引进人才的评价则一直没有得到应有的重视，对于引进人才是否实施与其他高校教师等同的评价方式也是困扰各个高校的难题，，这样对于其他高校教师缺乏公平的基础。高校的学术氛围人文环境是高校教师们十分注重的高校客观条件，只有在良好的学术氛围中，引进人才才能全身灌注的投入到教学科研工作当中去。对于高校引进人才进行评价工作不仅仅要从短期的人事管理工作角度出发，更应该从长远角度如何帮助人才成长留住人才培养人才吸引更多人才角度出发开展评价工作，确保人才工作能够良性循环性发展。参照此种目标本文分析了高校引进人才的现状并提出相应建议和对策。
[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.
【学位授予单位】：哈尔滨工程大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G647.2

【引证文献】