Management of the human resources in the education

Abstract

There are many factors that can affect the economic and social development of a country, the most important of which is human resources. Chinese economy has been developing rapidly for more than 30 years. The country's demand for human resources is also growing. Universities are important institutions that undertake social responsibilities such as talent training, scientific research and social services. As the economy and society developing, Chinese universities are growing rapidly. In the process of the rapid development of higher education, the problem of improving inner quality has not been paid enough attention, so there are a variety of problems in Chinese universities. Based on a survey of educators in China, we find that a significant proportion of university administrative workers are not involved in teaching and research activities. Therefore, this paper mainly studies the university teachers directly involved in teaching and research. Through the research, we find that strengthening the motivation and ability of teachers can improve the performance of teachers, and thus improve the development level of universities. In order to effectively improve the working motivation and ability of teachers and promote the development of universities, it is necessary to use effective human resource management tools and systems. This will help improve the development level of universities and promote them to fulfill their social responsibilities. This paper is devoted to solving the problem of systematic basic theory, focusing on the in-depth understanding of the concept, theory and method of human resource management in education. This study summarizes and improves the concepts and terminology of human resource management. The researchers studied the actual situation and existing problems in Chinese universities and identified suitable tools to be used in the process of human resource management in Chinese universities. The author analyzes the individual characteristics of Chinese university teachers and uses scientific tools to evaluate the competence and motivation of teachers in educational institutions. This paper studies the relationship between the management of human resources of the university and college, the competence, and motivation of teachers. The researchers also determined the priority direction of human resource management development strategy of Chinese universities. The scientific novelty of the research obtained is based on the substantiation of theoretical, methodological, and practical aspects of labor resources management in education. For the first time, a model for assessing the competence of teachers as an innovative tool for human resource management has been developed, which is based on the use of four dimensions of assessment (basic competence, teaching competence, scientific research competence, and social service competence). This model involves the use of 22 competence indicators, which, unlike existing models, considers both the existing competence of teachers and the development of their potential competence. Using Delphi method, questionnaire method and interview method, we obtained the basic structure of university high performance work system with 5 first-level indicators and 29 second-level indicators. On the basis of this research, we use the questionnaire compilation methods of psychology and pedagogy to compile the university high-performance work system evaluation questionnaire. Through the reliability and validity test, this questionnaire can be used to evaluate the human resource management level of Chinese universities. This tool considers for the first time that teachers should be the subject of human resource management evaluation. The further development question is to demonstrate that SWOT analysis can be used as a management tool to define the direction of human resource management strategies in Chinese universities. According to the characteristics of the field of education, the concept of "human resource management" is improved. The introduction defines the relevance of the research topic, identifies tasks that are clearly correlated with the purpose of the dissertation research, defines the subject, and object of research, specifies the elements of scientific novelty, characterizes the practical significance of scientific research, and more. The first section of the work mainly studies the basic theories and concepts of human resource management in the field of education. The author studies different ways of defining the concept of "human resource management" by different researchers, thus forming a method to improve the concept. This section also studies the concepts and theories related to human resource management such as human potential. The author analyzes the structure of educational human resource management process. This section uses comparative method to evaluate the characteristics of human resource management in different countries. It also discusses human resource management methods that China can learn from other countries. The second section discusses the problems of human resource management in Chinese universities from the perspective of practice. We used a variety of scientific research methods in this part of the study. This part focuses on the evaluation of university teachers' work motivation and compares and describes the scientific research methods of current university teachers' motivation. This study uses questionnaire survey and statistical analysis to study the basic situation of Chinese university teachers' work motivation, which can let us know how to make teachers work better for university. In order to study how to enable teachers to work hard for the university, we construct the university teacher competency model. This model is obtained by using factor analysis method. This model is an innovative tool for human resource management. It not only considers the ability of teachers already, but also considers the potential of teachers. This research enriches the theory and practice of Chinese university teacher competency model. In order to ensure the scientific nature of the research, we mainly used questionnaires, interviews, factor analysis, modeling and Delphi method in the second part of the research. Based on the results of the study, the authors found that Chinese higher education system is booming today. A significant number of the population has access to higher education, and the enrollment rate of colleges and universities has been increasing. However, there are also a lot of problems in human resource management and education management in China. In the third section, the author points out the problems that take place in the practice and development of education in China and also suggests ways to improve the human resource management process. Through this part of the study, the author found that there are not enough agricultural colleges and universities in China, and they are distributed in relatively poor areas. China, the world's most populous country, needs to develop agriculture to ensure food security. Chinese agricultural colleges and universities bear the responsibility of training agricultural talents and developing agricultural science and technology. The state should help agricultural colleges and universities improve the professional skills of their teachers and invest in them to ensure that they can produce more agricultural experts. There is also an imbalance in the number of teachers between different types of universities, because most teachers do not want to work in agricultural colleges and universities. This requires the country to develop some policies to help agricultural colleges and universities recruit teachers, and colleges and universities should also develop effective human resource management strategies. The author finds that there are still some problems in human resource management practice in universities, such as human resource planning, teacher recruitment and training, teacher performance management, salary system and labor relations management. From the perspective of management theory, this paper explores the relationship between the high-performance work system, teachers' competence and teachers' achievement motivation in the process of management. By using the methods of questionnaire survey, a survey was conducted among teachers from 28 universities in 8 provinces of China. The results of these studies made it possible to form hypotheses involving the following types of assumptions: - teachers feel the university's high-performance work system of human resources management performance, their work motivation is relatively high; - there is a correlation between the motivation of teachers and their competence; - achievement motivation is the intermediary of high-performance work system and teacher competence. This shows that the stronger the achievement motivation of individuals is, the more time and energy they will invest in training to acquire skills and abilities, and their competence will be higher. The results of the correlation analysis allow us to note that there is a significant positive correlation between high-performance work system and teachers’ motivation for success. This is explained by the fact that a high-performance work system is a series of human resource management practices to improve the efficiency of an organization. It is found that Chinese universities not only care about teachers' competence development, but also attach great importance to the establishment of a high-performance work system. In addition, the author suggests directions for the human resource management strategy that is relevant for Chinese universities. Control is very important in the process of human resource (teacher) management. This paper identifies and characterizes the necessary control areas that are relevant in human resource management practices. They are control of remuneration, control of labor safety, control of democratic governance, control of the selection and development of teachers, and control of the information resource sharing.