地方高校人事制度改革困境与实现路径探究  

Research on Predicament and Realization Path of Personnel System Reform in Local Universities

作　　者：郑洋[1,2] ZHENG Yang(Huaiyin Institute of Technology,Huai'an 223003,China;China University of Mining and Technology,Xuzhou 221116,China)

机构地区：[1]淮阴工学院,江苏淮安223003 [2]中国矿业大学,江苏徐州221116

出　　处：《黑龙江高教研究》2019年第1期44-47,共4页Heilongjiang Researches on Higher Education

基　　金：江苏省教育科学"十三五"规划立项课题"新工科背景下应用型高校工程教育创新人才培养模式研究"(编号:D/2018/01/26)的研究成果

摘　　要：经过近60年四个阶段的发展,我国高校人事制度已经日趋完善,并为高校事业的发展做出积极贡献。随着形势的变化,目前地方高校在人事制度方面仍存在教师主体性重视不够、人事改革缺乏系统设计、关键性制度突破乏力等问题与困境。综合目前国内外理论研究和探索经验,地方高校人事制度改革的整体原则就是要实施教授治学、推进二级管理、制定分类政策和推行动态调整。对此,提出地方高校的人事制度改革路径应该是树立以教师为本理念、建立分类管理评价体系、构建基于绩效的薪酬分配体系、推进落实人员聘任制度。China’s personel system,with a long development near 60 years and 4 stages,is being perfected,which makes contributions to the development of university. However,with the change of the situation,there are still some problems and difficulties: such as the indifference of teachers’ subjectivity,the lack of systematic design for personnel reform,and the weak breakthrough of key systems.Based on the current theoretical research and exploration experience at home and abroad,this paper argues that the integrated principles of personnel reform in local university and college is carrying out professors academic management,promote secondary management,formulate classified policies and implement dynamic management. In view of this,the path of personnel reform in local colleges and universities was proposed that we should set up the educational ideal which take teachers as its essence,build a classified management evaluation system and a performance-based salary distribution system,and promote the implementation of personnel appointment system.

关 键 词：地方高校 人事制度 改革路径 探究 

分 类 号：G647[文化科学—高等教育学]