The Research Of Changchun Huibo Education Training School's Human Resource Management

With the increasingly fierce competition of the educational market, the management of human resources in modern schools has been much different from the personnel management in traditional schools. The consistence between school strategy and personal aim will be promoted and the expectations of school will be fulfilled only if human resources are scientifically and reasonably explored and the value is fully realized. In the last decade, the position of human resources management has been transformed greatly. It has risen to a critically important status from a subsistence and sub ordinary management. The process can be divided into three stages roughly, i.e., three kinds of patterns: personnel management, human resources management and manpower capital management. At present, the situation of trainings human resources management mainly depends on the history of its development, the scale of organization, the funds condition and the principle of the president. However, most of the human resources of the education training organizations are still stagnated in the first and second stage and it needs to be promoted gradually to step to the third stage. In this paper, Huibo is at the beginning of foundation, the scale is relatively small and the experience of the school management is not abundant. There exists a lot of problems in human resources management, which need to be solved as soon as possible. Otherwise the growth and progress of the school will be hindered badly. The problems of Huibo are common in small training organizations as the following four aspects: Problem One: Weak. Currently, the fund of school is weak under the condition which one person has other jobs. The whole development of human resources and processes all need simplication and weaken. Problem Two: Loose. Firstly, the relation between each training organization lacks unity, and there is no contact mutually, but compete blindly. Secondly, the internal human resources management of the training organizations exists the idea of short date elimination, then forms a human relation management mode which takes benefits as short-term and contractual type completely. Problem three: Expensive. Compared with the foreign mature training organization, the domestic training manpower capital of the profession value has been placed in confusion. There is no professional standard, and then it causes the expensive manpower cost. Problem Four: The system is bad. It performs at teacher human resources management of system badly and at will. Most small training organization thinks that the human resources development is a kind of work that takes a lot of time but inefficiently. Therefore, they are unwilling to develop their own system of human resources management. The above problems hold back the development of training organization which is run by the local people seriously. To break its bottleneck of human resources management, and carry out the prospect, this text considers that they should cope with actual problems then to resolve the school facing from the following five aspects. 1. Promote the Professional Quality of Headmaster As an excellent professional headmaster, he/she should possess thefollowing basic qualities and abilities: 1. Strategic thinking and abilities for program, which are the key abilities of a headmaster. It is a new requirement which put forward to the headmaster's mode according to the ages and develops the mindset. 2. The resources integration and operation ability, which is the ability of conduct. Under the new economic form, the headmaster replies inevitable choice of the market economy challenge. 3. The dynamic state management and organization skill, that is to break the closing and deadlock situation, adapt the market variety regulation, and use the management ability of act according to circumstances. In short, an occupation headmaster with excellent quality is one of the most important factors in core competencies of a successful school, and the soul of school. Under the environment of market education, it even decides the success or failure of the school. 2. Carry out the Invitation Application for Job and Selection To invite application for job is the process which organizes and attracts the persons who accept appointment, then combine from them and employ the employees who are needed by the organization. According to the employee job advertisement of the school with selection, it includes the following aspects specifically: 1. Latent target of the job advertisement, that is to set up the school image, lower the possibility of the employees leave school in a short time, and fulfill the social duty of taking up employment post which is provided by school. 2. The principle of the school job advertisement is to choose the person on business, public, equal competition and adopt person's good qualities. 3. When the school chooses the selection method, the rate of success of information, type and quantity should be considered. Meanwhile,the affection of selection method also should be considered. Adopt application form, written test, the emulation, etc. 3. Carry out Effective Results Investigates the Management and Differences Encourage Mechanism First, to set up a series of evaluation system fit for the running features of the school which is run by the local people. The formulation of evaluation system based on the following aspects: For the content, it should be comprehensive; for the evaluation methods, it should pay attention to the art; for the result, it needs development; for the investigate index sign, it should be accurate. Besides a series of scientific system of evaluation, scientific evaluation methods are very necessary. Huibo training school uses dynamic evaluation methods to every staff, and carries out effective results investigates he management to the human resources which the knowledge is regarded as a main part, and the implement of all-round encourage policy seems more necessary. We can apply in the following six aspects: Strengthening health care consciousness. Setting up the expectation factors, fairness and justice scientific evaluation system, emotional encouragement inverse encouraging techniques. The most important part of encouragement is the payment. The teachers in Huibo are paid according to their different qualifications, the fulfilled credit hours and the evaluation results of teaching quality, and this paying policy is not only in line with the human nature but also the expectation theory. 4. Carry Out Vivid, Efficient Occupational Training If the training school which is run by local people wants to carry out its prospect, it should push management toward a new state ——establish theorganization with study type; create the democracy, equal and mutually agreeable atmosphere; develop various resources well; mobilize everyone's activities. Only in such management, the teachers may have the character, and then they can create and combine to expect the future actively. When the governor considers the management as development and expectation, the property of its productivity will be more remarkable. Huibo sorts out various resources fully, and carries out a series of low cost but efficient study methods for training. 1. Observe the public lessons which are given by the important public school; Study the advanced teaching methods. 2. Invite the university teachers to give professional lectures, and then promote the teachers'professional quality. 3. Carry out the exhibition and evaluation of the mutual study, draw lessons from each other, and resources share. 4. Promote the teachers'theories quality level by reading a book in one month, etc. 5. Develop Splendid Organization Culture Team spirit and pioneering work are very important during every development stage of a school. It's necessary for a famous school to have a team, of which all the members are distinctly personalized, constantly creative and interactive. To construct the organization culture, we should realize the unity of the school's and the teachers'values. A teacher's real recognition to a school depends on his recognition to the organization culture and the identity with the school values. Therefore, it's very important for developing advanced organization culture to integrate the culture into teacher individuals and to realize the unity of the school's and the individual's values. According to the latest human resources theory and based on the scientific...