Research And Implementation Of Wideb And High Resolution Frequency Synthesizer

Administrative personnel who is an indispensable and important part of the faculty is the main executor of the administrative work in colleges and universities.It provides the basic guarantee and important support for the personnel training,teaching and scientific research,and social services in colleges and universities.To build a "double first-class" university with Chinese characteristics requires not only an excellent faculty,but also a team of professional administrators with high comprehensive quality and strong management ability.The reform of personnel system in colleges and universities in China has gone through more than 30 years.Under the guidance of relevant national policies,the reform of personnel system has achieved remarkable results.However,along with the constant deepening reform of personnel system and the construction of "double top" in the new era,the administrative management of colleges and universities is becoming more and more onerous and diversification.How to select and build a high-level and professional administrative staff team is the practical and urgent problem in the reform of personnel system in Colleges and universities in China.To realize the fine management of colleges and universities is the key to improve the post setting,accurate positioning and ensure the matching of administrative personnel and posts.Therefore,in this study the author uses ability post matching and incentive theory to analyze and research from three key factors: the basis of the classification of administrative posts,the requirements of the appointment of administrative posts and the incentive mechanism of administrative personnel.This study systematically analyzes the key factors that restrict the realization of the management goal of "talent orientation and post matching" combining theory with practice.In this paper,the administrative staff of D University is taken as the research object.Although D university has implemented classified employment and incentive mechanism for administrative personnel and has achieved certain results,there are still some problems in the practical operation links of D University in terms of the current actual situation,such as the unreasonable position classification,the lack of human resource planning,and the lack of pertinence and effectiveness of incentive measures.In this paper,first of all,we collected and sorted out the literature about the classifiedemployment and incentive mechanism of administrative personnel in colleges and universities at home and abroad,and fully grasped the theoretical knowledge.Then we taken the current personnel system policy of D University as the reference and basis of the research content,and deeply analyzed the problems existing in the classified employment and incentive mechanism of administrative personnel.Finally we proposed reasonable solutions to these problems in D university.The key of human resource management in colleges and universities is to make clear the fitness of personnel and posts.We should establish a reasonable classification of posts,good sense of responsibility and build a dynamic “post matching system”.And we also need to establish long-term incentive mechanism and other strategies.This work can provide reference for the same type of universities for the promotion of personnel system.