The strategy and actuality in human resource management for private university faculty

民办大学 (按 :中国大陆称民办大学 ,台湾称私立大学 )对于人力资源的使用 ,因须考量经营成本与预算编制 ,向来比公立大学具有弹性且符合实际环境。多年来 ,由于台湾"教育部门"立法保障 ,使民办大学教师与公立大学教师享有同样薪级待遇 ,并引进了企业界的人力资源管理模式 ,使得私立大学在教师延揽聘任及教育品质等方面取得较佳效益 ,促进了私立大学水准提升与规模扩展。大陆民办大学的发展方兴未艾 ,但民办大学专任师资普遍较为欠缺与不足 ,因此在教育质量方面 ,一直未能取得较多社会大众的普遍认同 ,也阻碍学校的未来发展。因此 ,从事人事管理工作者须研拟符合时代变化的人力资源发展策略 ,规划弹性的薪资与绩效考评制度 ,才能吸引优秀青年教师加入民办大学作育英才的行列 ,实现人力资源的充分运用 ,进而提升学术水平与竞争能力The usage of human resources in private universities is more flexible and reasonable than the public ones because of their considerations in operating cost and financial structure.In Taiwan,the Private-school Acts assure the same salary standard in both private and public university.The university operators also apply the pattern in business human resource management; this also has accelerated the academic standard and has expanded the dimension for private universities.Private universities in mainland China is just beginning,lack of high-level faculty impedes the recognition of the society and the development of universities.Managers of human resources must design proper manpower strategy and evaluating system to attract young and excellent professors.The fully usage of human resources will raise the academic level and improve school's challenge power