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School News Network (provided by the Human Resources Office)Since the 11th Party Congress of the school，With the introduction and implementation of a series of education policies，The development of higher education has ushered in new opportunities。The Human Resources Department is under the correct leadership of the school’s party and government team，With the strong cooperation of various colleges and functional departments，Based on school development characteristics，In-depth study and understanding of the spirit of superior human resources related policies and documents，Continuous innovation on the basis of traditional personnel management system and mechanism，Strive to create scientific management in our school、Efficient operation、A modern human resources management system with outstanding benefits。After seven years of development，New breakthroughs have been made in various tasks: the human resources management system and mechanism are more perfect，The sense of belonging of all types of personnel is further strengthened；The level of talent introduction has been further improved，The teaching team has obvious competitive advantages；The talent training system has been initially established，A breakthrough in high-level talent work；The effect of the diversified employment system is highlighted，The evaluation system is more scientific and reasonable；The salary incentive system is more complete，Faculty and staff income has grown steadily year by year。The achievement of these results，For the smooth implementation of the school“Thirteenth Five-Year Plan”Planning and our school“Double First Class”Construction provides high-quality and efficient human resources guarantee.

Deepen the reform of systems and mechanisms，Create a fair and just atmosphere，Further enhanced the sense of belonging among faculty and staff

Last seven years，Always adhere to the principle of party management of talents，Continuously improve the long-term mechanism for teacher ethics construction。First，Improving the party management talent leadership system。Our school has specially established a talent working committee，Professional and technical position review committee, etc.，The party committee secretary and the principal serve as chairman，Fully responsible for the overall planning of talent work、Policy Research、Macro management，Attach great importance to talent work from the school decision-making level；Secondly，Improve the operating mechanism of party management of talents。Further improve the formulation of rules of procedure，Standardize the proceedings。Introduction of important talents、Key project declaration and other work，Materials must be submitted after collective study and decision by the Party Committee Standing Committee；Again，Improving the implementation mechanism for party management talents。The "University of International Business and Economics Implementation" was formulated and promulgated< Code of Professional Ethics for Teachers in Colleges and Universities>Implementation Rules (Trial)" and "Implementation Rules for the University of International Business and Economics to Establish and Improve a Long-term Mechanism for the Construction of Teacher Ethics"。Incorporate teacher ethics education into various types of training for faculty and staff，Incorporate teacher ethics assessment into professional and technical job evaluation、Selection recommendations for various awards、In the process of annual assessment and w88 online casinoemployment period assessment，Practice teachers’ ethics“One vote veto system”。

Last seven years，Continuously increase efforts in system construction，Continue to promote the construction of human resources system and mechanism。In recent years，Human resources management in colleges and universities regardless of management philosophy，The specific management measures are still entering a critical period of reform、Concentration period、Pioneering and Exploration Period。Superior departments have promulgated a series of policy documents on innovative human resources systems and mechanisms，Including "Opinions on Deepening the Reform of Talent Development Systems and Mechanisms"、"Implementation Measures for Coordinating and Promoting the Construction of World-Class Universities and First-Class Disciplines (Interim)"、"Opinions on Deepening the Reform of the Professional Title System" and other important documents。Our school carefully studies and understands the spirit of a series of documents from superior departments，Regarding the construction of teachers’ ethics、Teacher introduction and training、Teacher classification management and appointment、Teacher Assessment and Evaluation、Promotion of professional title、Career promotion channel for party, government, teaching and auxiliary personnel、Salary incentive mechanism、Personnel turnover and exit mechanism、External personnel management system and other main links in the construction of various types of talent teams，Carried out a new round of construction in terms of mechanisms and systems，Comprehensive review and revision of the original relevant human resources system。Since2010Total new or revised revisions so far25related systems, currently revising the "Full-time Teachers/Position setting and assessment methods for scientific researchers》、"Measures for Post Salary Payment" and other documents，Preliminary formulation of the "Evaluation Methods for Other Professional and Technical Positions"，Further increase the construction of our school’s personnel system。

Strengthen overall talent planning，Building a long-term talent introduction system，Further enhanced the competitiveness of the teaching staff

Last seven years，Further strengthen the overall planning of all types of talents，Continuously improve various talent introduction rules，Adhere to the principle of “selecting the best among the best”，Reasonable planning of the number of positions，Through the creation of talent introduction mechanisms such as the grand jury system，Continuously optimize the talent layout，Make all types of personnel teams more reasonable，Also guaranteed“Double First Class”Build a development space for recruiting talents. since2010Year7To date, the school has recruited and introduced various types of staff533People, including teachers321People, administrative staff141People, counselor31People, other expertise40People. Total retirement here379People, total inbound postdoctoral fellows124People, net increase in faculty and staff154People. as of2017Year8At the end of the month, our school had a total of employees1671people, including full-time teachers and researchers912People, proportion55%;Administrative staff401People, proportion24%;Counselor59People, proportion3%;Other specialties106People, proportion6%;Worker94People, proportion6%;Postdoctoral fellow64People, proportion4%; Talent Center (waiting for post, internal retirement)35People, proportion2%。Overall，The average age of faculty and staff is younger，Better academic level and educational background，The overall structure of human resources has achieved healthy replacement。

Last seven years，Further strengthen the overall leadership of high-level talents，Urge relevant departments to coordinate and cooperate、Everyone is responsible，Create an institutional environment w88 live casinoconducive to talent gathering。2012The third talent-strengthening school meeting was held in 2018，Convened multiple high-level talent work meetings at all levels，Continuously strengthen the construction of a talent team that is consistent with the goal of building an internationally renowned and distinctive high-level university。Continuously implement the "Talent Zone" policy，Strengthen the introduction and management of teachers with annual salary system，Further improving the internationalization level of the teaching team。Integrate talent introduction work with our school’s subject development characteristics and school development positioning，Avoid “overqualification” caused by inaccurate positioning of talent needs、"Misuse of great talents" and other phenomena of inappropriate talents。In terms of talent recruitment and introduction，Our office conducted a quantitative analysis of the faculty structure of each college，Determine the subject direction and number of talents to be introduced based on the student-teacher ratio data，Further strengthen the scientific and predictive nature of talent introduction。In the process of talent recruitment and introduction，The college party committee is responsible for the ideological and political management of new teachers、Comprehensive inspection and control of moral character and academic style，And sign whether you agree with the introduction；The Human Resources Department conducts file checks and political review of imported talents transferred from external units，Ensure that the introduced talents are politically qualified。Since2010Year7Month to date, total introductions16Reputable senior domestic mature scholars or experts，Including the introduction of Professor Yin Jianfeng, deputy director of the Institute of Finance, Academy of Social Sciences、Professor Chen Hanwen, a domestic research expert in the field of auditing, and many other scholars。Recruit annual salary teachers from well-known overseas universities67name, foreign teacher33person, foreign expert47person。The school further strengthens the international training of teachers，It is required to have overseas training experience to evaluate senior professional titles，2010Year7Month to date,152Teachers or administrators went overseas to study and exchange through various programs such as "Visiting Scholar"。Pass the above measures，The number of well-known scholars among the school’s teaching staff continues to increase，The level of internationalization is further improved。

Optimize the cultivation and development system，Implement talent support plan，A breakthrough in the construction of high-level talent team

Last seven years，Gradually remove various obstacles that restrict the development of all types of talents，Our school’s high-level talent team construction has achieved new breakthroughs。Since2010Year7Month to date, selected as a Distinguished Professor of the “Changjiang Scholars Award Program”2person, young scholar of "Yangtze River Scholars Award Program"1person, "Changjiang Scholars Award Program" chair professor2People, "Thousand Talents Plan"1person, "Government Special Allowance"11People, "the country's hundreds of millions of talents"4人, "Leading talents in philosophy and social sciences under the Ten Thousand People Plan"1people, top-notch young talents from the “Ten Thousand Thousand People Plan”3People, cultural celebrities and "four batches" of talents1People, "New Century Excellent Talent Support Plan"22People (total number of people39), famous teaching teacher in Beijing12People, "Accounting Expert Training Project"2People, "Top Ten Outstanding Young Jurists in the Country"1People. Total136Teachers promoted to senior professional titles,282Teachers promoted to deputy senior professional title;27Teachers received Wang Linsheng Teaching Scholarship;64Teachers obtained school level“Excellent Teacher”Title.6faculty members were awarded the titles of “Beijing Outstanding Teachers” and“Title of “Beijing Outstanding Educator”。Winning and being selected for these awards，Greatly improved the reputation of our school。

Last seven years，Continuously increase efforts to cultivate high-level talents，Focus on the echelon construction of talent teams，Talent reserve system has been initially established。The school issued the "Implementation Measures for the Special Support Plan for High-Level Talents of the University of International Business and Economics"，Allocate special funds，Increase rewards，Establishment of "Huiyuan Distinguished Professor"、"Huiyuan Outstanding Scholar"、"Outstanding Young Scholars Cultivation Program" and "Outstanding Young Scholars Cultivation Program" and other talent systems，Provide all-round support to high-level talent cultivation targets，Help it grow rapidly。Currently available5Teachers were selected as "Huiyuan Distinguished Professors",6Teachers selected“Huiyuan Outstanding Scholar”，60Teachers were selected into the “Outstanding Young Scholars Cultivation Program”,29Teachers selected for the “Outstanding Young Scholars Cultivation Program”。Passed the above talent training reserve plan，Gradually build a team with international vision and comprehensive educational background、A comprehensive talent team with strong innovative capabilities，Initially established leading talents in discipline construction、Excellent academic leader、A talent team composed mainly of young and middle-aged academic backbones，Initial formation of echelonization、Multiple levels、Comprehensive talent cultivation and reserve system。

Establish a diversified employment system，Improve talent evaluation mechanism，Further stimulated the enthusiasm of various talents

Last seven years，Continuously adhere to the principle of dynamic management，Pay attention to meritocracy，Only people can use it，Strive to break the shackles that restrict the development and promotion of special talents。Focus on part-time employment、Absorb high-quality talent resources through external employment，Further unleash the flexibility of human resources work。Talent services，The school establishes a regular coordination mechanism，Establishing a green channel for talent work，Strengthen the coordination of talent training and introduction affairs of functional departments of government agencies，Simplified procedure，Proactively provide all aspects、Personalized service；The Human Resources Department sets up a high-level talent office，Fully responsible for the service work of high-level talents，Further standardize and refine the service process；The college explores the implementation of the talent work liaison system，The employer designates a dedicated person to assist with specific procedures and follow-up tracking，Implement high-level talents”1Yes1”Full service。Further improve the coordination mechanism for talent introduction at the school and college levels，Improving the talent management mechanism at both the school and college levels，Promote the subject awareness of specific employment colleges in talent introduction management、Responsibility awareness。

Last seven years，Continuously improve and improve the faculty evaluation system and reward and punishment system，The evaluation system is more flexible。Currently "Full-time Teacher/The Position Setting and Assessment Methods for Scientific Research Personnel” has been discussed and revised for many times and will be released soon。The school will play the main role of evaluation，Pay more attention to government、Market、Opinions and suggestions from other evaluation entities such as third-party professional organizations。Under internal evaluation，Comprehensive consideration of scientific research results、Talent training、Discipline Construction、Comprehensive contribution w88 casinofactors such as team building。Different emphasis on teacher subject research，Promote classified evaluation: basic subject research talents can be based on peer academic evaluation，Outstanding market evaluation of applied research and technology development talents，Philosophy and social science talents emphasize social evaluation。The school will insist on using scientific methods to analyze and formulate the evaluation index system，Continuously promote the construction of comprehensive evaluation system。

Improving the salary incentive system，Employee income grows steadily，Further improved the happiness of the entire school

Last seven years，The school’s party and government leadership team attaches great importance to faculty and staff salary and other benefits，Propose and achieve the goal of stable growth in faculty and staff income year by year，Create a good working environment for school staff。Human resources are within the framework of superior labor policies，After careful study and research，Based on the actual development of the school，By adjusting the salary structure、Increase performance rewards and other ways，Continuously improve the income level of the school’s faculty and staff。from2010year to date,5times adjustments to salary standards for on-the-job faculty and staff，The average salary level of faculty and staff has doubled as a whole，It has greatly improved the happiness and sense of gain of the entire school staff。At the same time，Continuously improve the school’s internal salary system，By optimizing the salary structure，Added "Attendance Performance"、“Double-class performance”、"Department allowance (former poverty alleviation fund)"、“Sharing Reform Achievements Subsidies" and other measures，On the basis of steadily increasing income levels，Balance the principles of efficiency and fairness as much as possible，Ensure that the school’s development results benefit every staff member。

As a key university directly under the Ministry of Education that has always stood at the forefront of China’s reform and opening up，Our school’s human resources work must accurately grasp the pulse of the development of the times，Forge ahead，Crack development problems，Enhance innovation power，Advantage of saving up and moving later，Provide important support for the realization of our school’s “double first-class” strategic goals。From now on，Human resources work will be moderately decentralized，Encourage and support each college to adapt to local conditions，Carry out differentiated talent introduction management measures；Gather superior resources，Relying on discipline construction in some colleges on a pilot basis，Gathering talents，Form a talent highland；The whole school must have unified thinking、Up and down linkage，Fully realize the important role of talents in strengthening the school，Form the whole school to attach importance to talent work，A good talent environment that supports talent development。Keep up the good work in the future，Continuously build a modern human resources management system，Retain people through career，Continuously create fairness and equality、Working environment for innovation and development；Retaining people through feelings，Continuously create unity and harmony、Cultural environment where talents are appreciated；Retain people through treatment，Continuously create stable growth、Outstanding treatment environment。