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Compete in today’s society is the key talent competition. Colleges and universities as a reserve and training personnel carriers, high-level personnel training and the methods employed is crucial, so human resource management in colleges and universities in the core and that teachers should focus on the appointment system. Teacher appointment system design is scientific, reasonable, about whether to good use, there is continuous creative talent, about top-notch talent can successfully stand out. HN universities need to establish a high-quality, reasonable structure, lean and efficient, and orderly flow of teachers to achieve the goal of building the future, but the existing appointment system appointment system flaws to some extent, restricted the school’s development and goals required to identify issues and optimize appointment system.In this paper, HN faculty appointment system for the study, by assessing existing teachers HN university appointment system, the use of literature review, comparative analysis and expert interviews and other methods to try to find the right fit for the future development of university teachers HN appointment system.This paper describes an overview of the University of HN and the existing system of teacher employment. Analysis by comparative analysis and interviews, analysis of the HN University in Appraisal, assessment and academic organizations and other grass-roots level has certain advantages and has achieved some success, but there are still lack of mobility of teachers, introduction and training system is not perfect, staff Category management is not clear, hiring and administration, performance evaluation and incentive and restraint mechanisms are inadequate and so on.Then introduced the system of appointment of university teachers in the course of development and current status of university professors appointed representative of China’s reform movement and management experience; introduced some reform of university teachers developed the characteristics and trends.Finally, the problems for the University of HN, with the status quo, this paper presents the introduction and how to improve teacher training system, the establishment of personnel classification system and access to build a scientific evaluation system, strengthen hiring management, improve system performance evaluation and incentive and restraint mechanisms University teachers in improving HN appointment system. Among them, the "grass-roots organization for the management of basic academic unit" and "professional and technical posts of teachers employed and the grass-roots organizations, academic jobs to employ a combination of hiring mode," the two systems have some innovative designs.
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