The Research On College Personnel Agency System

Traditional personnel system which at a specific stage of historical period played an irreplaceable role in the new situation, how to more effectively develop human resources, people’s subjective initiative into full play, the importance of College Personnel Management content. Explore the matching of the development of the market economy need to promote people who use flexibility in changing the status quo and the college talent management innovation system-Personnel Agency System, and constantly improve the development of colleges and universities and personnel system has a self-evident positive effects. Of Personnel Agent System improvement and development can largely to change personnel stagnant conditions and promote the flow of talent from conservative to open, thus achieving the optimal allocation of resources of the university personnel, a university personnel reform process innovation practices and initiatives. I try to use the theory around the practice of some colleges and universities more detailed thinking, dedication Personnel Agency System, at the same time to present their views on Colleges and Universities Personnel Agency System in the presence of the real obstacles and shortcomings, propose solutions targeted.This thesis cloud six parts in total. The length of six chapters describe the background of the university personnel system reform in China, the status quo as well as the purpose and significance of this study, a more comprehensive overview of the significance and limitations of carrying out personnel agent system. By using a basic introduction to the basic concept of Personnel Agent System, we have talked about the use of relevant theories of Personnel Agency System. Discussed Chinese Universities Personnel agency and practice of foreign university personnel system, as the research object to the five colleges and universities in Shanghai Personnel Agency System of Personnel Agent System basic implementation, and of Personnel Agent System trends analyzed, a comparative study of the practice of foreign and domestic personnel system from the reference, the existing problems in the development process of Personnel Agent System in China, at the same time solutions for the problems one by one.This paper argues that university personnel system a pioneering positive significance at this stage, but its only transitional, will not be the final form, continuous exploration and development, with the ultimate bound to evolution as social synchronization Universities Personnel Management another innovative mode-full appointment system thoroughly to promote and protect the university Human Resources effective separation. Personnel Agency System, College Staff appointment system will be more nimble, the release of a greater degree of multi-agent energy, taking into account the planned economy in our country a profound impact on the people who use the system, a free hand to the full implementation of full employment obstacles do not have a realistic and mature environment and conditions. Therefore, at this stage of Personnel Agency System as an effective complement to university personnel management system, also has broad prospects for development in the future for a long period of time will continue to be the main form of university personnel system.