Research On Human Resource Management Of Private Primary And Middle Schools In Guiyang City

Education is backward, which used to be a weak link in the process of great development in Guiyang, but it is also a great opportunity for non-governmental primary and secondary schools in Guiyang to spring up. Nowadays, the middle and primary school education in Guiyang have showed a new situation of a hundred flowers bloom:Competition is becoming increasingly fierce between the non-governmental primary and secondary schools, and between non-governmental and public primary and secondary schools. However, most non-governmental primary and secondary schools focus on how to attract students and establish school in order to highlight their own characteristics, but ignore the key factor concerning sustainable development of the school, that is, the human resources development. Human resources management is absent in many non-governmental schools-school administrators are troubled by the quality of teachers, high turnover of faculty and staff and so on, but can’t find a suitable solution. This paper aims to investigate and analyze present situation and existing problems of the local human resources management of primary and middle schools in Guiyang city, to help school managers to build a scientific and normative human resources management system, to make the school faculty develop in the direction of specialization, promoting the healthy and sustainable development of non-governmental schools in Guiyang city.This paper applies integrated method such as literature analysis, interview, questionnaire investigation and observation and other scientific research methods to analyze and survey.This paper is divided into seven parts: The first part is the introduction, which is about the related research of this paper, including the research background and significance, literature review and research methods; The second part is concept definition and the related theoretical basis, mainly including the concept definition of non-governmental primary and secondary schools, human resources and human resources management as well as main theory basis of human resource; The third part is the statement of history and current situation about non-governmental primary and middle schools in Guiyang city. The core of this paper is the fourth and the fifth part, the fourth part is about the status analysis of human resource management in non-governmental primary and secondary schools, focusing on the analysis of staff basic situation of non-governmental primary and secondary schools, basic framework of human resources management system and present situation of human resources management. The fifth part is problems analysis of human resources management in non-governmental primary and secondary schools in Guiyang, covering the strategic planning of human resources management, recruitment and configuration, staff training and development, compensation management and employee relationship; The sixth part is strategy of the human resource management according to the characteristic of Guiyang city; The seventh part is the conclusion and prospect.After analysis and research, this paper summarizes the main problems of human resource management in non-governmental primary and secondary schools in Guiyang city: neglect of job analysis, too much emphasis on famous teacher, attach great importance to the teachers but despise the administrative team, non-support staff to accept continuing education, lack of fairness in compensation management, not good at dealing with employee relations and so on. These problems are the key factors that directly influence the stability of the faculty and the development. Concerning these problems, the paper puts forward the following strategy in order to help school managers to raise the level of human resource management and improve school competitive advantage.1. Fully recognize the importance of talent for non-governmental primary and middle schools and enhance investment in talent introduction and cultivation.2. Establish scientific and reasonable human resource management system; fully exert functions of human resource management department.3. Recruitment and configuration: Attach great importance to analysis of job, dare to break the old idea and take strategy from the perspective of the development of the school.4. Teachers’ training and development: Provide further development and conditions for the staff, focus on the performance management and evaluation of teaching and administrative staff and pay attention to life career planning of staff.5. Compensation management: Establish a reasonable salary management system and provide reasonable welfare for the staff.6. Relationship: To deal with morality, justice and fair treatment in the process of human resource management; Prompt the labor relations and union(or teaching acting meeting)to play a positive role in collective bargaining; To do a good management of health and safety management for staff, especially the issue of violence.