A Study On Problems And Countermeasures Of Human Resource Management In China’s Private Universities

Private universities, as new emerging forces, play irreplaceable roles in promoting thepopularization of higher education in China. Full of good development opportunities, they also facemany problems. Human resource management is one of the inner elements that limit theirdevelopment. Through literature material analysis and case study, this research can be divided intofour parts. Part one is about the introduction, which discusses the research significance of humanresource management in private universities and puts forward the research method of this studybased on the research status. Part two is about the development of China’s private universities andan analysis of the conditions of human resource management. Through the description of thedevelopment progress and characteristics of China’s private higher education as well as thecomparison of the current situation of human resource management between Chinese and foreignuniversities, this part proposes that some problems such as out-dated concepts of human resourcedevelopment management, low stability and obvious structural defects of human resource,imperfect motivation and evaluation system exist in human resource management in China’sprivate universities. Part three is about a case study. This part takes Ningbo D University as anexample, and analyses its development progress, characteristics, the existing problems, reasons ofhuman resource management at its initial stage, and the improvement strategies that this universityhas carried out. Part four is about the countermeasures and suggestions. Based on the institutionalframework, some proposals for the improvement of human resource management are put forward.First, new ideas for human resource management should be created and reasonable and effectivestrategic planning for it should be established; second, the construction of faculty developmentcenter should be sped up and the design and training of teacher career planning should be carriedout actively; third, to form a virtuous mechanism for the construction and promotion of teachersgroup, the motivation, evaluation and personnel flow system should be innovated.