A Study Of High-level Talents Management Of Local Colleges And Universities In Shandong Province

High-level talents are an important part of the strategy of strengthening colleges and universities.They have played a key driving role in the optimization of teaching staff,the construction of disciplines,the cultivation of talents and the improvement of overall education and teaching quality.With the acceleration of the process of economic globalization,the battle for talents among universities is becoming increasingly fierce,and the research on high-level talents management has become an important topic.The single-item management problems such as the introduction of talents are the focus of attention for researchers at present.However,the research on the overall management of high-level talents in local colleges and universities which account for more than 90% of the total number of ordinary colleges and universities in China is still rare.How to define the high-level talents in colleges and universities? What is the current situation of high-level talents management in local colleges and universities? What are the features? What are the problems in the management of high-level talents in local colleges and universities? How to solve these problems? Taking the local colleges and universities of Shandong Province as the research objects and using the literature analysis method,the qualitative research method and the empirical research method,this study tries to answer these questions and provides reference for the consummation of management mechanism of local university high-level talents.It is of great theoretical and practical significance to enrich the theory of strategic human resources management,to promote the construction of teaching staff and the overall quality of education and teaching on a large scale.According to the existing relevant documents,high-level talent recruitment announcements of universities,and on the basis of understanding the talents situation in the context of globalization,an analysis is conducted on the present situation of high-level talents management in local universities of Shandong Province from four dimensions: the introduction,the use,the appraisal,and the retention.The research result demonstrates that the management of high-level talents in local universities of Shandong Province has the characteristics of belongingness,of administrative system type,of utilitarianism,of regionality and bipolar phenomenon.Qualitative study of high-level talents management in local universities is done according to the result of semi-structured interviews with the directors of human resources departments of 6 local universities in Shandong Province or the persons in charge of high-level talents management,and the quota sampling of 8 high-level talents from each school,altogether 48.First,analysis from the perspective of managers is carried out,focusing on the advantages and disadvantages of introducing high-level talents,the achievements and faults in using the talents,the difficulty and ease in evaluating their performance,and the gain and loss in retaining them.Then,from the perspective of high-level talents,analysis is given to the key to their willingness to be introduced into,the causes of their job comfort,the perplex in their professional development,and the reasons for whether the appraisal is reasonable or not,and the game of leave-or-stay in decision-making.On the basis of qualitative research result,questionnaires are prepared and a questionnaire survey concerning high-level talents management is conducted on high-level talents from 9 local universities in Shandong Province.SPSS22.0 is used for data management and analysis.An empirical study is made on the factors influencing the four dimensions of high-level talents management by means of regression analysis,etc..The result suggests that in terms of talents introduction,schools with the right to award doctorates and master's degrees and schools with national and provincial research platforms are the most or more attractive for high-level talents,while schools only with good pay and benefits are less attractive.In terms of talents use,heavy tasks in teaching and scientific research have greater influence on high-level talents,too few research start-up funds with a great impact,and scientific research team with the lest influence.In talents evaluation,the high-level talents value the appraisal system,mechanism,method,humanistic concern,scientific research conditions,development space,career development,salary treatment,soft environment in order of importance.In terms of talents retention,scientific research conditions have the greatest impact on high-level talents,then the salary treatment,assessment system,school soft environment,getting professional titles,and the right to grant doctoral degrees,but the impact of development space weak.In the aspect of satisfaction,the satisfaction of evaluation system has the greatest influence on the overall satisfaction,followed by the scientific research conditions,salary treatment,soft environment construction satisfaction,and career development satisfaction.All this provides a basis for discovering the problems of high-level talents management in local universities and for putting forward some countermeasures and new topics for further study.