The Impact Of University's Human Resource Management On Organizational Performance

Management is the key to the success of university. Poor management is the obstruction to improve the quality of high education. Human Resource management is the key factor of management. Human Resource creat all strategies, regulations and rules ,therefore Human Resource directly impact on the target achievements of university. The expansion of the Higher Education system, the variety of the Higher Education organisation and the intellectual revolution have already been the real problems to the 21^st century world higher education. To obtain resources and effectively use resources, and to improve education quality and management efficiency have currently been the difficult task for universities all over the world. In recent decades, although many professionals and specialists have paid close attention to, and carried out experimental research on the relationship between human resource management and the organisation's performance, both academically and practically, and some of them have made huge progress . university human resource development and management has a significant impact on improving the performance of the university. However, It is a few that study on the impact of university's humance resource management on organizational performance both academically andpractically. Therefore , It is importmant that study on the impact of university's humance resource management on organizational performanceFirstly, the dissertation has reviewed the domestic and external literatures about human resource management and organisation performance, including 56 critical interviews from 18 universities, experimental research from 3 "211" universities, 900 staff's questionnaire, This applies exploratory factor analysis and experimental factor analysis methods to create the chart of the ultimate dimension of university human resource management in China in which contain 6 dimensions and 32 items. The six dimensions of the ultimate dimension of university human resource management are employee recruitment and allocation, motivation system, health and safety, participation, performance management and humance resource planning base on strategic. In order to verify these 6 dimensions, which is the ultimate dimension of university human resource management, the research used the other application of the structural equation model that is the comparison of different model's positive and negative points to make sure to find the ultimate matching model. The research compared the advantages and disadvantages of the six factors model and other potential numerous competitive models and identified that the six factors model is the ultimate model. The assumption of competitive models includes single factor model, two-factor model, three-factor model, four-factor model and five-factor model. The result indicates the six-factor model is the ultimate model of the ultimate dimension of university human resource management. Meanwhile, according to the CFA analysis model of structural equation analysis method, it has also examined quality evaluation, sample credibility and validity evaluation and verified that human resource management is a high variable index which can be measured by the combination of employee recruitment and allocation, motivation system, health and safety, participation, performance management and humance resource planning base on strategic. The examination of credibility and validity indicate that the measurement is credible and valid. It provides theory and practice principles of the measurement for the ultimate dimension of university human resource management in China.Secondly, with the description of the theory of university organisation performance evaluation, it established the university organisation evaluation index system based on balanced Scorecard, which includes four dimensions of staff satisfaction index, staff teaching and research performance index, society satisfaction index and financial performances index. According to the established requirements of structural equation model, it has verified the ideal model. With the combination of 400 samples, measuring data and the ideal model, the result indicates the major index of the combination of the ideal model and measuring data reached a good combination level. The measuring data supported the ideal model well. Through university organisation CFA the first factor to the second factor tolerance, credibility and validity analysis, it presents these four measuring variable indices would also apply for measuring a higher level of variable index. It has been found well-established credibility and validity, while verified credibility and validity of the measuring index. Therefore, The measuring index is credible and valid. It provides theory and practice principles of the measurement for university organisation performance in China.Thirdly, it is the first time to use structural equation examining the relationship between the ultimate dimension of university human resource management and university organisation performance about "211 "university. The research presents the ultimate dimension of university human resource management has significantly positive impact on university staff satisfaction; the ultimate dimension of university human resource management has significantly positive impact on university teaching and research performance; the ultimate dimension of university human resource management has significantly positive impact on society satisfaction; the ultimate dimension of university human resource management has significantly positive impact on university financial performance. According to above examinations, it has also verified there is not a 1-1 relationship between all dimensions in the ultimate dimension of university human resource management and all dimensions in organisation performance, moreover it verified university current human resource management affects the process of organisation performance. In the research of all dimensions of the ultimate dimension of university human resource management and all dimensions of organisation performance, employee recruitment and allocation has a significantly positive impact on staff satisfaction and society satisfaction but not on teaching and research performance and financial performance; motivation system has a significantly positive impact on teaching and research performance and financial performance, and a significantly negative impact on society satisfaction, and no significant impact on staff satisfaction; health and safety has a significantly negative impact on financial performance; participation has a significantly positive impact on society satisfaction; organisation performance management has a significantly positive impact on staff satisfaction. All above results have been fully analysed.Fourthly, to examine the relationship of four dimensions of organisation performance based on balanced Scorecard, the research indicates that staff satisfaction has a significantly positive impact on teaching and research performance; teaching and research performance has a significantly positive impact on society satisfaction; society satisfaction has a significantly positive impact on financial performance.Fifthly,It has been verified that universities need to apply a human resource management model based on internal staff satisfaction. The reason being that we have also examined staff satisfaction has a significantly positive impact on society satisfaction.Finally, It also includes strategy discussions with intensifying university human resource management and improving organisation performance based on above five elements of research.