研究型大学师资队伍建设三题  

Keys to Building a Strong Faculty in Research Universities in China

作　　者：庞青山[1] 李望梅 蓝清华 黄健柏[2] Pang Qingshan;Li Wangmei;Lan Qinghua;Huang Jianbai

机构地区：[1]中南大学高等教育研究所 [2]中南大学商学院

出　　处：《现代大学教育》2019年第2期80-86,112,共8页Modern University Education

基　　金：2011年湖南省哲学社会科学基金委托项目"高校人力资源管理模式研究";项目编号:11WTB12;湖南省教育科学"十一五"规划重点课题"世界一流学科成长机理研究";项目编号:XJK08AGD011

摘　　要：高水平的师资队伍是建设一流大学的重要引擎,理清研究型大学师资队伍建设的一些问题对建设世界一流大学和一流学科具有重要意义。世界一流大学运用大师成就大学、师资管理观念匹配办学理念、用一流人才吸引一流的人等观念构建师资队伍结构;在将学术型博士作为基本入职条件的基础上,注重博士学位的"含金量",教学人员与非教学人员比例合理,专业化的管理人员为占比较少的教师服务;一流大学的师资招聘具有复杂、公开、程序化的特点,教师考核体现大学共治原则,重视校外中立第三方,多层面协同促进教师发展。Strong faculty is the prerequisite for building a world-class university. Without a large number of outstanding faculty members ,there would be no so-called world-class universities at all. So far as faculty recruitment is concerned, a world-class university should have a transparent hiring process, attaching greater importance to the academic strength of applicants rather than where they earned their degrees. It aims to u let the first class people attract first class peoplen. As to faculty management, a world-class university should maintain an optimal faculty to staff ratio so that a highly-efficient administrative staff would work for a relatively smaller number of faculty. With regard to faculty evaluation, a world class university, under the principle of shared governance, could authorize an unbiased third party to help assess its faculty and promote teacher development.

关 键 词：研究型大学 世界一流大学 师资队伍 师资管理理念 师资结构 师资引留 教师发展 

分 类 号：G649[文化科学—高等教育学]