重点大学教师招聘优先群体的路径选择  

Postdocs Should be the Priority Groups of the Key Universities' Faculty Recruitment

作　　者：姚云[1] 李福华[2] 

机构地区：[1]北京师范大学,北京100875 [2]淮北师范大学,安徽淮北235000

出　　处：《国家教育行政学院学报》2015年第1期28-31,共4页Journal of National Academy of Education Administration

基　　金：2013年国家自然科学基金项目(71273034)

摘　　要：博士后是学术与科技创新的年轻优秀人才代表,是中国重点大学未来发展的中坚力量。通过分析重点大学教师招聘传统模式的不足,指出博士后在重点大学教师招聘中具有的优势:人才的比较优势;考查的长期性与全面性;学源的多样性与学科的交叉性以及人员聘用低风险。要将博士后具有的优势转变为促进重点大学建设事业的现实,可采取的措施包括:大学教师队伍建设中规划博士后进人指标;有针对性地选拔优秀博士后;制定引进博士后的公平激励政策以及博士后待遇的无差别对待。As young talents of academic and scientific innovation, postdocs are the hope of the China＇s key universities＇ development. After an analysis of insufficient model of key universities＇ traditional facuhy recruitment, its advantages of postdoc recruitment were pointed out： comparative advantage of talents, long- term and comprehensive examination, diverse sources and the intersection of the subjects, and the low-risk personnel. The postdoc advantage can enhance the key universities＇ development, which needs such measures as taking postdoc recruitment index into the construction planning of the key universities＇ staff, targeted selection of postdocs, introducing fair incentive policies and no difference in treating postdocs.

关 键 词：博士后制度 重点大学 教师招聘 师资队伍 

分 类 号：G647[文化科学—高等教育学]