【作者】 张悦；

【导师】 杨炳君；

【作者基本信息】 大连理工大学 ， 行政管理， 2007， 硕士

【摘要】 21世纪是知识经济时代，其本质是人才经济，谁拥有了人才，谁就能在竞争中赢得优势。为此，各个国家都加大了在教育方面的投资力度，以培养优秀的人才。高校作为智力资源的“孵化器”在人才培养过程中发挥着重要的作用，而教师作为高校最核心的资源，已成为决定高校发展的关键因素。近年来，我国各高校都在改进招聘体系，以期为学校在更广阔的范围内挑选、吸纳优秀的人才。但是目前国内高校的教师招聘工作与国外高校相比还有较多落后的地方，因此，对改进教师招聘体系的研究具有现实意义。本文紧密结合教师招聘工作实践中出现的具体问题，在搜集和分析了大量文献资料的基础上，以人力资源规划和工作分析理论、人力资源甄选理论、人与环境匹配理论、知识员工管理理论、职业生涯发展理论作为研究的理论框架，同时采用理论分析与实证分析相结合的方法、对比研究法等为手段对当前国内普通高校教师招聘工作的现状进行分析与研究。归纳总结出现行高校教师招聘体系存在的一些主要问题，找出制约高校教师招聘工作顺利进行的内外因素。在此基础上，借鉴国外高校教师招聘工作的成功经验，结合我国现阶段高校教师招聘工作的实际情况，从多角度优化高校教师招聘体系。经过改进后的教师招聘体系整合了招聘中涉及的诸多因素，充分考虑到了学校和教师双方的需求，特别是把教师的发展和需求放到首要位置，具有更强的吸引力、灵活性和可行性。文章在最后一部分对大连理工大学的教师招聘工作做实证分析，对论文的观点做进一步论述。更多还原

【Abstract】 It is knowledge-based economy time in 21 century and its nature is the talent-based economy. Talents have become the decisive factor on success. The college plays an important role in the Knowledge-based Economy appearing as incubator of the human resources and the teacher which acts as the kernel sources of the college has become one of the crucial factors effecting the development of the colleges. Thus, it is important to establish and perfect the teacher recruitment system to attract talents in broad range. So, it is of great practical significance to study on the reformation of the teacher recruitment system.Based on the theories of recruitment and human resources selecting, this paper analyzes the existing problems about the recruitment of human resources, such as lack of human resource planning combined with the strategy for college development, lack of appeal for young college teacher because of pay system, monotonous means to select teachers, fuzzy duties between personnel department and faculties, and the management after recruitment. This paper tries to explore the causes of such problem mentioned above and provides solutions to these problems through borrowing the foreign successful experience. The principal aim of this paper is to help the college to establish and perfect the system of recruitment. The detailed measures to such problems mentioned above including the following. Firstly, long-term plans should be formulated based on the strategy for high school development. Secondly, the recruitment power should be rational divided between personnel department and the employing units. Thirdly, recruitment means should be perfected. Fourthly, different methods of absorbing human resources should be arranged depending on the different needs. Lastly, supervision and guidance should be strengthened after recruitment. Revised recruitment system integrates the factors concerned in the recruitment and it can meet the needs the colleges and the teachers. Specially, the revised recruitment system places the needs and developments of the teacher to the primary state. Thus, the revised recruitment system has more attraction, feasibility and flexibility. In the last part of this paper, the author expresses the views mentioned above through the revision of recruitment about Dalian University of technology.更多还原