我国高校人力资源管理模式的现状与对策——以教研人员为视角的分析  

The Current Situation and Countermeasures of Human Resource Management Model in Chinese Universities—Teaching and Research Staff as a Perspective for Analysis

作　　者：刘文婷 

机构地区：[1]南安普顿大学社会科学学院,英国 南安普顿

出　　处：《社会科学前沿》2023年第12期7087-7092,共6页Advances in Social Sciences

摘　　要：我国高校当前人力资源管理模式存在管理思想不明确、未进行有效的人力资源配置、缺乏对高校人力资源的培训开发机制、人才激励机制不健全等问题。针对性改革势在必行。通过对英国、美国、日本三个国家高校人力资源管理模式的分析,为我国高校人力资源管理模式改革提供借鉴,三个国家高校的管理理念和管理制度都体现了对教研人员个人发展的重视,这一点在英国高校体现得尤为明显。美国高校管理以公正、公开且严格的制度为特点,我国高校需要在理念转变的基础上创新制度,建设更加公正公开、严格细致的考核和激励机制。日本高校对教研人员的激励更为丰厚,开放式的人员流动制度也值得我国高校借鉴,可用于缓解人力资源配置短缺的问题。此外,对其他管理模式的借鉴也要立足于我国的高等教育现状,当今时代下,高校发展离不开高素质的教研人员队伍。构建以人为本的高校人力资源管理模式,要求转变传统观念,持续完善管理机制,充分调动教研人员积极性,开发教研人员潜力,促进高校的长远发展。The current human resource management model in Chinese universities has problems such as unclear management ideas, ineffective allocation of human resources, lack of training and development mechanisms for human resources in universities, and inadequate talent incentive mechanisms. Targeted reforms are imperative. By analyzing the human resource management models of universities in the United Kingdom, the United States, and Japan, this provides reference for the reform of human resource management models in Chinese universities. The management concepts and systems of universities in these three countries all reflect the importance attached to the personal development of teaching and academic staff, which is particularly evident in British universities. The management of American universities is characterized by fair, open, and strict systems. Chinese universities need to innovate systems based on the transformation of concepts, and build more fair, open, strict, and detailed assessment and incentive mechanisms. Japanese universities provide more generous incentives for teaching and academic staff, and the open personnel mobility system is also worth learning from in Chinese universities, which can be used to alleviate the problem of human resource allocation shortage. In addition, the reference to other management models should also be based on the current situation of higher education in China. In today’s era, the development of universities cannot do without a high-quality team of teaching and academic staff. Building a people-oriented human resource management model in universities requires changing traditional concepts, continuously improving management mechanisms, fully mobilizing the enthusiasm of teaching and academic staff, developing their potential, and promoting the long-term development of universities.

关 键 词：人力资源管理模式 高校人力资源 高等教育现状 高校发展 

分 类 号：G64[文化科学—高等教育学]