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浙江大学学报(人文社会科学版)  2024, Vol. 54 Issue (8): 22-32    DOI: 10.3785/j.issn.1008-942X.CN33-6000/C.2024.03.071
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“双一流”高校高层次人才自主式嵌入的路径与机制创新
许翾
浙江大学 人才工作办公室,浙江 杭州 310058
Autonomous Embedding of High-level Talents at Double First-class Universities: A Case Study of the Construction of a High-level Talent Special Zone at University
Xu Xuan
Talent Work Office, Zhejiang University, Hangzhou 310058, China

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摘要 人才生态系统作为促进高校高层次人才发展的关键支撑,其作用的发挥程度取决于人才生态系统结构要素与高层次人才主体之间的双向嵌入。在实践中,这种双向嵌入难以自发形成,也很难单纯地通过以外部制度供给为主导的受动式嵌入方式实现,而是需要构建高层次人才的自组织,在保持其与学校治理结构有效联结的同时,通过合适的方式引导并推动其按照高层次人才的专业特定需求、专业发展规律等来实现自我运转,从而达到高层次人才的自主式嵌入。
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许翾
关键词 人才生态系统高校高层次人才双向嵌入自主式嵌入人才特区    
Abstract:The talent ecosystem, as a crucial support system for promoting the development of high-level talents at universities and colleges, depends on the bidirectional embedding between the structural elements of the talent ecosystem and the high-level talent subjects. Currently, the dominant passive embedding path driven by external institutional supply has shown good effects in talent allocation and the expansion of talent resource scale. However, it also exhibits a problem of dual disembedding between the structure and subject. So it is difficult for the systematic structural conditions to adapt to the characteristics and development laws of high-level talent groups, presenting subject-disembedding; high-level talents are relatively alienated from the university, showing subject disembedding.Drawing on the perspective of embeddedness theory in social network analysis and taking the construction of the high-talent special zone of University A as the research object, this paper proposes and demonstrates a path and mechanism of autonomous embedding of high-level talent. The study found that: (1) Bidirectional embedding between structural elements of the talent ecosystem and the high-level talent subjects does not form spontaneously and cannot be achieved solely through the dominant mode of passive embedding driven by external institutional supply. It follows that an organic combination of the two and the adoption of autonomous embedding is required. (2) The operation of autonomous embedding is the result of the joint actions of three forces: institutional drive, self-maintenance of the self-organized space, and active guidance of high-level talents. Firstly, providing the functions and status of micro-talent ecosystem, micro-governance unit, and micro-network node for the self-organized space, which has been driven by institutional elements, makes the talent ecosystem better fit the characteristics and development patterns of high-level talent groups, and also promotes the sinking of school governance units, weakening the tension between school governance structure and high-level talents, and offering support for structural embedding. Secondly, under the configuration of key actors, academic communities, and cultural climate, the self-maintenance of the self-organized high-level talents is expected to be realized, which can not only enhance the initiative of high-level talents but also further enhance their sense of identity. Thirdly, the personalized assessment methods are likely to prompt high-level talents to adapt to the external ecosystems in terms of action orientation and value cognition, which may provide support for subject embedding and so to achieve the organic integration of high-level talents with the development of the school undertakings.First-class universities and colleges in China are faced with a new round of challenges in attracting and maintaining high-level talents. New scientific, technological and industrial transformations, together with decreased resourcing and intensification of domestic and international talent competitions has reshaped the global talent landscape. The passive embedding dominated by external institutional supply has difficulty adapting to such objective changes. Therefore, accelerating the exploration of the path and mechanisms of autonomous embedding of high-level talent programs is of great significance currently. However, how to handle the issues in resource supply, talent collaboration, and sustainable operation in this practical path has not been deeply discussed in this research. More importantly, the talent special zone is just a primary stage of autonomous embedding practice. The goal of building a talent ecosystem at universities is to eventually eliminate the talent special zone, enabling autonomous embedding to be realized on a larger scale. Therefore, further exploration and research are needed on the transformation of the following aspects: overall concept of human resources at universities to promote the idea of talent attracting, nurturing, employing and retaining, the school governance structure to adopt the talent-centered pattern, and the academic community composed of all teachers to evolve into a good micro-ecological model built by the talent special zone.
Key wordstalent ecosystem    colleges and universities    high-level talents    bi-directional embedding    autonomous embedding    talent special zone   
收稿日期: 2024-03-07     
基金资助:浙江省共同富裕文化创新研究中心立项课题;全国党建研究会高校党建研究专业委员会2023年立项课题
作者简介: 许翾(https://orcid.org/0000-0001-9318-2701),女,浙江大学人才工作办公室主任,思政副教授,法学博士,主要从事党务、人才工作等方面的研究;
引用本文:   
许翾. “双一流”高校高层次人才自主式嵌入的路径与机制创新[J]. 浙江大学学报(人文社会科学版), 2024, 54(8): 22-32. Xu Xuan. Autonomous Embedding of High-level Talents at Double First-class Universities: A Case Study of the Construction of a High-level Talent Special Zone at University. JOURNAL OF ZHEJIANG UNIVERSITY, 2024, 54(8): 22-32.
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https://www.zjujournals.com/soc/CN/10.3785/j.issn.1008-942X.CN33-6000/C.2024.03.071     或     https://www.zjujournals.com/soc/CN/Y2024/V54/I8/22
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