团队断层视角下高校人才配置与评价现状、特征与治理策略

Talent Allocation and Its Evaluation in the Context of Team Faultline in Universities: Status, Characteristics and Management Strategies

师资队伍水平是制约高校发展的核心症结,各高校纷纷聚力于此推陈出新,着力推进高水平师资队伍建设。而长期以来,衡量高校师资队伍配置的指标并不清晰,标准也相对固化,多停留在对于学历水平、职称结构等单一属性特征分布的描述上,忽视了多重属性特征联合分布的影响。文章从团队断层视角出发,以40所北京市属高校为研究对象,基于多重属性特征分析高校师资队伍配置情况,收集到40所高校现有师资队伍介绍,累计获取文本资料19000余字,采用文本分析法共提取一级指标5个、二级指标14个指标,从而探讨了其现状、特征及引致因素,并结合高校分类发展的不同办学定位进行了差异比较。研究结果显示:传统师资队伍评价以规模指标为主,重视介绍职称、学历以及人才称号,忽视了年龄、性别、学缘结构的描述。高校师资队伍建设中为改善学缘结构、提升国际化水平、提高人才梯队层次所引致的断层并未引起注意,优化师资队伍评价指标体系成为未来教育管理的关键。

The level of teaching staff is important for the development of universities. Therefore, universities have been devoted to promoting the development of high-level teaching staff with innovative moves. However, the indicators to measure the configuration of university teaching staff were not clear, and the standards remained unchanged. Most of the previous indicators focused on describing the distribution of characteristics with single attribute such as educational level and title structure, ignoring the impact of the dynamics of the multiple demographic attributes. From the perspective of team faultline, this study analyzes the configuration of teaching staff in Beijing municipal universities using multiple attribute characteristics. Introductions of existing teaching staff collected from those universities. Text data of more than 19000 words is generated and indicators are extracted using content analysis, aiming to investigate the condition, characteristics and triggering factors of talent allocation and evaluation in those universities are then discussed and a comparative analysis is conducted according to the poisoning strategy of different universities. The study on the introduction of current teaching staff is based on data collected from the descriptions of 40 Beijing municipal universities, and 5 primary indicators and 14 secondary indicators were extracted in this part. The results show that the traditional evaluation of teaching staff focuses on scale index and pays more attention to the professional title, educational background and talent title, ignoring indicators of age, gender and the structure of academic origin. In the process of university teaching staff development, the faultline caused by moves to improve the structure of academic origin, enhance the international level and improving the talent level have not attracted enough attention. Perfection of teaching staff evaluation index system becomes the key to education management in the future.