The Construction Of Teachers’ HRM System In Xi’an International University

By studying relative domestic and overseas theories of Human Resources and the current situation at Xi’an International University(XAIU), this thesis analyzes the existing problems and aims to construct a system of human resources management explicitly for XAIU.The body of the thesis consists of five chapters. The first chapter is the Introduction, introducing the background and its significance, the current domestic and overseas research, the purpose, the contents and structure, and the innovation of this study. The second chapter is the Literature Review. It presents the basic theories of human resources management and the theoretical structure of human resources management systems. In addition, it includes the meaning and traits of human resources management in higher education, moreover, it gives a brief introduction to private universities so as to include the human resources management of private universities. The third chapter identifies and analyzes the current problems of human resources management of faculties at XAIU. This chapter begins with the current situation of human resources in Chinese higher education, and then analyzes the construction of faculties, educational background structure, professional title structure, and age structure of both private higher education and XAIU, with the aim of discovering the problems and causes of human resources management at XAIU.The forth chapter is the most important part of the thesis, it begins with the introduction of human resources management at XAIU, and then provides, for this university, the basic principle and theoretical innovation of human resources management. In accordance with the requirements of the development strategy and cultural construction of XAIU, if human resources management of faculties is to be built, then familiarity with the overall development strategy of the university is necessary. Thus XAIU should study fully the external and internal environment and conduct SWOT and PEST analyses based on its actual situation so as to formulate its overall development strategy as early as possible. With regard to the cultural construction of the university, “The spirit of YuHua Dragon” is considered as the core of the cultural system in the university, with the “Learning and integrating best practices, striding and blazing new trails ” as its motto, the “Dedicating to education with commitment, gratitude and diligence” as its ethos, the “Centering on students and cultivating morality” as its faculty code and the “Developing individuality and building character” as its student code.In the aspect of strengthening the plan of human resources, various factors should be considered, such as, the environment of the job market for teachers, the current situation of faculties and the human resources management of XAIU, the number of faculties and structure of human resources management, a value system of faculty human resources, the acquirement and allocation of faculty human resources, a training system of the strategic development of human resources, the faculty welfare system, and performance management centered on key performance indicators.As for optimizing a personnel recruitment system, the thesis recommends; the ranks of teachers should be programmed based on their respective distinguishing features and the direction of personnel training, a scientific and reasonable personnel recruitment and management system should be established, the favorable environment for teachers’ further development should be cultivated, multi-layers of strategy for teachers’ recruitment should be set up, the cultivation of professional quality should be strengthened and teachers occupational quality should be improved. In the aspect of the innovation of the recruitment and evaluation system, a series of effective details, with 13 ranks of jobs and 4 categories, namely, “Core”, “Primary”, “Important” and “Essential”, have been put forward. Such factors as requirement, workload, and evaluation of recruitment have been formulated. The thesis also indicates the role of the evaluation result, which itself plays a significant role in the determination of salary, rewards and punishment, and the recruitment of a new year round. In short, the “excellent” will get promoted into a higher position, the “qualified” will be employed at the same position and the “under-qualified” will be degraded or obsoleted.After the reform of the stimulating and reward system, an Annual Salary System has been established, which combines the salary with the employees’ performance. Then the thesis displays such details as the system of encouraging teachers’ development, the strengthening of pre-work training, in-service training and professional exchange. Finally, the thesis presents methods for building up the system of human resources management, such as, improving the system of salary grading, programming teachers’ human resources strategy, implementing the performance salary and salary system by transforming the traditional human resources thoughts and introducing modern ones, by setting up a long-term overall development strategy, by optimizing faculty groups, by introducing stability mechanisms, by enhancing the management ability of executive mangers and by intensifying the faculty training and occupational programming.Chapter five is the Conclusion. Through a great amount of analysis, the following conclusions have been reached: 1. XAIU is still at the initial stage of its construction, with the rules and regulations of human resources yet to be transformed from imitation to self-development, and a human resources system still to be established and perfected. 2. The study of teachers human resources is also in the very beginning period, which has to be integrated with enterprise human resources management and the theory of the development of higher education.3. To establish the human resources management system of XAIU, a primary consideration is its strategic goal and task, together with its strategic plan of faculty human resources management, with the evaluation system as its first step. Then put the 5P model(perception, pick, placement, professional, and preservation) into practice based on the requirement of the strategic plan. 4. The human resources management of XAIU aims to fulfill its strategic goal and task. This thesis, starting from the strategic construction, maintains that a different development strategy of the university leads to a different human resources strategic plan, which brings in a different management system.