On The Introduction And Management Of High-level Personnel Of Our University

Human resources are the most important resource in social development. To the University, who owns the high-level talents which are much-needed for the development of subjects, who owns the wealth, then it seizes the high ground of the development. In the College's development strategies, to enhance personnel training and academic research level, the introduction of qualified personnel, especially the introduction of high-level talents and management are paid much attention.Since the introduction and management of high-level talents is a brand-new work to the colleges and universities, they haven't any direct experiences to study, and there is no model for reference, so in the past, insipid of certain achievements in the increase of the number of talents, School construction, and other disciplines, but there are still many problems need to study and solve. Although the academic community have researched about these issues, but these problems still need to better, more comprehensive study. According this, this article combines the theory of higher education management, human resources management, the talent evaluation theory and technology, makes a more systematic, more comprehensive study on the introduction and management of high-level talents in high universities. This research has great theoretical and practical significance on the aspects of human resources management reform, university teachers' construction, integration of all subjects, etc.In this paper, the writer follows the principle of from the general to the particular, from theory to practice. And it is divided into five parts:Chapter 1: Introduction. Introduced the problems which the paper would solve and research purposes, the background and basis for topics, reviewed the related studies, described this paper's methodology, and then pointed out the innovation of this paper.Chapter 2: Made an analysis about the background and reasons of the introduction of high-level talents in universities. First of all, from these aspects to tell people the necessary of the introduction and management of high-level talents: the high-level talents' contribution in the community-building and the development of higher education, the importance of human resources, the needs of the contingent of teachers colleges and universities. And secondly, this paper improved the feasibility of high-level talents from the following aspects: the "rudiment" of talents introduction--"Headhunting" by the accumulation experiences that we can learn from, the foundation of this kind of work in universities, high-level talents their own needs, etc.Chapter 3: The status of the introduction of high-level talents in colleges and universities. First of all, introduced the various policies in various local governments in order to introduce high-level talents, and secondly, from the following aspects to tell the benefits that universities received from the introduction of high-level talents: useful changes of the contingent of teachers in colleges and universities, brought to promote university inject vitality into their development; encouragement of the original talents, to promote the building of the subjects; place on a benign impact of social development.Chapter IV: Problems and negative effects of introduction of high-level talents. From the following five aspects to analyze the major issues of the introduction of high-level talents in universities: the blind introduction; management is not perfect; the conflict between new talents and original talents. At the same time, analysis of the causes of these problems, such as shortage of scientific methods techniques about the talents evaluation, the lack of effective measures to standardize the work of management. All of these set blocks to colleges and universities' development, so that, the introduction work itself can't give full play as it should to be. If things continue like this, colleges and universities will inevitably cause more human, material and financial waste.Chapter 5: Gave some effective measures to improve the status of the talent introduction work and management. Against problems and contradictions we concerned in the fourth part, the paper focuses on how to use the benefit and avoid the disadvantages in the introduction of high-level talents, and made the work really become the strategic benefit work of colleges and universities. Firstly, discussed the basic principles what we should follow in the introduction of high-level talents, such as: to respect the talents, to place the efficiency at 1st, the introduction of on-demand, two-way selection, obey the national law and policies. After that, the paper declared that they should pay more attention to the usage of advanced technology to talents' evaluation in the work of introduction of high-level talents; and focused on several kinds of the evaluation scales and technologies. Finally, contact with the talents management, the paper gave some skills to propose the work, such as: the use of the mode of contract management, check up the work of high-level talents after they got into the universities, and other special means to improve the talents management. It is necessary to achieve the introduction of talents, but also make good use of talents, to retain the existing talents, to create a good employment environment, and build a harmonious campus atmosphere.