Research On Rational Flow Mechanism Of University Human Resource

The market and international competition based on the economic and technical power is the competition of human resources indeed. With the establishment of socialist market-driven economy system and gradual setting-up of the human resources poll, the university faces the chances as well as challenges of changing the mechanism, participating in talent competition. It requires the university to confirm the corresponding human resources plan according to its own development strategy. This makes the research on rational distribution of university human resources seem more urgent. The rational flow of the human capital is one of the foundations and measures of the rational distribution. However, as talent--intensive universities, the flow of professionals is very frequent, which must have a deep impact on the development of university. If university fails to discern and control, it will make the disposition of the human resources keep away from the goal optimized. Therefore, under the circumstances that the mechanism of the competition and talents flowing is far from standard, the in-depth theoretical study and practical exploration on institutional talents'flow will bring great benefit for the reform and development of university.The dissertation illustrates the flowing mechanism of the competition and talents of university by making use of the principle and methods of management, economics and administration etc. The dissertation is divided into five parts totally. The first part summarizes the background, main content and significance, and brings forward the questions. The second part elaborates the theoretic foundations and the significance of the rational flow of talents. This part also analyzes the rationality and causes of talents flow. The third part says the development process, present condition, existing problems of our country's personnel flow. At the same time, this part describes the models and characteristics of the human resources flow in foreign university, and discusses some elicitations and lessons. The fourth part defines the standard of university human resources, fixes respectively the roles of market, government and colleges. In addition, it puts forward the decision-making model for human resource flow. From the inflow management, inner management, and outflow management, the fifth part explores how to construct the reasonable flow mechanism of the talented person in university, and analyzes the practical application of the decision-making model.