【摘要】：深化高校人事制度改革是很多高校目前十分關注的問題，特別是在如何保持穩(wěn)定的前提下，探索一種“過渡階段”的有效途徑,以期繼續(xù)深入地推進高校人事制度改革。人事代理制度，一種由計劃經濟條件下的人事管理體制向市場經濟條件下過渡所產生的新型管理制度，正是符合過渡階段所具備的典型特征：即融合了同一事業(yè)單位內的計劃因素和市場因素、傳統(tǒng)管理手段與現(xiàn)代管理手段。本文力求對人事代理制度進行較為全面、深入的思考與探討，著重分析其在如何促進高校人力資源優(yōu)化配置方面的作用。 文章共分為五個部分。第一章緒論部分主要介紹了本研究的背景、目的以及研究方法，在對我國高校人事代理制度相關文獻進行客觀、全面梳理的基礎上，分析其在實施過程中出現(xiàn)的問題。 第二章從高校人事代理制度實施的背景、人事代理制度的特點，尤其是從法律定位的角度對這一制度進行概述。通過對實踐中的各種人事代理模式進行比較，選擇符合代理理論并且適合于高校的人事代理模式，在分析高校人事代理主體之間的法律關系的基礎上研究了人才代理機構的定位問題，并指出了實行高校人事代理制度的預期意義。 第三章結合近年來廣東省高校人事代理制度的工作實踐，分析了現(xiàn)行高校人事代理制度存在的主要問題。以已經實施了人事代理制度的廣東省六所重點高校為研究對象，就人事代理制度的適用對象與內容、人事代理人員薪酬福利待遇、人事代理績效考核激勵機制和人事代理人員合理流動機制等方面比較了人事代理制度在各高校的實踐情況，進而分析了相關政策的優(yōu)劣所在。由于高校在引進人事代理制度的過程中缺乏政府功能的引導，導致了人事代理制度在高校中遭遇了一種由于執(zhí)行缺乏規(guī)范、發(fā)展缺乏保障的尷尬局面，這里分別從高校人事代理人員人事檔案的規(guī)范、高校人事代理人員社會保障及待遇激勵機制和高校人事代理人員自身發(fā)展的問題展開分析。 第四章在對高校人事代理制度工作的現(xiàn)狀及存在問題進行分析的基礎上，在照顧高校特殊性的前提下，提出了政府和高校層面解決高校人事代理問題的實施對策，希望克服現(xiàn)行制度的不足，充分發(fā)揮人事代理的積極作用。 本文的結論是：把人事代理制度引入高校人事管理制度的研究是暫時的，，過渡性的。在經濟體制轉型時期，人事代理制度對深化高校人事制度改革具有積極的促進作用，但是其有效推行依賴于相關制度的完善配合
[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.
【學位授予單位】：汕頭大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：G647.2

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