摘要
事业单位改革是我国行政管理体制改革的重要内容,也是加强社会建设和社会管理的重要手段。高等学校是事业单位的重要组成部分,改革高等学校管理体制是事业单位改革和社会发展的必然要求。本文分析了现行的高等学校管理体制和人力资源管理机制,指出它们存在着诸多的弊端,由此导致人力资源激励不足,并制约了人力资源积极性和创造性的发挥,严重影响了高等学校的教学科研的工作绩效。针对此现状,文章阐述了构建科学合理、多元化的人力资源激励机制的基本思路。
Public service unit（shi ye dan wei）reform is an important aspect in China＇s administrative system reform, which is also an important way to strengthen social construction and management. Colleges and universities have a large proportion in the public service units, it is necessary and inevitable for pushing institutions reform and improving social management to reform the management system and institutions of higher education. Human resource is the core resource of colleges and universities, there are many weaknesses and shortcomings in the management system including human resource management of higher education, leading to human resources incentive inadequacy, restricting staff＇s activity and creativity, as a result, teaching and research work performance has been worsened seriously. In a word, an important task faced by human resource management of high education is to build a scientific and valid human resource incentive mechanism composed of plural ways.
出处
《中国人力资源开发》
北大核心
2014年第21期34-38,共5页
Human Resources Development of China
基金
吉林省教育科学"十二五"规划项目"吉林省省属高校教师绩效考核指标体系研究"(吉教科文合字[2012]第192号)资助
关键词
事业单位
高等学校
人力资源
激励机制
Public Service Unit
College and University
Human Resource
Motivation Mechanism
