RESUMEN
Talents are the core driving force to promote the high-quality development of public hospitals,and the talent team building is an important factor for hospitals to get sustainable development and improve comprehensive competitiveness.In view of the shortage of high-level talents,the imperfect talent reserve system,and the lagging personnel management mechanism of public hospitals and the resulting unreasonable talent team structure and talent gap,public hospitals should take talent team building as the starting point,pay equal attention to the introduction and training of talents,interact with discipline construction and talent construction,vigorously promote the construction of personnel management system and mechanism innovation,form a standardized,scientific,refined and efficient modern hospital management system,so that the effectiveness of talents can be max-imized,and provide intellectual support for the high-quality development of public hospitals.
RESUMEN
To accelerate the development of talent team construction is the urgent issue in the county level public hospital. Introduction of high-level talents in a flexible manner to work in county level public hospital can promote the sustainable development of the hospital. In view of the reality of Binhai county people's hospital, the author analyzes the flexible recruitment, training, encouragement and management of talents, which helps promote the cultivation of medical personnel, enhance research capacity and medical technology.
RESUMEN
Objective The flow of talents personnel is one of the main impetus of societal progress,it is also particularly important for the development of universities.this paper would discuss possible influence factors of the Science and technology talent retention in Xinjiang Universities from the perspective of personnel policy adjustment.Methods Literature review,field survey and expert interview were carried out to understand the personnel policies and existed problems of talent retention in Xinjiang,identifying and analyzing problems,bring in experiences,cases and ideas from other universities both in China and abroad,proposing reforms with focusing on the reconstruction of both talent personnel policy and platforms.Results Through a series of comparative analysis,we discuss the causes and adjustment mechanism of the brain drain in Xinjiang colleges and universities.Conclusions Xinjiang universities should take flexible measurements in employing mechanism reform,the construction of hard and soft environment on the unique path to get out of Xinjiang to attract all kinds of talents talent retention.
RESUMEN
To explore innovative training model for young teachers in university,literature and practical data in university were analyzed.A new concept of research tutor system was put forward in which young teachers and tutors were linked with scientific research project and common interests.Tutors in one subject trained the young teachers from another subject.In this model,a new relationship with equality and free-talk between tutors and students was established and the advantage of talent group effect was ascended.Discipline crossing,multiple communication and interactive learning may be promoted and the number of innovative young teachers and scientific research achievements may increase.
RESUMEN
By Exploring and analyzing the mistaken ideas in the talent introduction and management,the mind set of'return to zero'and the sense of gap should be proposed,also the rationality of hospital talent management should be established to promote knowledge and cultureintegration in order to promote hospital core competitiveness and harmonious hospital cultural construction so as to better service the patients.
RESUMEN
Talent introduction is of great significance for the development of universities and for the raising of the academic standards.Talent introduction in general includes three links,namely,planning,the policy supporting and the concrete implementation.In the supporting policies of the talent introduction various relations should be properly handled,such as the new talents and the old talents relations,the relationship between the introduction and cultivation and the relationship between the high-level personnel and the conventional talents.
RESUMEN
The paper points out that at present the phenomenon of "three emphases and three contempts" is rather prevalent in talent introduction, viz. emphasis on talents from the outside and contempt for talents from the inside, emphasis on individuals and contempt for teams, and emphasis on introduction and contempt for use. Countermeasures for improvement are proposed with regard to the causes of the three misunderstandings and harmful consequences.