Blogs

Name Development of Faculty Members. Description The University and the School recognize that the professional development of faculty members is key to the institution’s performance and its future. Hence a range of initiatives have been promulgated, including: Opinions on Strengthening the Development of Talent at Beijing Jiaotong University; Interim measures for BJTU to Encourage Young Faculty Members to Take Up Temporary Positions for Training; Implementation Measures for Selecting Key Faculty Members from the School of Economic Management to Study Abroad; Management Measures for Faculty Members in SEM to Acquire Business Experience

Performance Evaluation for Faculty Members

By Xiaopu Shang in Best Practices

January 13, 2022

Name Performance Evaluation for Faculty Members. Description Every four years there is an employment evaluation, which sets different performance expectations for the different academic ranks-Professor, Associate Professor, Lecturer and Researcher. The evaluation system also covers the performance of leadership duties for Associate Deans and Heads of Department. Faculty members complete a form that summarizes their research, teaching and service over the last four years, against the criteria set out in their employment contract.

To build 360-degree feedback for administration staff

By WU Xiaohui in Best Practices

January 13, 2022

Name To build 360-degree feedback for administration staff. Description In order to provide a comprehensive evaluation of the employee, we try to build a 360-degree performance appraisal system. The superiors, subordinates, colleagues, students and administrative members are all included as the evaluators. Key performance indicators were chosen differently based on the job characteristics of administrative members. The results of the evaluation will serve as a reference for one’s rewards, punishments training, etc.

To compile a teacher Guideline for new employee

By SI Shanglin in Best Practices

January 13, 2022

Name To compile a teacher Guideline for new employee. Description In order to provide a brief Information Guideline for teachers, the human resources department compile a teacher guideline for new employees. The handbook describes the mission and vision, code of ethics and conduct, and all the circulars and procedures(including OA system operation, application for asset purchase, application for infrastructure maintenance, etc.) of Tongji University. And an Information Guideline for High-level Talent is also provided as a supplement of the Guideline, which is complied with more information about exclusive policy for high-level talent

To enroll foreign lecturers in the BUPT system

By Prof. Yan Chen, Ms. Jingyi Wang, Mr. Shuchang Liu in Best Practices

January 13, 2022

Name To enroll foreign lecturers in the BUPT system. Description BUPT International school is running BUPT-QMUL joint programms (and it will be Chinese-Foreign Cooperative Educational Institution from 2022.09). As a Joint program, we have lecturers from Queen Mary University of London, QMUL signed contracts with these lecturers directly. To manage foreign lecturers, BUPT side register BUPT accounts for QMUL lecturers which contains all basic information and enroll them into the BUPT teaching system.

To provide global competence building programs for faculty

By Prof. Yan Chen, Ms. Yuanmeng Cai, Ms. Yuxuan Zhu in Best Practices

January 13, 2022

Name To provide global competence building programs for faculty. Description BUPT places high emphasis on the capacity building, especially global competence building, of academic staff. Taking the year 2021 as an example, we organized five global competence/global competitiveness enhancement sessions for more than 150 faculty members, which involve more than 30 teaching hours each session, to equip our faculty members with relevant capabilities and communicative skills. We invited professors and experts from renowned universities around the world, as well as former officials at international organizations, to give lectures to our teachers.

Management of job offers under agreement

By Hebei University in Best Practices

December 17, 2021

Name Management of job offers under agreement. Description By setting up different levels of posts, specifying the corresponding duties and tasks of the posts, signing post assignment letters with the talents of the appropriate level, implementing the management of the appointment period, adopting the assessment mechanism of “mid-term reminder + end-of-term evaluation”, and demoting or terminating the employment contract for talents who fail to complete their tasks. Importance and/or impact of the best practice The school will continue to develop a governance system that is “governed by law” by defining the tasks of the post in the form of an agreement and giving full play to the motivational role of post management.

Attendance Management

By Universiti Malaysia Pahang in Best Practices

September 17, 2021

Name Attendance Management. Description Monitoring of attendance record. Importance and/or impact of the best practice This monitoring platform is able to minimise the financial implication to university due to absenteeism. Source Universiti Malaysia Pahang

Competency based talent management for Academics Staff

By Universiti Teknikal Malaysia Melaka in Best Practices

September 17, 2021

Name Competency based talent management for Academics Staff. Description Development of instrument for Academics talent management using competency approach. Importance and/or impact of the best practice Could be uses for the national academic talent competency development by design. Source Universiti Teknikal Malaysia Melaka

Competency Based Training and Development

By Universiti Teknologi MARA in Best Practices

September 17, 2021

Name Competency Based Training and Development. Description UiTM is implementing a competency based talent management (CBTM) for the human resource activities. The integration of CBTM, is currently supported with the development of info-system, HR analytic -HR2U. Importance and/or impact of the best practice The development of talents is more structured now at UiTM. All the training, mentoring are organized with the involvement of academics and administration. Source Universiti Teknologi MARA

Development of Faculty Members

Performance Evaluation for Faculty Members

To build 360-degree feedback for administration staff

To compile a teacher Guideline for new employee

To enroll foreign lecturers in the BUPT system

To provide global competence building programs for faculty

Management of job offers under agreement

Attendance Management

Competency based talent management for Academics Staff

Competency Based Training and Development

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