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作 者:刘筱[1,2]
机构地区:[1]长江师范学院教务处,重庆涪陵408100 [2]西南大学教育学院,重庆北碚400715
出 处:《江西科技师范学院学报》2010年第3期87-95,共9页Journal of Nanchang Vocational & Technical Techers' College
基 金:长江师范学院2007年教改项目(JG2007030)
摘 要:教师聘任制是市场经济体制下教育人事制度改革的需要,也是教师队伍管理新机制的重要组成部分。各高校旨在通过改变以往的教师任用机制,建立公平、公正、竞争、择优的新型教师任用与管理机制。新建地方院校的建设与发展除需充足的经费、先进的教学设施外,最重要的是要有优质的师资。这些院校由于办学历史短,管理体制相对较不完善等客观原因,其师资队伍的建设成为制约学校发展的一大障碍。新建院校要通过对聘任制改革环境及聘任制改革实践中问题的分析,借鉴国内外著名大学教师聘任制在具体操作过程中的经验,结合自身教师管理和师资建设的实际情况,运用人力资源相关理论,从高校战略性人力资源管理、教师岗位设置、聘用政策及程序、评价考核制度、激励机制几个方面构建适合自身现状的科学合理的教师聘任制度。Faculty recruitment system is the need of reform of the personnel system in education under the socialist market economic system.It is also an important part to constitute a new management mechanism of the contingent of teachers.Many colleges establish the new appointment and management mechanism,which is fair,equal,competitive and merit-based selection,by changing the mechanism for appointing teachers in the past.The development of newly-established regional universities need adequate funding,advanced teaching facilities,but the most important is high-quality teachers.Because of the short school history and imperfect management system,teacher's construction turns into the obstacle of the development in those universities.So newlyestablished regional universities must analyze the reform environment and the problems of teacher recruitment,learn the advanced experience of specific operations from the outstanding universities both at home and abroad in the appointment of teachers,and then uses human resources theory to build up a set of mechanisms which is workable,scientific and rational,and suited to those universities' conditions in the aspects of strategic human resource management positions,teachers posts,teacher employment policies and procedures,teacher evaluation,examination system,and teacher incentive.
分 类 号:G647[文化科学—高等教育学]
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