Deepening The Reform Of Personnel System In Scientific Research Institutions

At present, China is in the new era of reforming the classification of the public institutions. Deepening the personnel system reform in the scientific research institution is the demand of the public institution reform under the socialist market economy, but also an important task to promote the science and technology system reform and development. However, as that of the current status, the personnel management in the scientific research institution still exist various problems, such as not unified thoughts and ideas, inflexible employment mechanism, backward human resource management, etc. which are restricting the personnel system reform process in the scientific research institution. In view of this, this paper, from the management perspective, studied and analyzed the ways for deepening the personnel system reform in the scientific research institutions.This paper is divided into four parts. Firstly, it introduced the origin of the topic, the documents research, the significance of the research, the research thoughts and methods as well as the relevant theories. Then it introduced the history of China’s personnel system reform in the scientific research institutions, mainly reviewed the historical context of the reform and the development in this field; and described the reform motivation for the scientific research institution, the development of the personnel system reform in the scientific research institution as well as its achievements. And then, the author analyzed the factors that influenced the further personnel system reform in the scientific research institution:China’s personnel system reform in the scientific research institution follows the government-led reform mode, it is the product of the science and technology system reform and the socio-economy transformation, therefore, it is a comprehensive decision-making process, influenced by many factors. Abut which factors will play important roles in deepening the personnel system reform in the scientific research institution, the author chose thoughts (subjective factors), the system (objective factors), institutions (substantive) these three factors as the influential factors to analyze.Firstly, the thoughts factor analysis. For any system reform, the greatest resistance is often from the departments whose interests would be touched. Their ideas of position are directly connected with the success or failure of the reform. Different from other fields, the reform of personnel system in the scientific research institution involves complex interest groups, it is not only the reallocation of interests within the scientific research institution, but also the re-arrangement of the government departments which are the competent departments of scientific research institution. Therefore, when studying the deepening of the personnel system reform in the scientific research institution, it is necessary to analyze the interests factor which can help the decision makers to understand the needs and interests of the policy targets so as to develop targeted policy options, prevent the failure to accomplish its policy objectives due to the opposition or negative treatment of the key stakeholders.Secondly, the management system factor analysis. The personnel system reform in the scientific research institution is conducting within the framework of the scientific research institution management system, the management system restricts the execution of the policies, thus influences the reform process. By analyzing the management system factor, the decision makers can be informed about the in-depth contradictions. When they develop policies, this can help them to focus on key problems and choose the lowest-costs reform options.Thirdly, the system design factors analysis. In the personnel system reform in the scientific research institution, the final foothold will be the "system" itself. The design of the personnel system is reasonable or not will directly affect the effectiveness of the personnel system reform in the scientific research institution. In addition, the system design also has a function of speeding up the reform process. Therefore, by analyzing the system design factor, can help the decision makers to pay attention to the design of the human resource management system when deepening the reform and developing the implementation schemes, thus they can put forward the system design-oriented policy for the personnel system reform in the scientific research institution, avoid the secondary system-change costs occurred by the system design errors.The author used a stakeholder analysis methodology to analyze the positions and concerns of all the stakeholders, applied the historical institutionalism methodology to analyze the structure evolution of the scientific research organization, the change of their positions and values as well as the key nodes, and used the human resource management theory to analyze the personnel management system and the existing problems in the scientific research institution. Furthermore, the author used the examples from the organization she is working in and the reports on the network to demonstrate her analysis results. Finally, based on the analysis results, the author put forward an innovation vision for deepening the personnel system reform in scientific research institution.