教师发展是新时期我国高校"双一流"建设和人事制度改革的内在要求,从"预聘—长聘"制度下青年教师的培养支撑、数字化时代背景下教师的精准化培养、跨学科跨领域复合型教师培养等方面分析了艺术类高校教师发展的待破之题,明确提出了艺术类高校校级层面和二级单位层面教师发展的两级管理模式,探索在学校层面建立起思想政治教育、教学水平、科研能力、社会实践与服务社会、信息化和国际化、综合素养六个维度全方位提升和二级学院层面结合自身发展开展培训的"6+1"教师全面发展体系.

On the basis of learning from the foreign pre-employment and long-term employment system,Chinese colleges and universities have gradually begun to implement the pre-employment and long-term employment system in combination with their own characteristics.However,due to the particularity of disciplines and majors,the applicability of the pre-employment and long-term employment system in art colleges and universities needs to be effectively analyzed and tested.By comparing the influence of implementing the pre-employment and long-term employment system on the academic achievements of teachers in six art colleges and universities in China,the results show that the pre-employment and long-term employment system has a significant influence on the academic output of art colleges and universities.This indicates that art colleges and universities should combine career development needs,take moral education as the fundamental task,fully leverage the baton role of the pre-employment and long-term employment system,promote strengths and avoid weaknesses,and effectively mobilize the enthusiasm of teachers.At the same time,colleges and universities implementing the pre-employment and long-term employment system also need to pay attention to the psychological influence of policy implementation on teachers and prevent them from experiencing occupational burnout.

文章系统梳理了人力资源管理审计研究的发展历程,在分析指出高等教育人力资源管理审计的发展现状的基础上,提出高等教育人力资源管理审计的钻石模型,即RVCP模型(真实性Reality、合理性Validity、合规性Compliance、绩效性Performance).文章认为,高等教育人力资源管理审计内容包括人力资源规划审计、招聘与配置审计、培训与开发审计、绩效考核审计、薪酬福利及奖励管理审计、合同管理审计,人才队伍建设项目审计,审计程序包括审前准备阶段、审计实施阶段、审计报告阶段、审计后期.

近年来,国家出台相关政策提倡景区通过门票降价来促进门票经济向产业经济转型.本文以张家界风景区作为案例对象,通过对同程旅游评价进行分析,发现游客存在对门票感知昂贵等负面情绪.同时,本文运用扎根理论的质性研究方法,建立门票价格感知影响游客满意度的模型,认为旅游吸引物、渠道服务和门票管理影响着游客满意度.据此,本文认为,张家界景区可以从加快智慧旅游发展、建设旅游综合体等方面转变经营思路,实现可持续发展.

职称评审机制创新是高校深化人事制度改革的重要内容.北京服装学院根据不同学科、不同岗位、不同层次科学设置评价标准,围绕大学的五项职能全方位评价教师的学术水平,建立起既注重学术综合水平和工作实绩又切合教师自身发展的分类评价机制,实施"岗位聘用制"与"预聘长聘制"相结合的"双轨制"聘用,极大提高了教师的工作积极性.