Research On The Evaluation Index System Of The Attraction Of Multi-type High-level Talents In Universities And Its Strategies

In recent years,the introduction of high-level talents in universities has become a development trend.But at the same time,it facing problems such as serious profit-seeking ideology,disorder of talent competition,obvious siphon effect and so on.There are also some shortcomings in the existing research,such as the limitation of the perspective,the lack of the research on evaluation of talent attraction,and the need to refine the research object.Therefore,it is necessary to form the elements of high-level talent attraction in universities and evaluation index system with certain guiding significance,so as to help universities formulate reasonable and effective talent introduction strategies.Based on first-hand and second-hand data analysis,questionnaire survey and interview results,this paper extracts the attractive elements of high-level talents in universities.On this basis,this paper chooses the AHP method to construct an evaluation index system of the attraction of multi-type high-level talents in universities,and analyzes the key indicators of talent attraction of each type of high-level talents.Finally,for the high-level talent introduction in Beijing general universities,the overall introduction strategy is proposed based on the attractive elements,the introduction strategies of different types of high-level talents are proposed based on the key indicators of talent attraction.The results show that,the attractive elements of high-level talents in universities includes four first-level elements(university employer brand,job and interest matching degree,career development security,salary and welfare treatment)and fifteen secondary factors(social recognition,university brand resources,job matching,personal interest,financial support,team building support,personnel training mechanism,career development space,system guarantee,job stability,salary treatment,incentive policy,welfare and staff care,working environment,work intensity and length in time).The overall strategy of high-level talent introduction in Beijing general universities can be formulated based on this.The evaluation method consists of four steps which can help high-level talents in universities to evaluate the attraction of universities quantitatively and select scientifically.Besides,there exists differences in the key indicators of talent attraction of each type of high-level talents,specifically as follows:Scientific research talents: Financial Support > University Brand Resources > Team Building Support > Incentive Policy > Salary Treatment.Teaching talents: Salary Treatment > Work Intensity and Length in Time > Job Matching > Career Development Space > Job Stability.Administrative logistics management talents:Job Stability > Salary Treatment > Work Intensity and Length in Time > Incentive Policy > Welfare and Staff Care.For the attraction of different types of high-level talents in universities,the strategies can be formulated based on the corresponding key indicators of talent attraction.Finally,the overall strategy and strategies of different types of talents for the introduction of high-level tatents in Beijing general universities which are at a disadvantage in the competition for talent introduction,are helpful to enhance their competitive advantages and attract suitable talents.