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论文题目：关于教育人力资源管理的论文（题目自拟，题材自选）
论文语种：英文
您的研究方向：人力资源管理
是否有数据处理要求：否
您的国家：广州
您的学校背景：中英办学机构
要求字数：7500（英文）
论文用途：本科课程论文 BA Assignment
是否需要盲审（博士或硕士生有这个需要）：否
补充要求和说明：

The Performance Problems in the University HR Management in China and Its Improving Measures

1.0 Introduction
1.1 Main reasons for choosing this topic
As the coming of the information age and the development of knowledge economy, human resource is playing a more and more important strategic role. Universities are cradles that cultivate talents and the intensive area that fill of human resource. The structure, quality and quantity of professors in universities are not only directly connected with the development and prosperity, but also affect the quality and the comprehensive competitive power of the whole nation. Management has long been the key factor of the success of universities and poor management is the biggest impediment in improving the quality of higher Education. In our Chinese universities, academic and practical research on university HR management are experiencing profound revolution and reforming. But many universities haven’t place HR management to the strategic position; they just leave it in the level of personal administration, which has made HR management falling in the trifles of administrations. The reason for this can be attributed to the organizational problems, quality of directors in HR management and ideological understanding of this topic. The most obvious and important thing we can do to contribute to university HR management is demonstrating whether and how the practice of HR management can make contributions to the organizational performance in universities, thus directing managers of university HR management reconstruct the systems of university HR management.

1.2 Relevant background and objectives 
1.3 Overview of the study
2.0 Literature Review
2.1 Research of the basic theories of HR management
2.2 History of HR management in Chinese universities
2.3 Research based on the six aspects of HR management about universities
2.4 Quantitative research methods used in this topic
3.0 A theoretical model about HR management on organizational performance
3.1 Research perspectives and methods
3.2 Assumptions
3.3 Model construction                      
3.4 Questionnaire design and data acquisition
3.5 Summary of the chapter
4.0 Empirical research about HR management on organizational performance
4.1 Data Analysis
4.2 Hypothesis testing
4.3 Results
5.0 Conclusions and Recommendations
5.1 conclusions
5.2 Recommendations

6.0 References
Ai Xiaoping, 2006. China's current human resource management of college teachers. Wuhan University journal, (1), pp.23-34
Barnard, R.A., 2000. How are internally oriented HRM policies related to high-performance work practices? Evidence from Singapore. International Journal of Human Resource Management, 11(6), pp.1017-1046.
Beardwell,https://www.51lunwen.org/informationmanagement/2011/1109/0900563615.html  I. and Holden, L., 2001. Human Resource Management: A Contemporary Approach. London: Financial Times/Prentice Hall.
Bleiklie, I., 2001. Towards European Convergence of Higher Education Policy?  Higher Education Management, 13(3), pp.9–29.
Bryson, C., 2004. The Consequences f本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。