發(fā)布時(shí)間：2018-07-27 12:58

【摘要】：我國目前有地方高校兩千五百多所，在高等教育體制改革的大力推動下，地方高校發(fā)展迅猛，規(guī)模不斷擴(kuò)大，競爭力不斷增強(qiáng)，為地方培養(yǎng)優(yōu)秀的高校畢業(yè)生，服務(wù)于地方經(jīng)濟(jì)，推動地方發(fā)展。人力資源作為地方高校的核心資源，負(fù)責(zé)傳授學(xué)生知識、組織科研活動、開展后勤保障、維持高校運(yùn)營。調(diào)查發(fā)現(xiàn)，不少地方高校人力資源風(fēng)險(xiǎn)管理意識不夠，能力不強(qiáng)，，致使一些地方高校不同程度地存在各種潛在或顯性的人力資源風(fēng)險(xiǎn)，長此以往會極大地危及地方高校的健康發(fā)展，造成難以挽回的不良影響。因此，積極重視地方高校的人力資源風(fēng)險(xiǎn)管理，認(rèn)真探究如何運(yùn)用科學(xué)高效的管理手段處理風(fēng)險(xiǎn)、解決人力資源管理難題，以保障組織目標(biāo)的順利實(shí)現(xiàn)，具有十分重要的現(xiàn)實(shí)意義和理論價(jià)值。 風(fēng)險(xiǎn)管理是一種超前性的管理模式，通過風(fēng)險(xiǎn)識別、風(fēng)險(xiǎn)測評、風(fēng)險(xiǎn)應(yīng)對、風(fēng)險(xiǎn)監(jiān)控等環(huán)節(jié)來控制人力資源風(fēng)險(xiǎn)，可以保障地方高校處于健康穩(wěn)定的發(fā)展之中。地方高校人力資源在聘用、培養(yǎng)、外流、考核等方面都存在一定的風(fēng)險(xiǎn)，如果管理者忽視了人力資源風(fēng)險(xiǎn)對地方高校可能造成的負(fù)面影響，就有可能制約地方高校人力資源的發(fā)展，無益于高校教學(xué)質(zhì)量與科研水平的提高，進(jìn)而削弱了地方高校的社會競爭力，嚴(yán)重影響了地方高校的存續(xù)與發(fā)展。相反，如果高校管理者積極進(jìn)行風(fēng)險(xiǎn)識別、評估、應(yīng)對和監(jiān)控，則會有利于地方高校在教學(xué)、科研和社會服務(wù)等方面健康持續(xù)發(fā)展，更好為地方經(jīng)濟(jì)和社會發(fā)展服務(wù)。 導(dǎo)致地方高校人力資源產(chǎn)生風(fēng)險(xiǎn)的因素有許多，既有地方高校自身方面的原因，也有社會環(huán)境和人力資源方面的原因。從社會環(huán)境層面來講，國外教育服務(wù)機(jī)構(gòu)對國內(nèi)教育市場產(chǎn)生了強(qiáng)烈沖擊，高等教育體制與政策制約了地方高校人力資源的發(fā)展，社會對地方高校的人才認(rèn)可度普遍較低，是導(dǎo)致地方高校人力資源產(chǎn)生風(fēng)險(xiǎn)的主要社會環(huán)境因素。從地方高校自身層面來講，由于管理者缺乏科學(xué)的風(fēng)險(xiǎn)管理理念，并且無法滿足人才的基本需求，亦無法提供給人才廣闊的發(fā)展空間，導(dǎo)致人才工作效率低下、無法調(diào)動人才的工作積極性，致使地方高校在人力資源方面產(chǎn)生各種風(fēng)險(xiǎn)隱患。此外，人力資源自身對優(yōu)越的工作環(huán)境、學(xué)術(shù)氛圍、科研條件、發(fā)展空間的追求，也容易導(dǎo)致人才從地方高校流失，給地方高校帶來人力資源風(fēng)險(xiǎn)隱患和危機(jī)。 為了化解與規(guī)避地方高校人力資源風(fēng)險(xiǎn)，從政府到高校都需要采取一系列的解決與防范措施。首先，地方高校管理者應(yīng)牢固樹立風(fēng)險(xiǎn)管理理念，培養(yǎng)風(fēng)險(xiǎn)管理能力；其次，地方政府應(yīng)該努力營造和諧的社會市場環(huán)境，促使人力資源按照市場規(guī)則有序流動；再次，應(yīng)該盡快實(shí)現(xiàn)從傳統(tǒng)的人事管理制度向現(xiàn)代人力資源管理體系的轉(zhuǎn)變，建立嚴(yán)格的人才引進(jìn)制度、加強(qiáng)人才培養(yǎng)；最后，應(yīng)改善現(xiàn)有的薪資分配和績效考核體制，穩(wěn)定師資隊(duì)伍建設(shè)，推進(jìn)地方高�？沙掷m(xù)發(fā)展，全面提升我國高等教育質(zhì)量。
[Abstract]:At present, there are more than 2500 local colleges and universities in China. Under the impetus of the reform of higher education system, the development of local colleges and universities is swift and violent, the scale is expanding, the competitiveness is continuously strengthened, the local economy is serving the local economy and the local development is promoted for the local colleges and universities. Human resources are the core resources of local universities and are responsible for imparting Students' knowledge, organization of scientific research activities, logistics support and maintenance of university operation. The survey found that many local colleges and universities are not aware of the risk management of human resources and their ability is not strong, which causes some local colleges and universities to have various potential or dominant risk of human resources in some degree, which will greatly endanger the healthy development of local colleges and universities. Therefore, it is of great practical and theoretical value to actively pay attention to the risk management of human resources in local colleges and universities, to carefully explore how to use scientific and efficient management means to deal with risks, to solve the problems of human resource management and to ensure the smooth realization of the organizational goals.
Risk management is an advanced management model, which can control human resource risk through risk identification, risk assessment, risk response, risk monitoring and so on. It can ensure the healthy and stable development of local colleges and universities. The human resources in local colleges and universities have certain risks in the aspects of employment, training, outflow and assessment. Ignoring the possible negative impact of human resource risk on local colleges and universities, it is possible to restrict the development of human resources in local colleges and universities, improve the teaching quality and scientific research level of colleges and universities, weaken the social competitiveness of local colleges and universities, and seriously affect the survival and development of Local Colleges and universities. To actively carry out risk identification, assessment, response and monitoring will be beneficial to the healthy and sustained development of local universities in teaching, scientific research and social services, and better service for local economy and social development.
There are many factors that lead to the risk of human resources in local colleges and universities, not only the reasons for the local colleges and universities themselves, but also the social environment and human resources. From the social environment level, the foreign educational service institutions have a strong impact on the domestic education market, and the higher education system and policy have restricted the manpower of the local colleges and universities. The development of resources and the low recognition of talents in local colleges and universities are generally low, which are the main social environmental factors that lead to the risk of human resources in local colleges and universities. From the level of local colleges and universities, the managers lack the scientific risk management concept, and can not meet the basic needs of people, and can not be provided to the vast talents. The development of space leads to the low efficiency of talent work and the inability to mobilize the enthusiasm of the talents, which causes the local colleges and universities to produce various risks in human resources. In addition, the human resources themselves can easily lead to the loss of talent from local colleges and universities to the local colleges and Universities, as well as the superior working environment, the academic atmosphere, the scientific research conditions and the development of space. The school brings risks and crises of human resources.
In order to resolve and avoid the risk of human resources in local colleges and universities, a series of measures should be taken from government to colleges and universities. First, the managers of local colleges and universities should firmly establish the concept of risk management and cultivate the ability of risk management. Secondly, the local government should strive to create a harmonious social market environment and promote the human resources. The market rules will flow orderly; thirdly, we should realize the transformation from the traditional personnel management system to the modern human resource management system as soon as possible, establish a strict talent introduction system and strengthen the training of talents. Finally, we should improve the existing salary distribution and performance appraisal system, stabilize the construction of the teachers' team, and promote the sustainable development of local colleges and universities. Improve the quality of higher education in our country in an all-round way.
【學(xué)位授予單位】：曲阜師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G648.4;G647.2

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本文編號：2147910