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1. Introduction

1.1 Main reasons for choosing this topic
Universities are the cradles of cultivate talents and the intensive area that fill of human resources. The structure, quality and quantity of professors in the universities are not only the direct connection 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 research and practical research of university human resources management is experiencing profound revolution and reform. Many universities have not takes human resources management to the strategic position, they are just leave it in the level of personal administration, which had made human resources management falling in the administrations. The reason of this can be attributes to the organizational problems, quality of directors in human resources management and ideological understanding of this topic. The most obvious and important thing that we can do to contribute to university human resources management is demonstrating whether and how the practice of human resources management can make contributions to the organizational performance in universities, thus directing managers of university human resources management reconstruct the systems of university human resources management.

1.2 Relevant background and objectives
1.3 Overview of the study
2 Literature Review
2.1 Research of the basic theories of human resources management
2.2 History of human resources management in Chinese universities
2.3 Research based on the six aspects of human resources management about universities
2.3.1 The current situation of university human resources planning based on strategy
2.3.2 The current situations of university staff recruitment and selection
2.3.3 The current situation of university compensation and benefit
2.3.4 The current situation of the training and development of university human resources
2.3.5 The current situation of university performance management
2.3.6 The current situation of university faculty employee relations
2.4 Quantitative research methods used in this topic
3 A theoretical model about human resources 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
4.1 Data Analysis
4.1.1 Data quality assessment
4.2 Hypothesis testing
4.3 Results
5 Conclusions and Recommendations
5.1 conclusions
5.2 Recommendations

References
1) Ai Xiaoping, 2006. China's current human resources management of College teachers. Journal of Wuhan University, ( 1), pp.23-34
2) Barnard, R. A, 2000. How internal human ResourceSM policies related to efficient work practices? The evidence from singapore. International Journal of human resource management, 11 ( 6), pp.1017-1046.
3) Baer Deweier, I and Horton, L, 2001. Human resource management: a contemporary approach. The financial times of London press.
4) Bleiklie, one, 2001. On the convergence of European higher education policy?