大学职员职位分类管理制度变迁:过程、动力和愿景  

The Transition of Position Classification Management of University Staff: Process,Motive Force and Outlook

作　　者：唐光怀[1] 陈梦迁[1] TANG Guanghuai;CHEN Mengqian(Shaoyang University,Shaoyang 422000,China)

机构地区：[1]邵阳学院,湖南邵阳422000

出　　处：《邵阳学院学报（社会科学版）》2018年第4期9-16,共8页Journal of Shaoyang University:Social Science Edition

基　　金：教育部人文社科研究一般项目"大学职位分类制度研究"(13YJA880070)

摘　　要：从20世纪90年代末开始,我国在政府引导下开始了大学职员制度改革。大学职员职位管理从大一统的干部管理模式向精细化的职位管理模式转变。大学职员职位管理制度变迁主题包括:职位管理制度改革的法制化、职员职位的结构变革、大学职员薪酬制度改革、实行职员聘任制管理。大学职员职位管理制度变迁的模式是以国家为中心多种因素共同作用的结果。国家政治经济和科技文化是其外部动力,大学发展及其职能扩展是其内部动力,职位分类管理理论则是其认知动力,国外大学的职位管理经验则是其重要诱因。Since the late 1990 s,the reform of university staff system has begun under the guidance of government. The position management of university staff has changed from a unified managerial model to a refined one. The major parts of the reform are the legalization of the reform,the structural transformation of university staff,the reform of the salary system,and the implementation of the appointment system. This transition is the outcome of a combination of multiple factors that are centered on the nation. National political and economic development and the development of science,technology and culture are the external motive force. The development of the university and the expansion of its function are its internal motive force. The position classification management theory is its theoretical motive force. The experience of university staff management abroad is an important incentive.

关 键 词：大学职员 职位分类 职位管理 制度变迁模式 动力机制 

分 类 号：F243.2[经济管理—劳动经济]