University Human Resources Game Of The Configuration Process

From angles of the objective principle about the economy based on knowledge, the present situation of Chinese Education and Human Resource Development, and the goal of Chinese universities pursuing the first-class ones in the world, the thesis analyses the importance of the faculty to establish world top-ranking university, compares the gap of faculty between Chinese universities and the first-class universities in the world, also analyses the main reason for the gap. Above those, the author proposes that the key to build highly qualified faculties is to introduce advanced concept and system of Human Resource Management (HRM), so that to reform the traditional Personnel Management system in universities of China.It is argued in this thesis that the formation of university HRM systems is an evolving game process. In order to establish a equilibrium system conducive to interaction between university, school and faculties, the thesis plans to provide two interactive mechanisms, Position-Setting-Mechanism management by objectives (MBO) based on all staff participation and Career-Planning-Mechanism based on position setting process participation. Meanwhile, to provide three interactive models including the implementation process of position appointment system, adoption of effective MBO system, scientific job design by interaction, implementation of dynamic career design.By introducing the game concept and model, this thesis gives a preliminary analysis on several problems of the human resource allocation process in colleges, establishes several game models of the allocation process, such as the Game-Model of the human resource system change evolution in colleges, Game-Model of the college talents recruitment strategy, Game-Model of the process on staffs' property rights of human capital, Game-Model of interests between the individual faculty and the organizations, Game-Model of the investment return of introducing talents and developing talents.Putting Zhejiang University personnel management system as an example and using the above models, the thesis analyses the principles and limitations of the establishment of the human resource management system in Zhejiang University which is based on the position appointment system, and put forward improvement measures to build more scientific and sound selection mechanism: establishing clear post duties with different emphasis on discipline team performance and the faculties' individual performance; implementing flexible tenure system; undertaking scientific and strict appraisal system which puts team appraisal together with individual appraisal, appraisal during the tenure together with appraisal by the tenure.