高校人事代理制度研究

发布时间：2019-03-28 15:53

【摘要】：深化高校人事制度改革是很多高校目前十分关注的问题，特别是在如何保持稳定的前提下，探索一种“过渡阶段”的有效途径,以期继续深入地推进高校人事制度改革。人事代理制度，一种由计划经济条件下的人事管理体制向市场经济条件下过渡所产生的新型管理制度，正是符合过渡阶段所具备的典型特征：即融合了同一事业单位内的计划因素和市场因素、传统管理手段与现代管理手段。本文力求对人事代理制度进行较为全面、深入的思考与探讨，着重分析其在如何促进高校人力资源优化配置方面的作用。文章共分为五个部分。第一章绪论部分主要介绍了本研究的背景、目的以及研究方法，在对我国高校人事代理制度相关文献进行客观、全面梳理的基础上，分析其在实施过程中出现的问题。第二章从高校人事代理制度实施的背景、人事代理制度的特点，尤其是从法律定位的角度对这一制度进行概述。通过对实践中的各种人事代理模式进行比较，选择符合代理理论并且适合于高校的人事代理模式，在分析高校人事代理主体之间的法律关系的基础上研究了人才代理机构的定位问题，并指出了实行高校人事代理制度的预期意义。第三章结合近年来广东省高校人事代理制度的工作实践，分析了现行高校人事代理制度存在的主要问题。以已经实施了人事代理制度的广东省六所重点高校为研究对象，就人事代理制度的适用对象与内容、人事代理人员薪酬福利待遇、人事代理绩效考核激励机制和人事代理人员合理流动机制等方面比较了人事代理制度在各高校的实践情况，进而分析了相关政策的优劣所在。由于高校在引进人事代理制度的过程中缺乏政府功能的引导，导致了人事代理制度在高校中遭遇了一种由于执行缺乏规范、发展缺乏保障的尴尬局面，这里分别从高校人事代理人员人事档案的规范、高校人事代理人员社会保障及待遇激励机制和高校人事代理人员自身发展的问题展开分析。第四章在对高校人事代理制度工作的现状及存在问题进行分析的基础上，在照顾高校特殊性的前提下，提出了政府和高校层面解决高校人事代理问题的实施对策，希望克服现行制度的不足，充分发挥人事代理的积极作用。本文的结论是：把人事代理制度引入高校人事管理制度的研究是暂时的，，过渡性的。在经济体制转型时期，人事代理制度对深化高校人事制度改革具有积极的促进作用，但是其有效推行依赖于相关制度的完善配合
[Abstract]:Deepening the reform of the personnel system in colleges and universities is an issue of great concern at present, especially on the premise of how to maintain stability, to explore an effective way of "transition stage" in order to continue to promote the reform of the personnel system in colleges and universities. Personnel agency system, a new management system resulting from the transition from the personnel management system under the planned economy to the market economy. It is in line with the typical characteristics of the transitional stage: the combination of planning factors and market factors in the same institution, traditional management means and modern management means. This article strives to carry on the more comprehensive, in-depth ponder and the discussion to the personnel agency system, emphatically analyzes its function in how to promote the university human resources optimization disposition aspect. The article is divided into five parts. The first chapter mainly introduces the background, purpose and research methods of this research. On the basis of objectively and comprehensively combing the relevant documents of the personnel agency system in colleges and universities in China, the paper analyzes the problems in the process of its implementation. The second chapter summarizes the system from the background of the implementation of the personnel agency system in colleges and universities, the characteristics of the personnel agency system, especially from the perspective of legal positioning. Through the comparison of various personnel agency modes in practice, we choose the personnel agency mode which accords with the agency theory and is suitable for colleges and universities. Based on the analysis of the legal relationship between the personnel agents in colleges and universities, this paper studies the orientation of the personnel agencies and points out the expected significance of implementing the personnel agency system in colleges and universities. The third chapter analyzes the main problems existing in the current personnel agency system in colleges and universities based on the practice of the personnel agency system in colleges and universities in Guangdong Province in recent years. Taking the six key colleges and universities in Guangdong Province, which have already implemented the personnel agency system, as the research objects, regarding the applicable objects and contents of the personnel agency system, and the salary and welfare treatment of personnel agents, This paper compares the practice of personnel agency system in colleges and universities from the aspects of the incentive mechanism of personnel agency performance appraisal and the reasonable mobility mechanism of personnel agent, and then analyzes the advantages and disadvantages of the related policies. Due to the lack of guidance of government function in the process of introducing personnel agency system in colleges and universities, the personnel agency system encountered an awkward situation in colleges and universities because of the lack of norms in execution and the lack of protection for the development of personnel agency system. This paper analyzes the regulation of personnel agency personnel files, the social security and treatment incentive mechanism of college personnel agents, and the problems of the development of personnel agents in colleges and universities. In the fourth chapter, based on the analysis of the present situation and existing problems of the personnel agency system in colleges and universities, and on the premise of taking into account the particularity of colleges and universities, the author puts forward the implementation countermeasures to solve the problems of personnel agency at the level of government and colleges and universities. Hope to overcome the shortcomings of the current system and give full play to the active role of personnel agents. The conclusion of this paper is that the study of introducing the personnel agency system into the personnel management system of colleges and universities is temporary and transitional. In the period of economic system transformation, the personnel agency system plays an active role in deepening the reform of the personnel system in colleges and universities, but its effective implementation depends on the perfection and cooperation of the relevant systems.
【学位授予单位】：汕头大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：G647.2

【相似文献】