The Comparative Study On The Differences In Human Resource Management Of Universities Between China And The Unites States

With the trend of high efficiency, human resource management is applied to the enterprises or organization not only to maximize people's potential but also to integrate other corporate resources. Since university is a palace to explore and to develop talent people, the effective management of human resource in university plays an important role of successful education. In terms of personnel management, human beings are considered as labours to a society and to civilization. Instead of tradition, human resource management is considered people as the human capital and the core asset of organization as well. The research methods are to observe the domestic and foreign HR management, to maintain the core strengths, to adopt the innovative techniques, and to learn foreign experience. The key guideline of this research is as following.The creative point in this research is to combine the theory and practice of HRM into university management. In terms of HRM in universities, this research compares historical and current status of high educational management between China and USA in addition to finding out the root problems and establishing the conclusions to setup an effective example of university management. This research mainly applies to historical evaluation, comparative method, and document analysis to further discuss the differences of HRM in universities between China and USA. As a result, the development of university human resource in China can refer to aboard experience as a beginning of direction.The research is divided into 5 chapters; the first part not only explains the essentiality of the research and the reality of problems but also introduces the research methods and the way of thinking; the second part mentions the development and features of HRM of USA universities; the third part discusses internal administration structures, employee evaluation, and employee recruitment in terms of USA educational institutions; with the comparison of HR structures in China and in USA, the forth part further discusses historical renovation and development, raising the main problems in China; in the final portion, it recommends that by a means of learning USA experience, high educational institutions establish HRM, tenure system, employee motivation, the system of the employee flow to solve the existing problems of universities in China.