| After the affiliation to WTO, the degree of our nation's economic internationalismhas been deepened greatly also the opening level of our society will be improvedquickly, and companied with the development of all the reform policies which make agreat effect on the joint to international from the system to the mechanism. Theeconomic globalization shows huge influences on such aspects: Firstly, thetransnational flow of students' origin led to the phenomena of transnational schoolrunning and sharing of educational resources, which stroke higher educational marketterrifically. Secondly, as the entry of western education and the gradual opening of ourcultural serving industry, the products of western culture are pouring into China whichfurnish the students with more opportunities to touch multiplex cultures of the world sothat their values must have been effected by western ideology and living style whichmay lead to the severe stroke to their thoughts and values or the appearance of valuevacuum. Therefore, higher education are facing vigorous test. Thirdly, the advancedand scientific employing principles, mechanism and methods of western countriesinfluence and penetrate us more and more widely and directly. Therefore, highereducation are facing vigorous test. Thirdly, the advanced and scientific employingprinciples, mechanism and methods of western countries influence and penetrate usmore and more widely and directly. The exertion of new talent policy will strike thetalent market of China deeply and the higher educational academies will face severetalent crisis. The original personnel system of academics of China is not meeting thedemand of market economy as the acceleration of globalization in higher educationaspect. Currently, the personnel reform system of higher educational academiesapparently falls behind the entire development of the society. Excellent talents hardlyshow their abilities due to the closing administrative pattern. The unique way to maketalents exhaust their potential abilities is to exert personal system reform, carry outemployment system, dispose the personal resources reasonably , also to arrange everyteacher to their most proper, efficient position according to the marketing rule ofopening, equality ,competition, excellent picking. If we can not do the stuff suchas----accelerate the pace of reform, introduce the competitive mechanism into oursystem, perfect the distributional system of using the ace payment to pay the ace stuffof ace achievement, we will have to face the living crisis.Human resources are the main factor of the development of economy even thehigher educational academies. Especially in the situation of higher educationexposing itself to the market, the competition among higher educational academies arebecoming more and more serve and embodies the competition of talents. Traditionalpersonal affairs management, which is a kind of passive, dictatorial and conventionalaffairs management have already not applied to the social development. Theadministrators are partly following the traditional managing concept that they take theaffairs' working as a centre part. All of those lead to the following consequences thatthe academic teachers' values can not be embodied, the relationship between managingclass and teachers is not harmonious, the initiative of teachers have not been reallystimulated, the ability, moral level and renovate spirit of teachers have not beenexplored and improved thoroughly, the reasonable disposal and sufficient utilization ofteacher resources have not been achieved, which take a great effect on the rate ofprogress and depth of higher educational academics.Since the 1990s, trail reforms of management system within colleges anduniversities have entered into a spreading phrase, among which the personnelallocation system was given top priority. And in January of 1999,"The Action Plan forRejuvenating Education of the 21st Century" calls great efforts to promote the reform.For the last two decades, we did have some achievements in personnel allocation,however, it is limited. We can see that through unceasingly exploring and reforming,some universities have formed into a series of regulations on personnel management,such as employment system, checking merits by workload, inspiring and punishmentsystem and so on. All the above systems play an active role in the transition fromtraditional personnel management to modern human resources management. However,we should also realize the rapid development of our economy gives birth to many newproblems, which to some extent make the regulations stagnant and unfeasible.Based on illustrating the meaning and characters of human resources, humanresources in higher educational institutes as well as human resources management, thearticle makes a comparison between Chinese universities and its Americancounterparts from various respective, such as human resources allocation, systems ofteachers' employment, promotion and salary management. In addition, it gives us a lotof valuable suggestions and measures to promote our current situation. And theconcrete measures are as follows:On the allocation of human resources in high schools, three measures should betaken: firstly, enhancing the levels of teaching qualification and employing high-leveltalents;secondly, adjusting the structures of teaching staff;thirdly, encouraging toemploy part-time teachers to cut off the costs and improve the efficiency of education.On the teachers' management system, three principles should be mentioned: firstly,making a clear distinction between administrative management and governing theschool by experts;secondly, enhancing the system of academic management;thirdly,narrowing the managerial ranges and encouraging teachers to take part in themanagement.On the employment system, there are also three ideas: firstly, efficiently simplifyingthe jobs;secondly, strictly regulating the procedures of employment;thirdly, checkingthe merits according to scientific methods.On the salary management, five principles should be applied: first, reforming thesystem of salary management under the guide of that universities have the right to setthe salary rules by themselves;second, strengthening the infrastructure construction ofhuman resources;third, establishing a salary system which is oriented to merits,capacity and market;fourth, emphasizing on the strategy, elasticity and individualdesign of this system;at last, building and improving the system of meritsmanagement. |
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