我国高水平研究型大学人才柔性引进探析

【作者】 毛丹；

【导师】 周志成；

【作者基本信息】 复旦大学 ， 高等教育学， 2009， 硕士

【摘要】 随着人类社会进入21世纪,迈向知识经济时代,高素质的人才资源已成为当今社会最有价值的战略性资源。一场没有硝烟、没有国界的人才资源争夺战正在全球愈演愈烈。高校担负着培养人才、科技创新和为社会经济建设服务的重任,其人才资源的引进和管理显得更为重要。高校人才资源开发和管理的水平、人才资源的数量和质量,正在成为各个大学在全球竞争和争创一流中拉开差距的主要因素。建设高水平研究型大学是应对知识经济挑战和建设创新型国家的需要,也是大学自身发展的必然选择。在建设高水平研究型大学的过程中,人才问题始终是大学改革和发展的核心问题和头等大事,谁拥有了人才,谁就能更好地在竞争中取胜。人们常引用清华大学老校长梅贻琦先生的名言:“大学者,非谓有大楼之谓也,有大师之谓也。”贴切的讲述了人才和教师对于高等学校的重要意义。拥有一批在国际上有影响力的学术大师,是世界一流大学最重要的特征之一。哈佛大学原校长科南也曾说过,大学的荣誉不在于它的校舍和人数,而在于一代代教师的质量和贡献。剑桥大学每年用于添置实验设备的投资只占大学开支的十分之一,其余全部用来吸引精英人才。可见,大学的成功关键在于人,拥有一支高水平的师资队伍,是研究型大学驰名世界,在国际高等教育体系中具有强大影响力、凝聚力和竞争力的决定性因素之一。由于高层次人才培养具有周期长、成本高等特点,许多高校在加强现有人才培养的同时,积极吸纳具有创新能力、处于国际学术前沿的高层次人才,将人才引进工作作为加快人才队伍建设的捷径。近年来,国内高校尤其是研究型重点大学纷纷创新人才引进的政策和措施,提供各种优惠条件,吸引高层次优秀人才的加盟,形成许多行之有效、富有特色的人才引进机制和模式,本文所研究的高校人才柔性引进机制便是其中之一。柔性引进机制是一种富有弹性的灵活的引人用人机制,是高校间高层次人才资源共享的一种主要机制。按照“不求所有、但求所用”的原则,根据高校学科建设的需要和引进人才本人的情况,不苛求人事档案一定到位,工作时间上充分灵活多样,为解决高校特需的、但又无法或一时难以引进人才的难题提供了思路。本文以高校人才柔性引进为核心,在建设高水平研究型大学的大背景下,对这一新生机制的概念、理论基础、实施的成效和局限、以及理性管理的对策作了较为详细的探析和研究。本文共分为七章。第一章绪论,对高校人力资源管理的研究背景作了简要概括,并提出高校人才柔性引进这一新兴引人机制的概念,同时以“高校人才引进”为主题作了相关文献分析。第二章是研究型大学人才柔性引进概述,系统的表述了研究型大学人才引进的含义和意义,以及人才柔性引进的含义、作用及方式。第三章属于本文的理论基础部分,笔者主要通过对现代大学制度理论、人力资源管理理论、人事管理理论在大学的发展和运用的阐述,为大学人才柔性引进提供了理论依据。第四章阐述了高校人才柔性引进所取得的成效,并举出具体成功的实例。第五章全面客观的分析了目前我国高校人才柔性引进中存在的局限和主要问题,为提出相应对策提供了方向。第六章是本文的重点,首先论述了我国高校人才引进经历的三个阶段,然后从人才柔性引进的规划设计、软环境建设、成本管理、风险规避四个方面详细论述了我国高校人才柔性引进理性管理的政策建议和具体对策。第七章结论与展望,简要总结分析了我国高校人才柔性引进的变动趋势。更多还原

【Abstract】 As human society has entered into the 21st century, we are facing a new world in which high-quality human resources have become the most valuable strategic resources. At this new age of knowledge-based economy, the competing for human resources is just like a "No smoke, no national boundaries "war, which is increasing fiercely in the whole world. Even more important is the introduction of human resources and management in colleges, which assume the responsibility of cultivating talent, technological innovation and construction services for the socio-economy. "The level of human resources development and management, the quantity and quality of human resources" are the major factors for the colleges to reach the first class world level.Constructing high-quality research universities is the need of building an innovation-oriented country, and is also closely connected with the development of universities. In the process of constructing high-quality research universities, personnel problem is always the first priority to the reform and development of colleges. Who owns more talent, who will be better able to win in the competition. Towards the world first class university, we need more and more influential academic specialists. The former president of Harvard University once said:" The honor of universities does not lie in its schools and the number of teachers, but lie in the quality and contribution of teachers from generation to generation." In Cambridge University, the investment of additional laboratory equipment only accounts for one-tenth of the total expenditure every year, and all the rest is used to attract the best talent. Consequently, the success of the university will depend crucially on the human resources. Owning a high level of teaching staff is one of the definitive factors for colleges to reach the first class world level.Because of the high-level training with the characteristics of long-term and high-cost, most of universities are actively attracting international academic talent and make the introduction of talented personnel as a shortcut to speed up the construction of professionals. Many universities in China, especially the key universities all have innovated the policies and measures of personnel introduction in recent years, and they have also provided favorable terms to attract talented people. All these workable measures have formed a unique mechanism and modality to introduce talent. The university flexible employment policy talked about in this thesis is just one of the workable measures. The university flexible employment policy has characteristics of clear objective and a flexible operation, and is also a key mechanism which can meet the common share of human resources. According to the principle of this policy, many personnel departments in universities have supplied new methods for attracting high-quality and much-needed talent. In the context of constructing high-quality research universities, this thesis takes the university flexible employment policy as the core point, which in detail elaborates its concept and theoretic basis, the limitation and effectiveness of its implement, and the policies of its rational management.The thesis can be logically divided into six parts. The first part is prolegomenon, summarizing the achievement and the shortage of the former research, pointing out the purpose, significance and method of the research. The second part provides an overview of the concept, significance and method of the university flexible employment policy. The third part belongs to the theoretical basis of this thesis, in which the author expounds the important theory of the modern university system, human resources management theory and the application of personnel management theory in universities as the theoretical foundation. The fourth part sets out the effectiveness of the university flexible employment policy, and also cites specific successful examples. The fifth part gives a comprehensive and objective analysis of the limitation and major problem of this policy, and also provides good direction for the corresponding responses. The sixth part is the focus of this thesis. First of all, it discusses the three stages of talent introduction in China’s universities. And then it discusses in detail the concrete countermeasures of rational management from the four aspects: Plan and Design, "Soft Environment Construction", Cost Management, Risk Aversion Management. The seventh part is the conclusion and outlook, it provides a brief analysis of the long-term tendency on the university flexible employment policy.更多还原