让高校人事管理变为激发教师潜能的“催化剂”

On college personnel management becoming a "catalyst" to inspire teachers’ latent energy

许多人认为,高校是否能够培养更多优质毕业生,是教学管理部门的责任,与人事管理部门没有多大的关系。但事实上,人事管理中的师资建设、职工福利、人员招聘、员工培训、职务评审、资格认定和政绩考核等工作,均影响教师潜能的有效发挥。教师工作情绪的表现,也有赖于人事工作的"杠杆"调配。而教师工作努力与否,则直接关系到高校"产品"---毕业生的优劣。评价一所高校的成绩,主要是看学校培养了多少高质量的毕业生。从这个角度讲,高校人事管理工作应该成为激发教师潜能发挥的"催化剂",而绝不是"按部就班"的简单工作。

It＇s believed that training more high-quality graduates is the responsibility of college teaching subjects in as teacher＇ management, but not of the college personnel management. However, many personnel management will impact the performance of the teacher＇s latent energy, such s development, employee welfare, staff recruitment, staff training, job evaluation, eligibility identification and performance evaluation. Teacher＇s morale also depends on the allocation of the personnel work. Moreover teacher＇s working effort will greatly influence the quality of the college graduates. The number of high-quality graduates has become one of the key dements to evaluate a university. Therefore, college personnel mariagement should be made as ＂catalyst＂ to inspire teacher＇s latent energy, definitely not ＂step-by-step＂ usual tasks.