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首页> 外文期刊>European Journal of Business and Management >Development of High-level Talents Lecturer Team in Provincial Universities: Study on Tongren University, Guizhou, China
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Development of High-level Talents Lecturer Team in Provincial Universities: Study on Tongren University, Guizhou, China

机译：省级大学高层次人才讲师团队的发展：中国铜仁大学研究

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The critical period of China’s advanced education change, nearby common commonplace schools and colleges have changed from connected gifts to connected abilities, and schools have progressed to applied technology universities. The study at hand has been developed following a quantitative research method and tries to attain further understanding. Henceforth, the required primary data were collected by following a survey strategy by giving out self-administered questionnaires. Full-time teachers engaged in teaching at Tongren University in Guizhou, China were selected as the sampling frame for this study. The study showed that the Policy (POL) has a positive impact on Improving the Sustainable Development of Lecturers (SPD). The results of the study are given to the status quo of the construction of the lecturer team, the optimisation of the policy, and the average score of the sustainable development of the lecturer team with different professional qualifications and different levels of education. Colleges and universities must achieve self-use within the total number of approved preparations, position self-determination, high-level professional titles account for a higher proportion of job placement, self-determination of employment conditions, and independent employment of high-level talents. This study is limited to Tongren University and may not provide similar findings in a different university. However, this study can be used as a guideline for future study on other factors which will influence the development of high-level talent lecturer team.
机译：在中国高等教育变革的关键时期，附近普通的普通学校和学院已经从相互联系的礼物变成了相互联系的能力，并且学校已经发展成为应用技术大学。本研究是根据定量研究方法开发的，并试图获得进一步的理解。此后，通过遵循调查策略并发布自我管理的调查表来收集所需的原始数据。本研究选择了在中国贵州铜仁大学从事教学的专职教师作为样本框架。研究表明，该政策（POL）对改善讲师的可持续发展（SPD）具有积极影响。研究结果给出了具有不同专业资格和不同学历的讲师团队建设的现状，政策的优化以及讲师团队可持续发展的平均分。高校必须在批准的备件总数内实现自我使用，职位自决，高级职称占较高的就业岗位，就业条件的自决以及高层次人才的独立就业。这项研究仅限于铜仁大学，在另一所大学可能未提供类似的发现。但是，该研究可以用作将来研究其他会影响高级人才讲师团队发展的因素的指南。

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