Discussion of the Human Resource Management in Independent Institutes.doc

1、1Discussion of the Human Resource Management in Independent InstitutesAbstract. The Human Resource Management innovation of independent Institute is a long， complex and arduous systematic engineering. Independent Colleges should truly achieve development and utilization of human resources in human r

2、esource management activities， constantly improve the mechanism， implement and consolidate through practical system of human resource management principles and policies， and gradually establish a sound human resource management mechanism with their own characteristics. In this paper， it combines the

3、 characteristics of Independent Colleges with modern human resource management， analyses the situations and existing problems of the independent Institute of Human Resource Management，and has also put forward the innovation strategy of the Independent Institute of Human Resource Management. Key word

4、s： Independent Institute； human resources； management Introductions Independent Institute， Organized by the means of combining 2college high-quality education resources and social capital and resources， takes the enterprise management mode. The independent and private feature determines that the Hum

5、an Resource Management of the Independent Institute can neither simply clone the path of public universities， nor directly apply the mode of private colleges mechanically. Therefore， exploring characteristics and existing problems of the human resources of the Independent Institute to overall develo

6、pment and optimized allocation is of vital important practical significance to Independent Colleges. 1.The Status of the Human Resource Management of Independent Institute 1.1 The management system is not perfect and the internal operation mechanism is not yet formed Currently， most internal operati

7、ng mechanism of the Independent Institute is not yet formed， and not truly reflects the school characteristics of “democrat， independent and excellent”. Independent Institute， as an institutional innovation of traditional public colleges and universities， mainly lies in its unique internal operation

8、 mechanism - the personnel system and the distribution system， which is difficult to obtain breakthrough and lack general promotion of 3the environment and conditions in our existing public universities. Our current existing independent colleges have only made some partial “reparation” of internal o

9、perating mechanism on the basis of some state-run maternal universities. The promoted or demoted faculty appointment system and the talent competition mechanism are still not formed； the important role of the College management involved with staff congress and professor fails to give full play； the

10、majority of the Board of Independent Colleges also have not actually performed their duties； the college development process could not be completed in accordance with the stated objectives， etc， all these problems weaken the vitality of their own development from the internal Institute. 1.2 Strength

11、en Human Resources Management Practice Teaching Platform Constructions is Necessary for the Development of Independent Colleges Independent colleges is derived on the basis of the parent top institutions， the teaching system is exactly the same with the parent universities， teaching content and sele

12、ction of materials is of few difference from his alma mater. However， because of the different orientation of students quality and training， the teaching quality is generally lower than the 4alma mater of students. Graduates usually lack of unique competitive advantages in the area of employment. Du

13、e to the market-driven characteristics， the barriers to employment of graduates will directly affect the survival and development of the Independent Institute. Therefore， in the development process， the Independent Institute should clear development orientation， market-oriented， in order to reach th

14、e goal of cultivating talents for societys need； to increase investment in student management and the application of practical ability； to make efforts to improve students competitiveness in the job market and workplace ；to establish the student brand or even the college brand. 2.The Main Problems o

15、f Human Resource Management of the Independent Institute 2.1 The human resource management function is not clear， management means and the business quality of managers needs to be improved Due to the late starting of the Independent colleges， many independent colleges do not have dedicated human res

16、ource management agencies， but let other administrative functions take their place to do some easy salary and files administrations. Although some independent colleges set up 5Personnel， but basically follow the parent university personnel management functions， responsibilities and position systems.

17、 Moreover， the lack of human， financial， material and other inputs， human resources development and management will be affected. With full information， full-featured， high-efficiency， ease of operation and other advantages， Computer networks， information and software technology developed computer-ba

18、sed management information system， including faculty management； compensation management， training management， file management and other subsystems provide a useful reference for the information construction of human resources management. However， currently many independent colleges still remain the

19、 manual level， and the professional quality and operational capacity of the manager needs to be improved. 2.2 The Liquidity of Teachers of the Independent College The frequent liquidity of teachers of the Independent College is not conducive to university brand building which could be understood as

20、the recognition and reputation of the colleges and universities in the formation of long-term development process， namely the schools identity， reputation， technology， and other manifestations of 6intangible assets such as the construction of the school name， school badge， renowned scholars， educati

21、onal level， discipline， teaching quality， the level of scientific research and the overall impression in the public mind and evaluation of a strong university industry registered trademarks， service marks， trade names and others， as well as the degree of satisfaction and praise. As the two basic fun

22、ctions of universities， teaching and research is in a core position in the various constituent elements of the university brand. Therefore， to build brand， the Independent Institute should firmly grasp and around embrace the two main lines of the “teaching“ and “research“. As the primary means of im

23、parting knowledge teaching is the central work of the university， the teaching function of the university brand plays an important role in the shaping of university brand. And it is directly related to the level and quality of personnel training. 2.3 Lack comprehensive career training and counseling

24、 on the faculty Modern human resource management attaches great importance to the development of potential employees， and provides necessary conditions for staff capacity development. Although 7the Independent Institute has done part of the work， such as encouraging staff education compliance educat

25、ion， there are still a lot to be desired. In present society， the pursuit of self-development and self-realization is a trend. Although the organization has a favorable treatment and favorable conditions of work， if unsatisfied， people will find another job. Even if high salaries and working conditi

26、ons can become incentives means， they may be short-lived， and any other organizations can emulate and provide the same or better conditions. This should raise the attention of Independent Colleges， colleges must adhere to the principle of developing together with teachers to motivate teachers and re

27、tain teachers. Otherwise， it will inevitably lead to the loss of teacher resources. Therefore， it is very necessary to make faculty career planning. 3.The Measures of the Human Resources Development and Management of the Independent Institute 3.1 to improve teacher structure through continuing educa

28、tion With the economic globalization， educational internationalization and the rapid development of science and technology， university teachers are required not only to teach a director， academic designed with some record， but also to 8live to old to learn， to follow the pace of development the worl

29、d science， and to teach the latest science and technology and research to college students. To establish a stable and excellent teacher team， Independent colleges must increase training investment and strengthen teacher training. Most of the various special abilities of outstanding teachers are post

30、-formed， and continuing education is one of the necessary conditions of teachers professional growths. Currently， Various colleges and universities in China， including independent colleges， faculty continuing education often only concerns about the “qualifications compensation “- reaching those exce

31、ptional hiring teachers to make up for the innate lack of academic education， while ignoring the ability of professional practice. The result is that education levels increase， but the practice of relevant professional experience is still scarce， and cannot guide students practical teaching. Therefo

32、re， Independent Colleges should guide the in-service teachers， especially for the specialized teachers. It is necessary to supplement and increase the emphasis on professional theoretical knowledge， but also focus on vocational skills training and sustainable development ability to improve the techn

33、ical level of teachers professional 9culture and teachers ability to apply technology. 3.2 Establish a Scientific Human Resources Management System and Strengthen the Management of Cadres Currently， competition of Independent Colleges is essentially the competition of human resources management syst

34、em. Therefore， Independent Colleges must adapt to the requirements of the new situation， deepen the reform of personnel distribution system， incentives to develop a scientific and reasonable competition for talent， fully mobilize the enthusiasm of teachers， and strive to create a good environment th

35、at encourages teachers to pursue their careers， support teachers careers， help teachers careers， improve the level of the teachers teaching， scientific research achievements， and promote the development and construction of the school. It must further explore the internal management and appointment m

36、echanisms which are conducive to the development of Independent Institute. Accelerate the reform of advancing job employment in accordance with the principle of “offer in demand， open recruitment， merit-based appointment and contract management“， weaken titles awareness， and strengthen positions con

37、sciousness. Further improve teacher appraisal 10standards， establish performance and capacity-oriented， scientific reasonable teacher appraisal mechanism. According to the different requirements of different categories and hierarchical positions， set up a indicators system of evaluating teachers per

38、formance composed of character， knowledge， abilities， and other factors. Continue to deepen the reform of the distribution system. The income distribution policy should focus on real achievements and contributions， tilt to key positions and talents， and pay more attention to support the growth of ta

39、lents and development changes rather than focus on improving the treatment of individuals to encourage outstanding talents. 3.3 Improve the Recruitment System， Lay the Foundation for Talent Introduction On the respect of staff recruitment， Independent Colleges have a high degree of management autono

40、my. It takes full appointment system for the management of teachers. Schools and teachers determine the appointment relationship by signing a labor contract. Employment contract itself possesses timeliness and determines the stability and orderliness of mobility. After the expiration of the contract， if not satisfied with the management or work on the other side， you can terminate the labor relationship. On one hand， the flexible employment