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Our College Human Resource Management

Author: LiZhenHai
Tutor: RenZongZhe
School: Northwestern University
Course: Management
Keywords: Human Resources Human Capital University Human Resource Management Incentives Appointment system
CLC: G647
Type: Master's thesis
Year: 2004
Downloads: 1498
Quote: 25
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Human resources has become the most valuable resource in today's society, adhere to the priority of education development, and strengthen human resources development is building a moderately prosperous society, country rich in human resources from a country with a large population towards the inevitable choice. Comrade Jiang Zemin has profound pointed out that competition for talent is a very serious challenges facing our country, people are the most active factor in the productivity, human resources are the primary resources \Colleges and universities responsible for personnel training, scientific and technological innovation and the important task of the construction of the socio-economic services, human resources management is even more important. Many factors restricting the development of the institutions of higher learning, the most important factor is the teaching and research team, they are the most valuable of all the resources of the college, and therefore must be effective management. The Chinese Universities human resources management, long-term by the shackles of the planned economy, just stay at the stage of the administrative affairs management. Along with \Research university human resource management issues, it is particularly urgent. In view of this, drawing on theorists of human resources and human capital formation, management and research and development on the basis of the analysis of the existing problems and their causes in human resource management in Chinese Universities, trying to come up new era in Chinese Universities Human Resources management and development of policy recommendations to build a scientific human resources development and management system. The paper is divided into four parts. The first part of the stage of China's colleges and universities human resources management are briefly summarized, and ask questions: the second part of a systematic exposition of human resources and human capital theory to provide a theoretical basis, in order to improve China's colleges and universities human resource management. On the basis of defining the concept of human resources and human capital on the relationship between the two. The characteristics of the human resource management in institutions of higher learning, pointed out the opportunities and challenges facing China's colleges and universities in the knowledge-based economy under the conditions of human resources management. The third part of a comprehensive and objective analysis of the problems and causes of Chinese Universities Human Resources Management, pointed out that the concept behind the lack of overall planning, unreasonable compensation system, personnel system is imperfect, human resources management system is not perfect, resulting in China University Human resource management efficiency is not the main reason for the high. Comparative Study of empirical methods by university personnel system in Western countries, further elaborated the problems in our university human resources development and management. The fourth part is the core of this paper discusses China's colleges and universities to develop human resources, improve the level of human capital policy recommendations and specific measures. The first is the concept of change, proceed from within the college, the transformation of the concept of human resource management, establish a people-oriented management thinking. Followed by optimization of university human resource allocation, based on discipline construction, market regulation as a means to configure the faculty, age, education, academic structure, to avoid the phenomenon of brain waste. Furthermore, the construction of a modern and efficient human resource management system, through the improvement of personnel recruitment system, deepen the reform of university personnel system to carry out a real appointment, remuneration system to ensure the rational design of most of the enthusiasm of the teachers and improve the training mechanism, increase investment in human capital, rational development of human resources. Concluded that optimize the external environment of the university human resource management is an important guarantee to do a good job in human resources development.

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