Practice And Thinking Of College Personnel Agent System

The HR system reform of university should focus on implementing of employment system, competitive structure and the status of employment system. Thus a qualified staff team will be established accordingly. Implementing of Personnel Agent System is an innovation of high education in the territory of HR reforming. It's an important action to change the traditional employment way and to realize a reasonable human resource allocation in the market. The booming personnel agent system is still on a start-up phase. There will be many problems during the implementation, which should be discussed and improved gradually. This article will give a comprehensive and deeper thinking and discussion of the rising problems. This would help the personnel agent system, which is supposed to be a transition module of HR system during this phase of social development, to bring a positive effect during implementing of the strategy "Competence Staff Strong College".This dissertation is composed of 6 sections altogether. The guide section is mainly introducing the origin, situation of the HR system for high education. It also includes the target and meaning of this research. It's indicating that the main destination of this research is regulating the personnel agent business, developing the effective approaches of the personnel agent system to push the deepening of the HR system reform. The focus is discussing the relationship of the personnel agent system and HR management reform of high educations and trying to answer the question of the function of the system's implementation. This article uses the methods of concluding, comparing, analyzing and demonstrating. It gives a comprehensive and objective disserting and provides feasible proposals.Chapter 1 makes a brief of the personnel agent system, personnel agent and staff dispatch has been defined and differentiated. The theoretical base is assigning agent theory in the western economics. This theory is based on the hypothesis of self beneficial for human being and indicated the agreement relationship between the universities and employees. This widely applied theory is now introducing to our employee management system in universities. In addition, human resource capital investment theory and fair motivation theory are contributing to the theoretical base. The two modules of employment (internal, social employment) are also introduced in this section.Chapter 2 mainly studies the problems occurred in current personnel agent system. Personnel agent system shows an imperfect regulation management during the period of changing from inside management to social management. The simplex and limited range, the discriminative treatment between agent staff and self-employed staff, all these cause losing of competent staff. This system leads to a phenomenon of separating of person and individual files, which causes the difficulties of the HR system. All these need to be improved.Chapter 3 combines the practices of the universities' personnel agent system. Basing on the experiences of six universities, it expounds the target group, benefit, performance etc. of the personnel agent system, gives their common ground and differences. It analyses the related governmental regulation which should influence the development of the personnel agent system.On the basis of analyzing the current situation and problems for personnel agent system in universities, chapter 4 gives the suggestions to solve the problems. Although there are dissatisfactions while implementing this system, it provides the real right of the employer to manage the staff, and solves the problems of easy-in and difficult-out which disturb the universities for long term.In the conclusion, the writer is focusing on finding a way to study the personnel agent system in the background of the universities' HR reforming system, and leading the thesis to a new higher level. It clarifies that the personnel agent system is a recommendable and referenceable way for HR system of universities.In general, the writer believes that it's feasible and practicable to introduce the personnel agent system to HR system of universities, and it will have a positive effect to the HR reform of universities. In the end, it indicates that the personnel agent system is a transition of HR system for universities during the social transition period, how to implement it effectively, it depends on a harmonized corporation of the related regulations and laws.