Research On HRM Efficiency In Inner Mongolia Universities

Nowadays, in Inner Mongolian universities, there is an outstanding problem that is people with ability leave their hometown. It is a complex problem influenced by many factors such as geography, history, society, technology, economy, culture, management of one country or district. This thesis researches how to reduce the lose rate of the person with ability from the perspective of human resource management of universities. The core definition of this research is human resource management efficiency of university. In this thesis, human resource management efficiency of university is defined as beneficial output of human resource management system of university. This these thinks the improving of the human resource management efficiency of Inner Mongolian universities is helpful to reduce the lose rate of people with ability. The scientific meaning of this research is to help people to learn of the conditions of the human resource management of Inner Mongolian universities, improve the human resource management level of Inner Mongolian universities and reduce the lose rate of the people with ability.This these is consist of three independent researches which try to answer the following three questions:first, how to evaluate human resource management efficiency of universities? Second, what is the condition of human resource management of Inner Mongolian universities? Third, how to improve human resource management efficiency of Inner Mongolian universities?In the first research, in order to research the problem of human resource management efficiency of Inner Mongolian universities, the author constructs the theory model of human resource management system of the faulty in the universities, further constructs value model of human resource management of universities, and makes the process and quality questionnaire of human resource management of the faulty in the universities and the questionnaire of HRM efficiency of the faulty in the universities. These questionnaires have much better reliability and validity are able to help Inner Mongolian universities to diagnose the problem of HRM of the faculty.In the second research, this research uses questionnaires about HRM efficiency of the faculty in them to survey the three universities in Inner Mongolia and 122 teachers and gets following conclusions:(1) The whole feeling of HRM efficiency of the faculty in Inner Mongolia universities is lower.(2) The whole feeling about efficient employ cognition, self-orientation cognition, and award fair cognition is higher.(3) There is big difference between woman and man faculty in HRM efficiency of in Inner Mongolia universities. HRM efficiency of Woman faculty is lower than man faculty.(4) There is big difference between over 35 years old and under 35 years old faculty in HRM efficiency of in Inner Mongolia universities. HRM efficiency of over 35 years old faculty is lower than those under 35 years old.(5) HRM efficiency of faculty with Doctor degree or Master degree is lower than those with bachelor degree. The dissatisfaction of the faculty with Doctor degree in HRM focus on factor 2 (the cognition of return fair), factor 3(the cognition of independence), factor 5(the cognition of efficient employ), factor 6(the cognition of self-orientation).(6) HRM efficiency of faculty with long working experience in Inner Mongolian universities is lower than those with short experience.(7) HRM efficiency of faculty with lower qualification in Inner Mongolian universities is higher than those with higher qualification.(8) There are big differences among HRM efficiency of faculty of three universities. University G is the best, and University N is the worst.In the second research, the author also uses cases to research HRM process quality and gets the following conclusions:(1) The idea of strategic HRM is not formed. (2) The cultivation of faculty in Inner Mongolian universities is not enough. (3) The competitive and stimulative mechanism is not enough. (4) The method of choosing faculty is not enough new. (5) The communication between manager and faculty lacks. (6) The policy of HRM lacks the compensation to woman faculty. (7) The average of salary is still serious. In the third research, this thesis uses case research and questionnaire to analyze the factors that affect the HRM efficiency of faculty in Inner Mongolian universities, together with the results of the second research, and puts forward the strategies to improve HRM efficiency of faculty in Inner Mongolian universities. It includes the following aspects:(1) How should Inner Mongolian universities reasonably allocate the academic power and administrative power to improve HRM efficiency; (2) How should the HRM department participate in the development strategy to improve HRM process and quality; (3) How should Inner Mongolian university change the idea of HRM of leaders in universities to improve HRM process and quality; (4) How should Inner Mongolian universities improve organizational culture to advance HRM process and quality; (5) How should Inner Mongolian universities design organizational structure to advance HRM process and quality...