“人才强校”战略现状、问题与对策——以H大学新进教师2006-2016年获批国家基金项目为例

The Current Situation,Problems and Countermeasures of the “Enhancing University by Talents” Strategy——A Case Study of the National Fund Project Approved in 2006-2016 by New Teachers of H University

高层次拔尖创新人才是强国、强校、强院、强学科的核心力量。通过对H大学2005-2015年引进和招聘的619名新进教师在获批国家基金方面的表现进行计量分析发现,新进教师的学历层次、性别、职称、毕业院校类型等是获批国家基金、提升科技创新能力的重要因素。计量分析发现,该校新进教师在获批国家基金方面取得良好成绩的同时,也表现出一些不足和问题,严重影响和制约该校高层次创新能力的形成。为进一步促进"人才强校"战略健康、持续、快速发展,研究提出三点建议:促进教师的国际流动、构建科学合理的人才考核评价机制以及加大对新进教师的激励支持力度。

High level innovative talents are the core strength of the outstanding universities, outstanding colleges and outstanding disciplines. Based on the analysis of the performance of the 619 newly recruited teachers of H University in 2005 -2015, the author finds out that for the newly recruited teachers who are approved the national fund, the new teachers＇ education level, gender, professional title, the types of institutions of higher learning are the important decisive factors for whether or not to approve the national fund to them, and how to improve the ability of scientific and technological innovation. According to quantitative analysis, the good results for the new teachers achieved in the national fund also showed some deficiencies and problems. Seriously affect and restrict the formation of the school＇ s high level of innovation ability. In order to further promote the healthy, sustainable and rapid development of the university, three suggestions are put forward： to promote the international flow of teachers, to construct scientific and reasonable evaluation mechanism, and to increase the support for new teachers.