On The Status Quo And Development Of Human Resources Of China Canoe Slalom Coaches

When human beings enter into Century 21,the age attaches the label "knowledge economical age" to this century, and a country or a nation which wants to survive should respect this age and adapt to its demands. Human resources as support vector of country or nation will become the leading theme of this age, therefore, any cause trying to obtain the sustainable development must attach importance to the determining factor --"man" and the promotion of man's integral quality or the development of human resources. The development of Chinese competitive sports should also conform to the demands of the time, give priority to the development and exploitation of human resources, and the development level of the Canoe Slalom coaches' human resources largely determines that of this sport. Thus, with "a point to an area" research approach and the related theory of human resources development and management, through obtaining the real realistic status of Canoe Slalom coaches, finding out the elements that influence human resources development of the coaches and discussing the strategy for human resources development, this paper is aimed to meet the demand of human resources development of sports team and London Olympic strategy, and explore a development way appropriate for the status of our Canoe Slalom coaches in order to provide theoretical reference for related leader decision layer to formulate development strategy of human resources, take active development countermeasure and further promote the sustainable development of our Canoe Slalom cause, which is exactly the significance of this thesis. Using the related subject knowledge of sports sociology, sports psychology, and sports management,as well as the research methods of documentary data, investigation, and mathematical statistics, this paper fixes the scope as all the coaches of Chinese canoe team training base of or above the provincial level, International boating center, and water sports school in July, 2010. Combined with the question sheets and interviews with experts, and based on analysis, the conclusions as follow are obtained:1 At present, the coach team of our Canoe Slalom possesses a large gap in gender rate, reasonable professional title structure but relatively shortage of highly-educated (above post-graduate) talents.2 The coaches are interested in scientific research and 70% coaches published their works during last 3 years. However, overall level of communication in English and computer use remains to further improve.3 The coaches love their trains, and have strong creative consciousness4 The coaches can realize the importance of on-the-job training, but the overall times of on-the-job training is not optimistic because of stale training content and so on.5 The coaches look forward to any preferential measures on housing and entering a higher school and getting jobs for children, and believe the best incentive method is the way combining material and spiritual incentive together.6 Athletes become coaches directly after retiring, which become the main sources of our Canoe Slalom coaches, but mobility is lacking between coaches.7 Influencing human resources development of our Canoe Slalom coaches of seven objective which are 1) the overall development plan on this sport event, 2) the popularization extent and development level of Canoe Slalom, 3) coaches' job training, 4) incentive system, 5) talent flow system for coaches, 6) the attention of competent department to Canoe Slalom, 7) examination and evaluation system and promotion system. In addition, there are five subjective elements: 1) professional duty, responsibility and dedication, 2) professional interest, 3) explicit striving aim, 4) the motivation of coaching, 5) attention to personal continuous study. In order to promote the development of coach human resource, this paper puts forward suggestions as follow:1 The leaders in competent departments of the water sports managing center of General Administration of Sport should attach importance to the development of Canoe Slalom coach human resource, and work out pratical, effective and feasible laws and regulations and policies on development. Furthermore, they should enlarge the fund input towards Canoe program, especially strengthening market operation and expanding capital source.2 Through using some modern media instruments such as media, network and magazines on Canoe Slalom and cultivating Canoe stars, we can expand the propaganda and raise the social influence of Canoe sports.3 By enlarging training way, integrating training content, standing out training material and standarizing exam, we can perfect coaches'training system.4 We should break the phenomenon of arrangement in order of seniority, cultivate boldly the young coaches, pay attention to coaches'spiritual incentive and apply the best incentive system combining material and spiritual rewards.5 We should perfect the coaches'move system through policies and laws and regulations in order to make a reasonable talents layout and finally realize interaction by exchange of each other's needs and mutual communication. In the terms of human resource allocation, we should adopt the principle, that is, taking the market allocation as the main and department allocation as the complement, so as to make an optimal resource allocation for our Canoe Slalom.6 We should bring the competive system into personnel appointment, carry out systems such as open selection, examination, competition and democracy recommends, optimize coaches'employ circumstance, reinforce coaches'consciousness of team cooperation and self-development, and realize the mutual benefits between self and organization.