摘要
在高职院校干部队伍的动态配置过程中,因层级制度、历史、社会、组织和个人等原因影响,存在“彼得怪圈”现象。高职院校部分干部工作作风懈怠、工作效率低下,教师工作积极性受挫、人力资源流失,高职院校的战略发展受到限制;可通过建构岗位胜任力模型、加强师资培训管理、完善内部晋升制度、实行宽带薪酬体系等策略来应对。
In the dynamic allocation process of the cadre team in higher vocational colleges,the phenomenon of“Peter Principle”exists due to factors such as hierarchical systems,history,society,organization,and individuals.Some cadres in higher vocational colleges exhibit slack work styles and low efficiency,leading to dampened enthusiasm among teachers,human resource loss,and constraints on the strategic development of these institutions.Strategies such as constructing a competency model for positions,strengthening teacher training and management,improving the internal promotion system,and implementing a broadband salary system can be employed to address these issues.
作者
田德刚
黄笑雨
TIAN Degang;HUANG Xiaoyu(School of Education,Capital Normal University,Beijing 100080)
出处
《北京劳动保障职业学院学报》
2024年第3期19-23,共5页
Journal of Beijing Vocational College Of Labour And Social Security
基金
教育部科技发展中心项目“数字化转型背景下高职院校人力资源管理专业人才培养研究”(项目编号:2021BCJ1008)。
关键词
彼得怪圈
公办高职
干部
晋升
策略
Peter Principle
public higher vocational colleges
cadres
promotion
strategies
