Colleges and Universities Innovative Human Resource Management Seminar

Abstract: This article by University of Innovation the importance of Human Resource Management and Human Resource Management universities of China's current problems in the analysis, the new era of Human Resource Management model of university Innovation and policy recommendations.

Keywords: Human Resource Management Innovation Model

A university Human Resource Management the importance of Innovation
Establishment of the human Resource Management Innovation model, favors the establishment of a vibrant, institutions of higher education with Chinese characteristics, human Resource Management system, create a lively and dynamic environment for the growth of talent, so that each faculty and staff need to be able to objectively my knowledge and ability to adapt to the talent on the job, for the knowledge innovation, scientific research, social services, contribute, so the establishment of university human Resource Management innovation model, is to promote higher education reform and development of important content higher education to adapt to social and economic imperatives of development.


Second, human Resource Management model of university problems
1, in the university staff recruitment, selection and promotion are not strictly work now some colleges and universities in the selection, appraisal, rewards and punishments, job movements and other activities, policy changes and arbitrary large, human resources, recruitment, selection and promotion, etc. vulnerable from within the organization at all levels of management interference and regulation. Most local colleges and universities, especially colleges and universities, "inbreeding" is extremely common, the introduction of school teachers to give priority to their own graduates, resulting in our college human resources single-edge structure study. Also the our colleges and universities in the introduction, selection and so there is heavy academic and professional titles, ability and character of the phenomena of light, resulting in unreasonable staffing, personnel structure, lack of coordination in the talent flow mechanism, our colleges and universities with teacher implies a lifetime of service between contracts, dismissal of teachers or teachers' college resign relatively rare phenomenon, the university teaching profession is still the iron rice bowl, faculty and staff once they are hired, lifelong employment is not conducive to the healthy development of colleges and universities.

2, university human resources development and training not paid enough attention higher education human resources training and development is the planned implementation of the guidance staff to obtain necessary job skills, work attitudes, and knowledge in order to ensure staff can be more good schools to complete the tasks assigned, but China's current human resource training colleges and universities there are still some problems, such as: the traditional concept of personnel management under the influence of the prevalence of human resources of university re-introduction of light training, with heavy, light activated, re- use, light development, heavy professional skills and qualities of light phenomenon has seriously affected the efficiency of human resources, also contributed to the loss of high-level personnel. In addition our university faculty and staff training and more emphasis on improving academic degrees, academic standards to improve without emphasis on teaching skills and teaching techniques to improve, some common human resources rest on our laurels phenomenon can be seen in some universities.

3, performance appraisal rating becomes a mere formality now our colleges and human resource performance appraisal rating for various reasons, there are some problems. First, there is a performance evaluation criteria for assessment is difficult to determine, excellent performance is difficult to assess, Germany can Qin Ji's content difficult to quantify issues such as the same time, the lack of evaluation index system of key performance indicators, such as lack of teachers, teaching quality and management personnel management indicators to assess difficult to operate, difficult to fairly determine the assessment level. The second is from top to bottom, Regardless of the merits of departments or individuals working or not, should be allocated in proportion to "good" places, evaluation results are difficult to assess objectively reflect the real person's actual job performance and level three is often in the assessment Tuiyou in popularity (good interpersonal relationships bad as a standard, and some even appear gifts to the phenomenon of votes, as well as the implementation of the unit rotation system, resulting in great injustice has seriously dampened the enthusiasm of some teachers and motivated. Fourth, the assessment of the content and requirements of every year. There are significant changes, and this variation is only near the proposed assessment, faculty and staff is difficult to adapt, and even some universities provided the conditions for people, greatly dampened the enthusiasm of faculty and staff. Fifth in importance in the evaluation class, paper, the number of scientific research, while ignoring the quality of its evaluation of this situation led to the number of faculty members to pursue profit-oriented and passive, which makes the lack of strength and effectiveness assessment.

4, the lack of flexibility in salary management system is currently implemented in colleges and universities pay structure is the coexistence of national wage and benefits of the dual school structure in which the state pay part of the intact, the implementation of the planned economy under the wage system, wage income gap between general In about three times, the school benefits by post, performance pay, the implementation of market economy under the pay system, the gap between school allowance and some more than ten times. two yuan salary structure is just part of the implementation of the new school subsidy distribution system, subsidies account for only pay a small part, so the incentive effect is not obvious addition is not within the fair are more obvious, mainly for administrative staff and teaching and research staff in the performance evaluation criteria and evaluation results to the use of inconsistent and allowances over to the high school title, a high office staff tilt, resulting in over-pursuit of faculty positions and other high-grade and high rigidity factors, and thus dilute the quality of teaching, teaching level, quality of service and other flexible factors other key distribution system according to the current title into the file, according to the workload of the capitation, and spend time and energy on a large teaching and research, education reform, curriculum and professional construction work is not well reflected. Links to free download http://www.hi138.com
5, the incentive effect is not obvious, urgent need to improve incentive methods present the majority of our colleges and universities encourage the use of material incentives as the primary means of some college spared no expense to the introduction of highly educated personnel titles, attract talent of these housing conditions, wages, research environment are more school the same education, job title of the teachers to be superior, which greatly dampened the school contribution for many years, with the same highly educated, high-grade teachers' enthusiasm. Some other universities ignored the college talent is the knowledge level is relatively high a groups, their material needs is not the first one has been the demand that they pay more attention to high-level requirements, such as the need for respect and the pursuit of self-realization, they want to have the opportunity to play to their wisdom, to accomplish something in their careers. Also within the university with unfair phenomenon has seriously affected the incentive effect of many incentive systems and performance appraisal system is developed together, but in practice, the performance appraisal system is totally a mere formality, so that even if the incentive system more perfect, but would not achieve the same incentive effect.


Third, human resources management, our colleges and universities to build new model
1, strict hiring and selection system, the introduction of market mechanisms, promote the rational flow of the school should be based solely on teaching and research work need to set up positions, according to the positions of vacancies conditions and job demands to open recruitment, according to strict assessment criteria and procedures by competition to determine the most suitable candidate, to avoid "inbreeding" and not only academic diplomas and professional titles, but also to weight capacity, quality and character, have genuine talent and potential. establish flexible personnel system, the implementation of real employment, get rid of occupation "tenure" and "identity" system, change the "unit" to "social man", so that faculty and staff resources to social view of China's current social security system has not improved and the staff resources After follow-up questions of social insecurity, faculty and staff there to worry about, so this truly the implementation of the employment system, the government has yet to be implemented to increase efforts to speed up the establishment of a sound social security system, schools can adopt flexible management mode, the implementation of the preparation of the fixed and mobile combined preparation, the combination of part-time, abandon the traditional accounts, personnel files and other concepts, as long as the right people, that I can use, not to do everything, but to use.

2 importance of manpower training and development, capacity to establish lifelong learning as the core of the system from long-term development, the university must change the "ism", emphasis on "blood Project". Colleges and universities should reform the basic training and compensatory education for the academic core of the continuing education system, into a capacity-based lifelong learning system. university itself is a learning system, university teachers are not only imparting knowledge and skills, or learners .21-century university teachers, should be able to systems thinking, and constantly self-transcendence, improving mental models, and actively participate in organizational learning, the common aspiration of the efforts in the development, to learn as human nature, as a source of learning life interesting people Therefore, to make the university teachers and social development groups to maintain a continuous ability to adapt to the university's teaching organization into a "learning organization."
3, establish a sound, scientific, rational and effective performance appraisal system for promotion, transfer, provide the basis for pay. College teachers work hard to quantitative assessment, research work is not short-term profits can be paid off, if a fixed standard and indicators to assess and measure, bound their hands and feet bound, stifle the creativity of teachers, some teachers encourage less impetuous and short-sighted mentality. university administrators should develop flexible flexible evaluation mechanism to evaluate performance should take into account the environment in which individuals , conditions, and make the different results in different environmental conditions, and do practical things to pay attention to whether, effective contribution alone can not be talent. colleges and universities to further explore the scientific, rational, easy-to-evaluation index system, the quality of teachers and capacity, ability and character, special and comprehensive, regular and irregular, colleagues and students a combination of three-dimensional assessment. evaluation of performance to be realistic, objective and comprehensive evaluation, to maintain scientific and seriousness, after assessing the relevant information and timely feedback to individuals, to enable evaluation of those who willingly accept the evaluation results, evaluation of work to increase the transparency of Links to free download http://www.hi138.com