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On Personnel Agent System In Higher Education Institutions

Posted on:2012-10-05Degree:MasterType:Thesis
Country:ChinaCandidate:M LuoFull Text:PDF
GTID:2217330338953410Subject:Administrative Management
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The issue of deepening the reform of personnel system in higher education institutions is of great concern to many colleges and universities. Those colleges and universities under reform have been puzzling over an effective approach to easing the transition from possibility to reality while at the same time speeding up the reform process without leading to instability. Personnel Agent System (PAS), a new human resource management system derived from the transition from planned economy to market economy, has the characteristics of transition model——integration of features of planned economy and market economy, and of instruments of traditional management and modern management in a public institution. The present thesis attempts to offer a comprehensive and deep insight into the current PAS in the hope that the implementation of PAS can bring a positive effect on optimizing human resources in higher education institutions.This thesis is composed of five sections. Chapter 1, the introduction, mainly describes the background, significance, and research methods of the current study. Based on the relevant literature, the author attempts to provide an objective and comprehensive account of the PAS in our country, with the aim of identifying and analyzing problems arising in its implementation process.Chapter 2 provides an overview on PAS in higher education institutions in terms of its implementation background, characteristics, and especially its legal norms. From the perspective of legal norms, the author mainly focuses on the comparison among different models of PAS currently adopted in higher education institutions in order to select appropriate models that can fit into the framework of principal-agent theory. With the selected models, the author not only analyzes the legal relationships among the universities, the employees, and the personnel agency, but also defines the legal status of the personnel agency. This chapter concludes with the anticipated outcome of implementing PAS at colleges and universities.Based on the actual practice of PAS at six key universities in Guangdong Province, Chapter 3 mainly studies the problems arising in its implementation process. The author expounds her views on the benefits and pitfalls of pertinent policies applying to the target group in terms of the service scope, salary and benefits, performance assessment mechanism, and mobility mechanism in those universities, which indicates there is still a lot of room for improvement. It is noted that PAS bears an imperfect regulation management in its implementation process due to lack of guidelines from the government. As such, regulation of individual files, social security for personnel agent staff, salary incentive mechanism, and professional development become barriers that impede the effective implementation of PAS.On the basis of analyzing the current situation and problems with PAS at colleges and universities while at the same time taking the special characteristics of higher education institutions into consideration, the author puts forward some constructive suggestions for both the government and higher education institutions in Chapter 4, hoping that they can make up for the inadequacy of the current system.In conclusion, the author believes that PAS marks the transition to human resource management system for colleges and universities in the social transition period. Although PAS plays a facilitating role in deepening the reform of personnel system in higher education institutions, how to implement it effectively depends on the improvement of the related regulations and laws.
Keywords/Search Tags:higher education institutions, public institutions, personnel agent, human resource system reform
PDF Full Text Request
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