Research On The System Of Training And Development Of Unversity Faculties Based On Learning Organization

For universities, faculty development is not only the focus of HRM but also a fundamental measure for improving the quality of talent-cultivation, realizing sustainable development, enhancing international competitiveness.In this dissertation, theories concerning the training and development of university teachers are probed into; the status quo and problems of faculty development in Chinese universities are analyzed; a model of faculty development, and a system based on it, in light of theories of organizational learning and by drawing on experiences of developed countries is constructed and practiced in Jiangsu University, which is proved to be appropriate, scientific and effective in practice. The purpose of this dissertation is to put forward feasible measures for the training and development of university teachers and to provide theoretic & practical guidance for enhancing the quality of higher education and building a rich atmosphere of learning among faculty members to enhance the overall quality of university teachers in China.Principal parts of this dissertation are as follows:(1) Starting from the strategic level, an OFD (over faculty development) idea, namely whole period, entire staff, all discipline and total elements is proposed. In constructing, based on organizational learning theories, a FD (faculty development) system model, this dissertation discards established ideas that consider training merely as a business of the training department; integrates a major element of learning organization construction into FD system to compose an internal training system that matches and supports the traditional external system, to improve FD effectiveness and continually faculty quality.(2) A comprehensive evaluation method, based on a fuzzy comprehensive evaluation method of faculty training is put forward. An evaluation model is set up, based on a modified Kirkpatrick' four-level assessment model and taking levels of reaction, learning, behavior and result in FD practice as major elements, and practiced in universities. The strong points of this method are convenience in computation, comparatively objective result, and easiness in identifying the crux.(3) A process of university teachers training and development, based on learning organization, is designed. Then features of this process are described at micro level and meso-level; the necessity for constructing this model is expounded; process framework is outlined and ways of process fulfillment is pondered. Finally, specific measures ensuring its fulfillment is presented, which are:establish shared vision to continuously motivate university teachers in FD to realize self-surpassing and increase their innovation; improve mentality and take care of the relationship between talents introduction and cultivation; encourage group-learning to promote transfer of FD achievements; think systematically and perfect FD management mechanism.(4) Operational analysis is made of the constructed system in UJS. Investigation is instituted of the present situation, including practices and problems between every link, of UJS faculty development. Impacts are summarized of UJS faculty development on bettering staff composition, advancing teaching and research, and disciplinary development. Empirical analysis is made of FD effect of on-the-job doctorate candidates of Jiangsu University. Second level indicators, corresponding to four first-level (i.e. reaction, levels of learning, performance and effect) indicators, are designed and their weights are fixed through Delphi. Then sampling is conducted using designed questionnaires among in-service facultys who have obtained a doctorate degree, and a balanced evaluation is done of the effect of incumbent training by fuzzy CEM (comprehensive evaluation method) and indicators are calculated. Empirical analyses show that doctoral training program for incumbents in Jiangsu University is satisfying and effective, though a disparity exists with university overall objectives. Finally, respective countermeasures are put forward.