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The Introduction And Management Of Highly Qualified Personnel In Universities

Posted on:2014-09-22Degree:MasterType:Thesis
Country:ChinaCandidate:J N CaiFull Text:PDF
GTID:2267330425994555Subject:Business management
Abstract/Summary:PDF Full Text Request
With the revolution of economic form and progress of market economydevelopment, competition between Universities is getting more and harsher. Facing theserious test on development and survival, and also with the purpose of gaining a firmfoothold in the fierce competition, lots of Universities start the strategy of “More Talentedpersonnel for better School” that is to bring in talented teachers, especially high-levelpersonnel. But for all the domestic Universities, talent-bring in strategy is completelyinexperienced, no matter for how to bringing in or the management mode thereafter.Even if there is a complete model to follow, due to the differences of comprehensivecompetitiveness and current develop stage, this model could never fit for all Universities.Nowadays, with continuous effort and attempt, some of the Universities made progresson the way of “Talented personnel bringing in”. However problems related is exposedmore and more significantly:1. simple method without calculating costing and benefit,2.simple test, inappropriate performance review standard etc. All these problems seriouslyaffect the performance of talented personnel and also the bring in itself.This article mainly analysis the implementation of “Talent bring in” and also itsmanagement, solve problems related through the theories of Human resourcemanagement, psychology, method of performance review and accountant. Firstly thisarticle analysis that the serious shortage of talent in domestic Universities, concept ofhigh-level personnel bring in, expounds the necessity and importation of talentedpersonnel for school its development, and explains the current situation of high-levelpersonnel bring in and management. Secondly it analysis problems during “bring-in”,cost calculation, cost and benefit, the combination and cooperation of original and newlybring-in personnel, and performance review of high-level personnel. And thirdly, provides solutions for each problem related with the knowledge of accounting, HRmanagement, and performance review.The main frame structure of this article is analysis “Talent bring-in strategy”, exposeproblem and find solutions accordingly. And the final conclusion is: analysis the cost andbenefit of “bring-in strategy” on the perspective of accounting, the combination oforiginal and the bring-in personnel on perspective of Psychology, and also analysis theperformance review method, find solutions accordingly, make high-level personnel playin role and promote the university its competitiveness and insures its continuousdevelopment.
Keywords/Search Tags:high-level talents, Strategic planning for human resource, performanceappraisal, key performance index
PDF Full Text Request
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