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.
Abstract
In the dynamic allocation process of the cadre team in higher vocational colleges,the phe-nomenon of "Peter Principle" exists due to factors such as hierarchical systems,history,society,organiza-tion,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 de-velopment of these institutions. Strategies such as constructing a competency model for positions,strength-ening teacher training and management,improving the internal promotion system,and implementing a broadband salary system can be employed to address these issues.
万方数据