Researching Into The Faculty Management In Higher Education Institutions

With the development of knowledge economy, the importance of human resources management has been recognized world widely. For colleges and universities, human resource management is also of great significance. The academic level of faculty, which largely determines the quality of university education and the development of universities, partially depends on the human resources management in higher education institutions.Faculty management system is a part of the management system in higher education institutions. Currently, the mode of faculty management in China is facing an important transition, in which the scientific management mode is gradually substituting the experience management mode. However, the development of faculty management in China is still slower than that in western countries in terms of ideology, methods and expertise, which partially prevents the faculty from performing well. Therefore, to reform and improve the faculty management mode in China through learning the modern human resources management theories and practice abroad becomes a crucial task.S University is one of the first universities in China to introduce the faculty appointment system. This research uses the qualitative and quantitative methods, collecting the material which S University has carried out a series of faculty management experiments. On the base of collecting relevant documents and interviewing some faculty in S University, this research tries to give a detailed description of the faculty management system in S University and evaluate its successes and defects. Besides that, this research also describes the faculty management practice in America. Based on the description and evaluation, also referring to the American practice, this paper tries to propose some strategies as following in order to improve the faculty management in Chinese higher education institutions.First of all, to improve the post appointment and assessment system successively. Secondly, to reform and improve income distribution system in higher education institutions. Thirdly, to do more jobs to introduce, develop and manage talents . Fourthly, to build and improve the faculty training systems in higher education institutions. Fifthly, to create better conditions for the development of faculty. Finally, to enhance faculty flowing through creating better mechanisms for bridging higher education institutions and society.