Allocation of academic staff in universities

This article is concerned with allocation of academic staff between departments in a university. The article considers general principles of staff allocation and then goes on to consider specific techniques for university staff allocation. Practical problems likely to be associated with implementing the results of a given method of staff allocation are also discussed. Finally the question of decentralised decision-making and possibility of allowing some freedom of choice between appointment of academic staff and other resources is considered.     

Planning agricultural education in India

Abstract

The study is an attempt to report the growth and status of agricultural education in India and to project a future scenario. The forecast made for trained agricultural manpower is based on socio-economic considerations which are then converted into an educational plan. Issues relating to educational policy to achieve supply-demand adjustments are subsequently discussed. Three main recommendations have emerged from this study. First, the number of diploma holders at the lower end of the professional ladder needs to be increased to cater for the social demand for more trained and readily available manpower to help clientele (farmers) to enhance the level of their awareness concerning technological developments in agriculture. Second, the number of specializations at postgraduate level needs to be decreased and agricultural education needs to be more broad based in commensuration with occupational demands. This would allow skilled and qualified manpower to be directed into areas of employment where they are needed most. Third, the participation of the private sector in the institutionalization of agricultural education may offer healthy competition to state supported agricultural universities and inculcate better entrepreneurship. Finally, recommendations pertaining to the job preferences of graduates and remedies to certain internal inconsistencies such as inbreeding in the system are also made.     

Reorienting agricultural extension curricula in India

Abstract

This article discusses how extension should be taught at the undergraduate, M.Sc. and Ph.D level in India. Major changes are needed to prepare students to work in a rapidly changing environment. Extension education is at present in a crisis, because it has not yet adjusted to these changes. As extension graduates are not prepared to perform the roles the market demands, they have difficulties to find a job. In order to prepare the students for the present needs, more training is needed in participatory extension approaches, organizing farmers’ groups, planning extension strategies to meet farmers’ needs, Human Resource Development and the use of Information and Communication Technologies. The students ought to learn how to apply theories in these areas in the field situation. For this purpose not only agricultural graduates, but also other social scientists should participate in teaching extension. It should become clear which students will be trained to become an extension field worker, and extension manager or an extension researcher. J Agr Educ Ext (2000, 7 2, pp 69–78)     

高校双语教学师资队伍建设路径

我国高等教育改革的重要目标之一是培养出具有国际视野和国际竞争力、面向未来的新型高素质人才,双语教学是实现这一目标的有效的手段。教师是双语教学的具体实施者,其综合素质是影响双语教学质量的关键因素。本文通过分析目前高校双语教学师资队伍的现状及存在的问题,通过借鉴发达国家及地区的双语教学项目的推广经验,提出加强双语教学师资队伍建设以稳定推动我国双语教学实施的具体政策。     

地方性本科院校资产科学化管理研究

阐述了科学化管理理论对地方性本科院校资产管理的指导和实践意义,在分析目前地方性本科院校资产管理存在问题的基础上,提出了构建地方性本科院校资产科学化管理模式的思路,完善资产内部控制机制、资产协调机制、资产评价机制、资产纠错机制和资产监督机制等科学化管理机制,力图促进地方性本科院校不断提升资产科学化管理水平。     

Examining opportunities for mobility for professional staff in state universities

Professional staff of colleges and universities usually do not have the kind of clearly defined paths for advancement that are available to members of the faculty. The results of a survey examining opportunities for professional staff are presented in this article. Information obtained from the survey was organized into five categories: (a) job classification system, (b) salary and wage schedules, (c) job-performance evaluation process, (d) promotion process and (e) incentive programs, and these categories were used as a basis for comparing responding universities. The conditions of employment of professional staff at selected state universities are presented and recommendations are provided for improving the upward mobility of members of this vital support group.     

试论市级电大的科学发展

市级电大如何适应新的形势,保持学校事业持续稳定发展,是摆在我们面前的艰巨任务和严峻挑战。文章就市级电大的科学发展进行了阐述,提出了市级电大的科学发展要在确立科学发展的理念、明确科学发展的思路、落实科学发展的举措等方面下功夫。     

国内外高校科研绩效评价研究综述

如何提高高校科研评价绩效,从而提高高校的科研投入与产出比日益成为管理人员关注的重点.本文对国内外高校科研绩效评价的研究做一综述评析,并提出了尚须解决的若干问题.     

试论高校科研档案管理

随着各高校科研活动的不断开展,现阶段高校科研档案工作面临着严峻挑战,本文通过分析高校科研档案管理工作存在的问题,着重论述了发展改善的措施并对高校科研档案管理的前景进行展望。     

我国高校教育职员制的实施现状与改进研究

本文总结了近年国内高校在推行教育职员制的过程中取得的经验和遇到的问题,提出了职员制的改进思路。并提出如果要达到教育职员制度的实施目标,就应该加强高校教育职员的专业化职业转变,建立健全完备、系统的教育职员专业化职业制度体系。     

关于高等农业院校开展创业教育的几点思考

结合近年来严峻的就业形势,分析了高等农业院校开展创业教育的现实意义,探讨了目前高等农业院校开展创业教育存在的主要问题,进而提出了实施创业教育的途径和对策.     

澳大利亚高校和科研单位的安全管理

化学实验室是教学和科学研究的重要场所,但也存在一定的危险因素,因此安全是化学实验室的头等大事。详细介绍了澳大利亚莫纳什大学化学院和澳大利亚同步辐射中心的安全管理的先进理念、运作机制和有关措施,内容包括安全责任、风险评估、安全管理制度、工作时间之外的安全管理、设备试剂管理和安全防护等,供我国高校和科研单位借鉴和学习。     

我国大学科技园发展的战略研究——增强我国大学科技园的集成创新能力

我国大学科技园要建设成为具有国际竞争力的国家科技创新示范基地,创新能力起着至关重要的作用,它是科技园区发达程度的重要标志,是其获得长期稳定竞争力的最主要源泉。应从一个全新的战略视角推动我国大学科技园可持续发展进程,即必须增强大学科技园的集成创新能力。     

合并高校农科教育发展之思考

合并高校中的农科教育虽面临许多发展机遇,但也面临诸多严峻挑战。在多科性大学或综合性大学中,农科教育的发展,一是需要办学者加深对农科教育的认识,采取倾斜政策,加大扶持力度,改善农业学科生存和发展的条件,二是要建立有利于农科教育综合化的内部组织构架,推进农业学科及其课程的综合化,从而促进农科教育持续健康发展。     

Who are the staff developers in UK universities and polytechnics?

This article is based on a survey of universities and polytechnics in the United Kingdom carried out in 1979. The results shed light on the question of who the people are who provide training and development for teachers in institutions of higher education: their departmental attachment, their timetabled involvement, and the facilities that they offer. The article concludes with a discussion of the background to, and implications of, the disparate resources for staff development in universities and polytechnics.     

Reconceptualizing the teaching team in universities: Working with sessional staff

The need for universities to find cost-effective methods for the delivery of quality programmes has seen an increase in the numbers of casual or sessional staff in universities over the past several years. The paper suggests that the existing notions of how teaching teams are constituted should be reconceptualized to encompass sessional staff. This would allow the work being undertaken by sessional staff to be openly acknowledged and recognized by the systems in which they work. The employment of sessional markers should be regarded as ‘value-adding’ to the teaching teams of the university rather than as an outsourcing of critical university functions. The framework presented here proposes that the particular professional or academic attributes contributed by sessional markers enhance the extant expertise of teams and thus potentially serve to promote the teaching-learning process. Reconceptualization of the teaching team may well require a negotiation of power relationships. Nevertheless, it is important that the contributions made by markers are recognized to ensure equity, fairness and transparency.     

高校教材科学管理几点思考

高校教材管理还未摆脱传统模式影响,存在着教材征订发放的强制性,学生缺少选择权,教材费用负担在加重,教材库存积压等问题,这些与当前高校教材管理所面临的形势是不相适应的,从教材管理传统模式弊端以及当前教材工作所面临的形势的分析,思考改进高校教材管理的方法,实现高校教材的科学管理.