Research On The Reformation Of Personnel System During The Socialization Of Logistics In Higher Learning Institutions

With the deepening of reform and opening-up and setting-up of the socialist market economy system, the socialization reform of university's logistics is the strategic choice to meet high educational reform's and development's needs. In the course of logistics socialization reform in colleges, logistic reform of personnel system is a key point which will influence the breadth and depth of logistics socialization reform. In the beginning of socializing reform, the country uses "Regular staff used old method, engage workers newly used new method" to guide personnel distribution system of university's logistics. Being guided by this policy, every university has done a lot of positive exploration in logistic reform of personnel system, and has made the remarkable result on the basis of advancing steadily. But with the deepening of colleges' logistics socialization reform, logistics personnel system faces many new challenges. Under the guidance of Organizing Theory, System Transformation Theory, Fair Theory and Psychology Theory, this research have used such research approaches as second hand materials approach, interview approach, questionnaire investigation, etc. The environmental factor that the distribution system reform of logistic personnel faces is started with from the socialization course of university's logistics to analysis the necessary of logistics personnel system reform. In the first period of logistics socialization, logistics personnel system reform has gained obvious achievements, but there are still some new problems. Through the positive research of the logistic and systematic human resources state to three typical universities, the research finds the human resources situation of logistics system in university is worse. And the trend of it is that the casual labor will become the logistic worker's main component. From the analysis of different relative stakeholders' gain and loss and psychology of them, we can see that the psychology of stakeholders who concerned in the process of logistics personnel reform is very complicated and the attitude of them is rather different. All these mentioned above should be considered roundly during the process of reform. Based on system analysis and adjust measures to local conditions and certain university, the research provides operational suggestion on how to settle "Regular staff' and absorb in "Engage workers newly".