The Study On The Problems Of Personnel Agency System In College And University

The current personnel management system of college and university in China is a relatively contained management mode established under the system of planned economy according to the management mode for government employees. Under the current mode, a virtual stiff life-long engagement system has come into being, which means that teachers of college and university once hired can never be fired; once the teachers get a higher position within the institutions, they can never be hired for lower positions; once the teachers get a higher salary, they can never be paid lower. The system has not only caused college and university to be over-staffed with super leading to poor optimization of limited resources of the school with excessive burden, but also hampered the improvement of the teacher's activeness and motivation in teaching and research work as a good competitive mechanism is hard to develop among teachers of higher institutions. As a result, the system has for one thing obscured the institutions' position as a juridical person and increased the economic burden of the higher institutions in the use and management of talents, for another affected the realization of the strategic goals of higher institutions, thus restricting the reasonable mobility of the talents of higher education in China. After the reform and opening of China, under the influence of the market economy, it is imperative that talents for higher education be shared with the whole society, the allocation of talents be done through market, the personnel departments be simplified, and the management of talents be done through contracting with specialized agencies.In recent years, through the implementation of the system of personnel agency in China, a new flexible and open personnel management system, which adapts to the market economy, has been gradually established. The new system has weakened brand identification management of teachers of higher learning, and strengthened position management of talents of higher learning, which separates the "ownership" from the "user-ship" of teachers of higher learning, and realized the first stage of the allocation of talents by market and society. However, as the matching mechanism for the system of personnel agencies is far from perfect, in the process of the implementation of the personnel agency system many practical problems have occurred. For example, the propaganda work for the new system is not adequate; the subjects of personnel agencies are not at ease with the new system; the procedures of the personnel agencies are not reasonable; the social security system is not perfect; the evaluation standards for subjects of personnel agencies are not scientific; welfare incentive mechanism is not healthy; the personnel disputes in personnel agencies are difficult to deal with. As these practical problems in the implementation and development of personnel agency system have not been given adequate attention and have not been properly solved, the personnel agency system under this condition is basically only providing some simple ordinary services such as transferring party or league membership for trustees and managing files as a talents service agency. On the other hand, from the perspective of the college and university, the implementation of the personnel agency system to a great extent is for the solution of such problems as the hiring of teaching assistants, and the employment of talents of hot subjects and the staff members of low academic and professional titles. Therefore, such personnel agency system has long way to go toward real personnel agency system in form and content.Though the personnel agency system has temporarily solved some of the problems in the use of talents for schools of higher education, it is not the final solution to the personnel management problems in college and university. Therefore, to solve the practical problems in the management and allocation of human resources in schools of higher learning, and to discuss the ideal mode for the management of teachers of college and university, the personnel management modes of college and university of the USA, Canada, Britain, France, Germany, Japan and Hong Kong are compared and analyzed. The common features and future trends of the management of teachers of higher education abroad are summarized as follows: teachers of college and university are recruited openly from the society; the teachers of college and university are basically hired on the contract terms; the life long engagement system is adopted to stabilize the professors, pillar teachers, and scholars, who have made achievements in teaching and research, and are widely acknowledged by peers. The current situation and existing problems of the implementation of the personnel agency system for teachers of higher institutions in China have also been analyzed through the application of related theories of the management of human resources together with the guidance of the related policies by the personnel and education departments of China in this article. The countermeasures for these problems are put forward as follows: further perfect the personnel agency system for teachers of higher institutions by improving understanding of the system and changing concepts of the system; regulate the procedures of the agency system and perfect social security system; complete and improve the evaluation system and establish salary incentive mechanism; improve matching policies to guarantee the interests of each party concerned. Finally, the more practical and important countermeasure is to push forward comprehensively the all staff engagement system in schools of higher learning. But in the process of the drive toward all staff engagement system, the following rules should be observed: new rules for new employees, gradual transition for old staff members, long-term employment combined with short term appointment, stressing life long appointment after evaluation etc. Besides, attention should be given to the establishment of scientific evaluation system and salary-benefit system as well as perfect social security system, dispute arbitration system for the all-staff engagement system.