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On the university human resources management and development of innovative research

Author: LiuJie From: www.yourpaper.net Posted: 2010-05-27 18:30:51 Read:
Abstract: This paper analyzes the characteristics of the human resources of our institutions of higher learning and the problems put forward the idea of ??innovative research and development, that is, to establish the notion of a people-oriented personnel management from the the mandatory management to induced management development ideas.
Keywords: colleges and universities human resources management innovation development

The so-called human resources, an organization has the manpower to manufacture products or provide services. In other words, the human resources of an organization is the organization with a variety of knowledge, skills and ability of individuals, they are engaged in a variety of activities in order to achieve the organization's goals. Human resource management, in terms of human resources to acquire, develop, maintain and use planning, organization, command and control activities, people and things in the social organization of labor by coordinating relations and work with the people, in order to fully The theory of the development of human resources and human potential to mobilize the enthusiasm of the people, and improve work efficiency, and achieve organizational goals, methods, tools and techniques. The university tradition Personnel Management is basically a business management. It is only in the units of the necessary play. Handle staff recruitment procedures for personnel deployment, the appointment and removal of some low-level cadres, personnel file management, time and attendance, retirement, usually payroll and management of labor welfare.
Schultz's "human capital theory" of human resources as an investment object, found that human capital is the source of economic growth. Human resources is a higher level of human resources in the cultural capital more essential part, is an excellent group of its creative labor, to make a greater contribution to social development and human progress ", it is the core of the human resources it plays a critical role in the promotion of scientific and technological progress and economic growth. The college is the place of this concentration of human resources, universities as social training base of qualified workers to adapt to the objective requirements of today's economic and social development, but also need to attach great importance to talent, universities sustained and rapid development, prompting talent to emerge lies and make the best use of the mechanism of innovation. Objective need for talent development mechanism innovation is the development of a market economy, but also our party to the inherent requirements of the ideological line of emancipating the mind, seeking truth from facts, advance with the times ".

University Human Resources Management problem

1.1 viewpoints backward system is not perfect
Human resource managers of most colleges and universities also lack of understanding of the new theory of human resources development and management, do not realize that the real key to restricting the development of colleges and universities is the lack of a high-quality teaching and research staff and high-level management with modern management thinking The lack of awareness of the importance of the talent of the staff to create a good working and living environment to attract and stable. Most colleges and universities lack effective human resource management and development of long-term planning in the management, culture, attracting no stable talent combined with the actual situation of the universities, blindness, resulting in human resources management department can not assume the long-term for the college development of human resources to ensure the task. Due to the lack of an effective competitive incentives and reasonable scientific appraisal system that some teachers were making progress, no innovation, lack of vocational sense of crisis, making college difficult to obtain the optimal allocation and rational use of human resources.
1.2 Human Resources structure is irrational
Currently, most colleges and universities exist relative surplus of human resources, the total lack of human resources. High-level management staff: teaching and research staff, the majority of teaching and research staff in general, the relative lack of the master academic leaders and academic backbone; management personnel in the general management of day-to-day affairs majority, with modern management thinking less; widespread logistical services run industry personnel, staff education level is low, the strong sense of service, is the most serious part of the surplus in University Human Resources. Age structure of teachers and unreasonable, teachers below the age of 35 accounted for more than half of full-time teachers, reserves of human resources for young teachers to come to the fore, but the middle-aged teachers fault "phenomenon is more prominent, the disorderly flow of talent unreasonable great Contact. Although the decline in the proportion of teachers over the age of 51, but this age of high levels of academic leaders and academic backbone of a larger proportion is also a problem can not be ignored. Colleges and universities in the proportion of high-level personnel resources in the educational structure of the low especially doctoral students accounted for the proportion of full-time teachers, lower, and even individual disciplines PhD. The academic structure of the university teachers unreasonable accelerated loss of colleges and universities with high academic qualifications and university efforts to train teachers to pay enough attention intrinsically linked. In addition, the college teaching contingent structure single situation is still worrying, some colleges and universities about 50% of the teachers are staying in school students, the phenomenon of inbreeding on such subjects, development of university disciplines, academic prosperity and quality of teachers improve greatly affected.
1.3 The distribution of human resources unreasonable
China's University Human resource distribution is very uneven, especially the highly educated, high grade teachers distribution is extremely uneven. Eastern provincial and municipal colleges and universities in more than associate professors and graduate degree proportion is much higher than the colleges and universities of the Midwest. Between the different levels of colleges and universities, or the same level of college in the provincial universities, these figures have a big gap. The Chinese Universities Human Resources uneven distribution is a big problem. Especially in recent years, colleges and universities between competitive war for talent Franshion Miyi intensified, so that was even more serious problem of uneven distribution.
1.4 high-level serious brain drain
By the social environment and the impact of the international environment, the loss of HQP. From 1978 to 2000, 580,000 young people to study abroad, returning only 15 million people in China, and most of them are university teachers. Foreign comment, China has entered a third peak brain drain. In addition, due to the lack of supporting legal measures, the disorderly flow of talent between universities severe increase in the cost of personnel training, influencing university normal order of teaching and research.
1.5 is still a lack of security system
The introduction of talents is an important work of university human resource development. Some colleges and universities affected by the policy limit, the high-level personnel policy tilt inadequate measures, coupled with the system of household registration, employment management system have supporting impropriety, thus limiting the rational flow of human resources and effective. Talent introduction, there are still many problems, including: First, the level of educational qualifications, light capabilities only academic theory, the reason is lack of talent level and potential evaluation in universities; the heavy academic performance, light moral requirements, college explicit requirements of the ideological and moral standards, the introduction of talent policy difficult task of universities is to cultivate all-round development of talent as a teacher, teacher, teaching, and equally important moral level academic standards; the talent introduction blind, regardless of whether the school has the basic conditions of the respective disciplines, academicians, "Cheung Kong Scholar" unconditional introduction. Talent development research funding needs of the environment, not only with laboratory assistant with the physical environment, but also need the soft environment of the development of the subject based on peer level. Only by establishing appropriate protection mechanisms, in order to introduce the school development talent; talent after the door to go out hard, introduction of talent required period of service, lack of elimination mechanism, unqualified difficult to be eliminated.

University Human Resources Management innovative development

2.1 change perspective, to establish a people-oriented development system
The concept of change is the transformation of the human thought, revolutionized the understanding and views on certain things. Universities should establish a correct concept of talent and management concepts, correct employment mechanism, people-oriented, so genuine level of ability of teachers to be able to come to the fore. Change the old concept of human resource management, establish a people-centered thinking, the recognition of the product attributes of human resources, the use of market mechanisms to the full development and rational use of personnel, the correct treatment of the rational flow of talent that allows personnel to enter the market freely. The main demand is the market evaluation of the main market, talent is the master. Establish the idea of ??people-oriented, respect for the dignity of the individual, self-worth and personal needs, concerned with the practical difficulties of individuals. To begin school teachers recognized the significant issues and concerns, and teachers to openly share important school information. Change talent identification methods and evaluation criteria. The talent identification standards of the traditional the "Bole horses, experience color darker. To establish a scientific evaluation system, the quality of the talent to make an objective and impartial, comprehensive and integrated assessment into the market for human resources, provide the basis for determining the price. Of the large part of the functions should the scientific assessment of talent. The talent evaluation criteria should correct the errors, to distinguish between the different positions, and the development of different standards and criteria, and make the most of each human ingenuity. Stick with the standard of science to discover, develop human resources. Of course, college teachers bear the mission of teaching and educating, they are supposed to be high-quality personnel groups, but No gold, no one is perfect, we can not require all teachers to be perfect, and thus demand perfection. Should establish the concept of "look at the nature of the employer to see the mainstream," a comprehensive look at all kinds of talents correctly. 2.2 reasonable allocation of human resources
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