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人才引进工作是高校实现"人才强校"战略的重要保障。在国家"双一流"建设和陕西省政府"四个一流"建设的大背景下,建设好高校高层次人才队伍,对于增强高校核心竞争力具有举足轻重的作用。本文通过阐述普通高校引进高层次人才涉及的层次,分析高校在高层次人才引进中出现的各类问题,有针对性地提出了相关对策和解决方案,以期对提升高层次人才引进工作的效率和质量起到积极作用。 相似文献
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一流高校首先体现在人才的一流，包括一流的教师和他们培养的一流的学生。“人才强校”就是要研究怎样来培养出一流人才，而不仅仅寄希望于引进人才。加强高校人才队伍建设的关键是实施人才强校，而人才评价又是人才强校、人才引进的关键。通过制定长远规划按需引进人才并加大校内培养力度促进青年教师成才，努力营造良好、宽松的用人环境，创造良好的用人平台，为创建一流高校提供根本保证。 相似文献
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新中国成立六十多年来,我国经济及社会发展成就巨大,为高等教育事业发展提供了基础条件。教育科技投入的增加有利于大学教师职业发展,进而有利于提高高等教育质量、建设世界一流大学和一流学科。大学教师的职业发展不仅是教师自身成长、发展的需要,也是高校做到人尽其才、做好人才培养的需要,更是国家大力实施'科教兴国'人才强国'战略的... 相似文献
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依托“双一流”建设高校成立的省部级重点实验室，承担服务国家战略需求及培养国际化人才的使命。从一流平台建设，拓宽对外交流渠道，“留学天大”策略实施，以及外籍专家人才引进4个方面，分析介绍天津市分子光电科学重点实验室在国际化人才培养方面的实践经验及取得的成果，同时提出未来发展方向，为同类实验室国际化人才培养提供实践参考。 相似文献
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"双一流"背景下,高校人才引进趋势加剧.通过5W模式研究视角及其分析框架,对高校人才引进机制从传播者、传播内容、受众、传播媒介和传播效果进行分析,提出高水平大学人才引进的对策. 相似文献
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实施人才强校战略，是高校持续健康协调快速发展的必然选择，而建设一支高素质高水平的教师队伍则无疑是最现实最根本且最有效的途径。教师是办学的主体，也是建设一流研究型大学的关键，必须从战略的高度加强教师队伍建设，构筑加强学校发展的人才高地。 相似文献
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一流的师资是一流大学和学科建设的重要保障, 而一流的师资队伍建设需要创新人才评价机制,深化人才管理体制改革。因此构建一套系统合理的大学教师分类评价体系实现人才评价机制的创新,对于一流师资队伍的建设具有重要意义。但在“双一流”建设进程中,现行的大学教师分类评价体系在评价标准、评价主体、评价内容及评价方法上与双一流建设发展有许多冲突和不适应,大学教师发展相对滞后。文章通过分析现行的大学教师分类评价体系的现状及问题,提出进一步完善大学教师分类评价体系,建立和完善相关激励机制,切实为“双一流”建设提供有力支撑。 相似文献
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Sean Bulger Emily M. Jones Andrea R. Taliaferro Valerie Wayda 《Quest (Human Kinetics)》2015,67(1):73-92
There are persistent concerns in the literature related to recruitment and retention of highly qualified teacher candidates who are capable of achieving contemporary goals and meeting the professional expectations associated with the delivery of quality physical education programs in schools. The purpose of this article is to provide physical education teacher education faculty with recommendations for best practice in the area of teacher candidate recruitment by reviewing literature in the following areas: (a) identification of the characteristics of successful teachers as a basis for recruitment efforts, (b) fundamental principles of effective marketing and recruitment, (c) generational characteristics of college-bound students and the practical implications, and (d) recruitment of underrepresented populations. The recruitment tactics identified include actionable recommendations for faculty, departments/programs, universities, and community partners in teacher education. 相似文献
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博士生招生申请考核制的内在优势在于：有利于确定专业权力在博士招生与培养中的作用,有利于选拔高质量的、适合攻读博士学位的学生,有利于营造良好的学术生态,提高导师育人责任。其不足在于容易受制于人性的弱点,导致内部监督不畅,录取的公正性受到质疑。当前,这一制度所获得的良好发展机遇包括高校去行政化的改革背景,国外大学的有益经验和国内高校的实践探索。其所面临的挑战主要是中国人情社会的文化环境,行政力量的依然强势以及社会诚信的缺失。 相似文献
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班级活动是高校学生活动的基础组成部分。根据大学生和高校班级活动的特点,将体验式教育思想融入班级活动以提升学生的综合素质,在体验式教育实践的基础上,探讨高校班级活动开展的原则和基本要求,确立体验式教育视闽下师生“双主体性”,为高校班级活动的开展提出了一种新的思路。 相似文献
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《Chinese Education & Society》2013,46(5):6-29
As late as 1949, the colleges and universities in our country still followed the old system and recruited and admitted their students separately, with each college and university following its own methods and principles. From 1950 to 1951, however, we began to gradually put into practice a method by which the colleges and universities within each greater administration region recruited and admitted students jointly. Then, in 1953, we began to implement the First Five-Year Plan in this country. In order to cultivate cadres in a planned and methodical way, we began, in 1952, to implement a nationwide centralized or unified student recruitment and admissions policy for all the colleges and universities throughout the country. 相似文献
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It is widely admitted that teaching English to a large class has certain disadvantages over a small class. But in many schools even universities in China, large class teaching is still a common practice. English teachers in many universities in China often have a lot of teaching difficulties and problems. Therefore, it is necessary for those teachers to understand the main principles and learn Some basic strategies for large class English teaching in order to improve their teaching. This paper aims to suggest some guidelines for large class EFL teachers. 相似文献
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This study analyses why and how academic inbreeding as a recruitment practice continues to prevail in Japan, a country with
a mature higher education system, where high rates of academic inbreeding endure in most of the research-oriented universities
in spite of several higher education reforms. Based on a qualitative analysis, we disclose three characteristics that lead
academics to become inbred at Japanese universities. One characteristic—the adoption of “open recruitment processes” in detriment
of “closed recruitment processes”—changed over time, limiting academic inbreeding practices, but two other characteristics
remained unchanged over time: the “one university learning experience” and the “concentration of doctoral supervisors at the
same university”. These latter characteristics represent difficult challenges to be tackled as they are also traditional characteristics
of the Japanese higher education system. The research also shows that academic inbreeding practices are a means to assure
organizational stability and institutional identity, features perceived as important by Japanese universities. A central challenge
for the Japanese universities is then to guarantee these features without needing to rely on academic inbreeding practices
to obtain them. However, devising policies to meet this challenge calls for institutional will to change, proactive strategies
and time. 相似文献
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杨欢 《新疆职业大学学报》2011,19(2):68-70
将以广东省高校为例,对特长生招生中考生来源、招考条件、优惠政策、实际录取、艺术活动等情况进行分析与介绍.目前,实践已大大超前,但对艺术特长生这一特殊的群体却没有规律的总结和理论层面的认识. 相似文献
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高校党建工作评估体系探讨 总被引：3，自引：0，他引：3
陈业林 《湖北广播电视大学学报》2010,30(6):44-45
构建科学合理的党建工作评估体系要在导向性、可测性、可行性和系统性等原则的指导下,以高校党建工作基本标准为根据,制定高校党建工作评估体系的基本指标,并在此基础上进一步制定二级指标和明确主要观测点的内容。评估体系的组织实施则需要通过成立专门的评估机构、制定完善的工作制度、开展高校自我评建和采用科学的评估方法来实现。 相似文献
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虚拟仿真实验教学项目建设是教育部实践教学改革的重要举措,但地方经管类高校起步晚、底子薄,严重影响了项目的质量。以地方经管类高校虚拟仿真项目内容选型为研究对象,通过现状调研,从学校、二级学院和教师三维层次分析了项目选型的困境。结合建设目标,设置了“真实与虚拟”“水课与金课”“独享与共享”“仿真与虚拟”的四平衡科学选型原则。运用竞争战略思想,提出了项目选型的三大策略,包括降低开发成本和缩短开发时间的成本领先战略、发挥学科专业优势和特长的差异化战略、利用地缘优势的聚焦战略等。解决了地方经管类高校虚拟仿真项目选型的难点,助推了项目建设目标的达成,提升了地方经管类高校申报高层次平台的竞争力。 相似文献
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Srbijanka Turajlić 《Higher Education in Europe》2006,31(3):295-302
When the legislation on higher education in Serbia was enacted in the summer of 2005, Serbian universities started a reform process, which has still not been completed. Since the new law leaves room for any institution to organize itself within the given framework, it is hard to predict the final shape the universities are going to adopt. Consequently, this paper focuses on the existing practice in recruitment policy indicating the eventual pitfalls that threaten the institution in the reform process. In order to allow for a better understanding of the environment in which recruitment is taking place, the first part of the paper outlines the existing environment in terms of the institutional structure, financing and management. The second part concentrates on the recruitment policy. 相似文献