A Study On The Appointment System Of Teachers In Universities Of China

Higher education, as a place for the top talents of the society, the quality of the output of the talent to a large extent affects the level of the whole society, therefore, only to control the quality of the training of students in order to better for the community to enter more high-quality personnel. And the quality of students is closely related to the overall quality of teachers, good teachers have a positive impact on the overall quality of the students. By the end of 2015, the State Council officially issued< co-ordination to promote the world first-class university and first-class discipline construction overall plan>, accelerate the completion of a number of world-class universities and first-class discipline, for the purpose of promoting the Chinese higher education comprehensive strength and international competitiveness, for two hundred years’struggle goals and the Chinese dream to provide strong support.< Overall program> around the core requirements of the " Chinese characteristics, the world class", from the construction, the reform of the two aspects of a total of ten key tasks. In the five building tasks, in the first place is to build a first-class teaching staff. Building a first-class teaching staff, we should strengthen the support and leading role of high-level talents, speed up the training and introduction of a number of first-class scientists, disciplines leading figures and innovative team, training to create an excellent teacher team. Although the teachers’ appointment system has been widely implemented in our country’s colleges and Universities, but the system still has a lot of problems, need to improve and improve itIn this paper, the selection of university teachers now conduct in-depth research and analysis for the discovery of China’s universities in the process of the selection of teachers are among the problems, according to the analysis of these problems can be targeted to strengthen and improve college teachers, eventually making improvement. Universities improve their teachers selection the quality of teachers can also go to meal in any university teachers also do optimization to optimize the overall human resources. On the basis of mainly using literature method and interview method to investigate the typical universities in Tianjin city as an example, for investigation and research. Through to the Tianjin E university teacher appointment for research month follow-up survey found that Tianjin E university recruitment there are many imperfections in the process of teachers, which requires schools, colleges, teachers’ level three Joint efforts to improve from the post set to recruitment to the post evaluation and withdrawal mechanism of system, so as to further ensure teachers in Colleges and universities in the recruitment process fair, open, justice make recruitment more reasonable and orderly. E University of Tianjin as a microcosm of the development of modern higher education in our country, the in the recruitment of teachers shortage and problems appeared in the process, in a certain extent reflects China’s colleges and universities in the recruitment of teachers in the process, its methods in dealing with these issues for China’s colleges and universities, the teacher employment provides reference information.The study found that in the recruitment of teachers in Colleges and universities exist in the process of post setting unreasonable, "set up a post for the person" phenomenon; in the recruitment mechanism above, the recruitment is by using the method of open recruitment, recruitment information is public, but the program and the process of recruitment is not open in the evaluation system above, at present, have more standardized and standardized system, but still there are some unscientific, generally the importance of scientific research ability of teachers virtue but concern the existence of incomplete. In terms of exit mechanism, there are still lack of clear standards of exit mechanism, the lack of teacher dismissal can be used in standard time, the current teacher more inclined to " the system of life tenure " to solve these problems using human resource management theory to analyze, explore deep reasons behind, and try to use this theory to design some management strategy.The study is divided into six parts:Part I:Introduction. This part mainly combs the research background, the research present situation as well as the significance of the study and so on, for the next investigation and study to lay the foundation.Part II:Related concepts, theory and literature review. This part is divided into two blocks. The first block is mainly focused on the elaboration of the major part of the concept, including theory of the origin, development, and the basic content of the theory, the second block is mainly combs the theory of human resources and appointment system in Colleges and universities and to introduce the origin of the appointment system in Colleges and universities, experienced in the development of several stages, and at the present stage of College Teachers’employment situation, and this literature review writing.Part III:Research on the teacher appointment system of E University in Tianjin. This is a major part of the e University of Tianjin as a case of study interviews, this process mainly for and the recruitment of teachers of school administration, school leaders and teachers and three groups, the preparation of three questionnaires were accessed, trying to sort out the Tianjin e University in the recruitment of teachers in the process of the status quo.Part Ⅳ:Problems and causes of the teacher appointment system of E University in Tianjin. The first part of the interview results to sort out, on this basis, the use of further analysis of the theory to identify the underlying causes of the problem.Part Ⅴ:Countermeasures to solve the problem of teacher appointment system of E University in Tianjin. This part is mainly aiming at the problems of colleges and universities in the survey results in the employment of teachers in the process, try to use of theoretical knowledge to answer the doubts, for part of the deficiencies of the appointment system for teachers of universities and colleges in our country specific defect part propose amendments to improve the views and countermeasures.Part Ⅵ:Reference experience from Tianjin E university teacher appointment system. This part first from the perspective of human resources management of will try to combine the human resources management theory and practice of the teacher employment.Then in the investigation that experience to other universities to share and provide reference.Part Ⅶ:Conclusion. This part includes the results of the study to sort out and summarize, looking for the deficiencies in the study, and on this basis to think about the development direction of further research.