Management Of Art School Teacher Employment System

In2011，“art” has been set as a new independent discipline by the State CouncilAcademic Degree Committee, which bring about opportunities and challenges todevelopment of the art institute of higher learning. The primary task for the artinstitute of higher learning is how to train excellent artistic talented persons anddevelop a more scientific and rational art talent training mode. The teacher’s hiringand management mode is very important because it’s the core of the whole talenttraining. Teachers who work in the art institute of higher learning are distinctive,they are different from those in common colleges and universities. In this situation, itis extremely important to explore the management status quo of teacher employmentin the art colleges and universities.In this thesis, we take an example of the domestic and foreign well-known artcolleges, according to the theory of human resource management, and combining withthe characteristics of art colleges and universities teachers, based on the research ofeight domestic Academy of Fine Arts, such as China Central Academy of Fine Arts,China Academy of Art,, Hubei Institute of Fine Arts, Tianjin Academy of Fine Arts, luxun Academy of Fine Arts, Sichuan Fine Arts Institute, Guangzhou Academy of FineArts and Xi’an Academy of Fine Arts. Further, some foreign art colleges in America,Britain, France, Germany are also employed to analyze the recruitment, selection,training, performance evaluation, compensation system, the social environment,etc..We also explore the current domestic system of teachers hired outsideemployment mode.Comparative analysis and survey method are adopted to summarize and analyze thedifferences of art colleges and universities teacher employment system both at homeand abroad. According those results, we try to make some suggestions for theteachers’ employment system reform of domestic arts colleges and search for a morescientific and reasonable system management mode.