An AHP-based Study On Index System Optimization For Evaluating The Comprehensive Qualities Of Talents With PhDs In Provincial Non-key Universities

With the implementation of a comprehensive educational reform,tertiary education has entered a critical stage of connotation development.Under the background of “Double Tops” construction,the war for talent become more fierce between colleges and universities,no matter key or non-key universities and affiliated or provincial universities they are.This thesis,under the guidance of iceberg model for the quality of ability,the theory of personality trait and theory of mental attributes,analyzes the current problems of the comprehensive quality assessment system in introducing excellent Ph Ds of some non-key provincial universities,taking a non-key provincial university in S province as an example.The thesis,by virtue of questionnaire and in-depth interview,finds out the current problems are incomplete evaluation factors,the missing and unreasonable evaluation signs and the unbalanced ratio of evaluation factors.The thesis further illustrates that the above problems are attributed to the influences of the current assessment index system,the unscientific design procedures of evaluating introduced talents and the unprofessional personnel staff.The thesis,from the perspective of basic quality,comprehensive ability and job performance,devises a evaluation index in introducing Ph Ds for non-key provincial universities,by using expert interviews.This thesis also devises 13 second-class indexes and their signs,including educational level,physical condition,moral traits,behavior characteristics,knowledge base,basic skills,teamwork spirit,innovation ability,strain capacity,teaching experience,scientific research and community service.Then the thesis makes reasonable assignments for each index through analytic hierarchy process.The thesis points out that,in order to guarantee the practical use of these assessment indexes in introducing Ph Ds,efforts should be made in adjusting the current evaluation systems,introducing more talent management staff and optimizing the personnel team structure.