Abstract: In the final analysis, the competition of comprehensive strength of scientific research institutes is the competition of scientific research strength. Administrative management is an important part of the management of scientific research institutes, which puts forward high requirements for the quality of administrative personnel. This paper mainly analyzes the quality requirements of managers in scientific research institutes, and puts forward that the human resources training of managers in scientific research institutes should be strengthened to enhance the scientific and technological strength of scientific research institutes.
Keywords: scientific research institutes; Administrative management; Human resource training
Introduction to 0
In today's increasingly fierce competitive environment, in order to be invincible, scientific research institutes must adhere to? Technology? Strategy, relying on scientific and technological progress and innovation to improve the overall comprehensive strength of scientific research institutes [1]. The smooth progress of scientific research and the efficient service of administrative management complement each other and are inseparable. Administrative personnel bear the important responsibilities of service, coordination and management, and their own quality directly determines the level of service and management, and then affects the development of the unit to a certain extent. How to locate the functions of administrative personnel, what qualities administrative personnel should have, and how to promote the cultivation of the quality and ability of administrative personnel in scientific research institutes are problems that people need to think about. This paper discusses these aspects.
1 Functions of administrators in scientific research institutes
Administrative management is a kind of management activity of social affairs by using state power, and it can also refer to the administrative affairs management of all enterprises and institutions [2]. As the functional department of the unit, the administrative department of scientific research institutes takes management as the main line, coordination as the core and service as the basis. Its main responsibility is to assist the leaders in formulating the rules and regulations, plans and plans of the unit, and play a major role in organizing and coordinating management activities. As the main body of the administrative department, administrative personnel should take the initiative to do a good job of communication and coordination in all aspects while conveying the instructions of the leaders and completing the tasks assigned by the leaders, which plays a pivotal role in connecting the preceding with the following and connecting the inside and outside. This requires the administrative staff to take the work demand as the guide, give full play to their subjective initiative, improve their comprehensive quality and promote the development of scientific and technological work in their own units.
2 the quality requirements of management personnel in scientific research institutes
2. 1 Good ideological and moral quality
Managers are the makers, executors or users of various policies. First of all, they must resolutely support the party's line, principles and policies, have a firm world outlook, outlook on life and values, and establish the spirit of serving researchers wholeheartedly. Pioneering, dedicated, rigorous and realistic, with strong dedication and a high sense of responsibility. Only in this way can we do every little thing well and improve the administrative quality and level of the whole scientific research institute.
2.2 Management knowledge and related professional knowledge
As administrators, scientific management and efficient management can better serve scientific researchers and promote the development of scientific research. In the post, we should not only master the job skills that are competent for this post, but also master the characteristics and laws of the knowledge structure of management specialty. At the same time, the nature of scientific research institutes determines that their work is very professional. As administrators, they should also have corresponding professional knowledge, understand the research trends and development trends of related disciplines, and think, analyze and study the research situation and research direction at the forefront of development, so as to provide guiding suggestions for the scientific research activities of their own units. The national, provincial and municipal science and technology policies and the policies of the unit are important factors affecting scientific research. Managers should study hard the spirit of policy, grasp the direction, and be good staff of scientific researchers.
2.3 Organization and coordination ability
Scientific research is a kind of group behavior, which involves the implementation of scientific research projects of many disciplines and units. It is inseparable from the organization, coordination and communication of administrative personnel. In the process of project implementation, we will encounter various non-technical obstacles, such as the contradiction between equipment and personnel. The role of administrative personnel is to coordinate the deployment of personnel, equipment and materials and the communication between departments in the implementation of the project. In case of emergency, managers should actively seek countermeasures and need the support of the government or other departments. It can be said that skilled organization, coordination and communication skills are the essential qualities of administrative personnel and the key to ensure the normal operation of scientific research.
2.4 sense of innovation
Joseph? Schumpeter believes that management innovation refers to the process that organizations form creative ideas and turn them into useful products, services or working methods, and creative organizations can constantly turn creative ideas into some useful results [3]. Innovation is the power source of scientific research development, and administrative management is also inseparable from innovation. Administrative personnel should cultivate their own sense of innovation, study the laws and characteristics of scientific research management, explore the establishment of management systems and methods that adapt to the development of scientific research, and make necessary amendments to policies and measures that hinder the development of scientific research. The establishment of quantitative assessment indicators with the characteristics of disciplines and talents and the formulation of a reasonable reward and punishment mechanism for scientific research should not only arouse the enthusiasm of the majority of scientific researchers, but also not bind their hands and feet.
2.5 Service awareness
The administrative work of scientific research institutes is to provide services for front-line researchers. Managers should correctly understand their job responsibilities, establish a firm sense of service and actively serve the front line of scientific research. In order to achieve downward service, the service moves forward. What is the core of Scientific Outlook on Development? People-oriented? As a management and service department, administrative personnel should go deep into the front line of scientific research, understand the composition, research direction and progress of academic echelons, improve their sense of empathy, consider researchers when formulating various rules and regulations, be modest and cautious when issuing various notices, convince people by reasoning, and comprehensively improve their own quality.
3. Strengthen the human resource training for the managers of scientific research institutes.
Human resource management refers to the reasonable training, organization and deployment of human resources in combination with certain material resources, so that human resources and material resources always maintain the best ratio, and at the same time properly induce, control and coordinate people's thoughts, psychology and behavior, give full play to people's subjective initiative, make people give full play to their talents, get the right people, and achieve organizational goals [4]. Scientific research institutes should attach importance to the human resources training of administrative personnel in scientific research institutes, improve their management and service capabilities, so as to promote the development of scientific research and enhance the comprehensive competitiveness of units. At present, the administrative staff of scientific research institutes are mainly composed of three types of personnel: first, professionals transferred from the front line of scientific research, who are familiar with scientific research and are not familiar with management; Second, from other functional departments, familiar with management work but relatively unfamiliar with scientific research work; Three, the management students who graduated directly from the school have mastered the basic management knowledge, but they are not familiar with scientific research and actual management. The training of administrative personnel should vary from person to person, adopt diversified training methods, give full play to their enthusiasm, and cultivate compound talents with both professional knowledge and comprehensive quality.
3. 1 Strengthen management knowledge training in scientific research institutes
Scientific research institutes should arrange more administrative personnel to participate in various special management training, so that they can master the necessary management knowledge and improve their professional management ability. They can take the form of inviting famous experts at home and abroad to teach, or provide opportunities for administrative personnel to learn and communicate in similar institutions at home and abroad, participate in systematic theoretical training, understand the corresponding rules, and learn advanced management knowledge. Administrative personnel should take the initiative to make use of personal connections, strengthen communication with peers, learn the latest theories, cultivate their self-cultivation and exercise their abilities.
3.2 Strengthen the training of scientific research-related professional knowledge.
Managers of scientific research institutes should not only be familiar with the management work, but also fully understand the overall scientific research situation and the latest research progress of scientific research institutes and master the necessary basic knowledge so as not to be out of touch in management. In their daily work, administrators should pay attention to the accumulation of knowledge, and at the same time, they should go deep into the front line to communicate with researchers and understand the development plans of relevant disciplines in the institute.
3.3 Strengthen the personal quality training of scientific research managers in scientific research institutes.
Scientific research institutes require managers not only to have solid management knowledge and corresponding scientific research knowledge, but also to have comprehensive qualities in many aspects. The comprehensive quality of administrative personnel is an important factor affecting management efficiency. Scientific research institutes should encourage managers to strengthen continuing education, and managers should take the initiative to use their spare time to comprehensively improve their writing level, English ability, ethical accomplishment and humanistic background.
3.4 Strengthen the incentives for scientific research managers in scientific research institutes
It is difficult to measure the value of administrators in scientific research institutes with specific indicators. If we only talk about dedication, it will only make the administrative staff busy, which will lead to serious social and psychological imbalance, which will lead to low management efficiency and unstable team. Scientific research institutes should attach importance to the work of administrative personnel, pay attention to the evaluation of their actual ability, and give more preferential policies. For managers with outstanding performance, we should increase publicity and recognition, enhance their enthusiasm and sense of accomplishment, and attract more outstanding talents to join the administrative team.
4 conclusion
In short, the administrative management of scientific research institutes has gradually become a comprehensive management work, which is different from the pure administrative management of general units and has dual functions of academic management and administrative management. The improvement of comprehensive research ability of scientific research institutes embodies the hard work of managers. Therefore, the quality of managers in scientific research institutes is the key to management, which not only requires managers to adapt themselves to the high requirements of the new situation, but also requires scientific research institutes to provide necessary training opportunities for managers, establish a reasonable incentive mechanism and create a new situation in the administrative management of scientific research institutes.
refer to
[1] Wang Jian, Sha Lili, Wu Chao. On the training of human resources for scientific research managers in hospitals [J]. Jiangsu Health Management, 20 1 1 (2): 43-44.
[2] Li Zhuang. On how to improve the comprehensive quality of managers in agricultural research institutes [J]. Human resource management, 20 15 (2):1111.
[3] Xu Zhiyuan and Xu Haoran. On strengthening and innovating the administrative management of agricultural scientific research units [J]. Heilongjiang Science, 20 13 (5): 94-95.
[4] Yin composes, Wang Lijin. Cross-cultural Management of Multinational Corporations [J]. Internet Wealth, 2010 (22):164-165, 168.
Fan Wen-er: Reform and Incentive of Administrative Posts in Colleges and Universities Abstract: In order to improve the disadvantages of administrative posts in colleges and universities, colleges and universities should take appropriate and perfect scientific incentive measures while promoting post reform, constantly improve the professional identity, job accomplishment and satisfaction of administrative personnel, and realize comprehensive incentives for administrative personnel, thus promoting efficient administration.
Keywords: administration; Reform and encouragement
Colleges and universities are the training bases for outstanding social talents, and a large number of high-quality talents have gathered here. The responsibilities of education, scientific research and service in colleges and universities show that it is an important force for the progress of social civilization, and administrative posts are the basic guarantee for colleges and universities to successfully realize the above functions. Therefore, we should give full play to the important role of university administrators, enhance their work initiative, improve the incentive mechanism, and promote the modernization, diversification and innovation of university administration.
1 the importance of administrative posts in colleges and universities
The responsibilities of administrative posts in colleges and universities mainly include ideological propaganda, activity organization, personnel management and logistics services. It is an important carrier of administration, teaching and educating people and serving teachers and students. It can be seen that administrative posts have multiple responsibilities. In recent years, the social service of administrative posts in colleges and universities has become increasingly prominent, which plays an increasingly important role in enhancing the influence, establishing a good reputation and promoting the sustainable development of colleges and universities. Therefore, colleges and universities should be aware of the irreplaceability of administrative posts, deeply understand the disadvantages of current administrative posts, strengthen post reform, and use incentive measures to maximize the effectiveness of administrative posts.
2 some disadvantages of administrative posts in colleges and universities
2. 1 disadvantages of administrative post setting
What is the impact on colleges and universities? Pay more attention to scientific research than management? Constrained by ideas, teachers and researchers in colleges and universities have been placed in a very important position for a long time, while the importance of administrative personnel has been ignored. Administration is not dominant in post setting and personnel treatment. The establishment of administrative posts in colleges and universities in China has the characteristics of government institutions, which are complicated and flourishing, but they are ineffective because of poor supervision. There are also some colleges and universities that even downplay the consciousness of administrative existence and implement the integration of scientific research and administrative management, which has caused many disadvantages.
2.2 Administrative personnel's own problems
The administrators in many colleges and universities are all educational and scientific researchers, and their administrative quality is poor, so they can't fully adapt to trivial and complicated administrative work. Furthermore, the outdated management concept, rigid management model and lack of innovation of managers have become common problems that have attracted much attention. In recent years, with the acceleration of enrollment expansion in colleges and universities, students' problems are increasing day by day, and a large number of excellent administrative personnel are urgently needed to support the development of colleges and universities, so quality problems must be solved.
2.3 Administrative incentives are not perfect
The rapid expansion of enrollment in colleges and universities urgently needs to increase administrative personnel, and the original administrative institutions and systems can no longer adapt to the development of the times. However, some schools are unwilling to increase capital investment, improve incentive mechanism and adopt various incentive measures to attract and retain outstanding administrative talents. The enthusiasm of administrative staff in colleges and universities is seriously frustrated, and the sense of job burnout and exclusion is becoming more and more serious, so administrative posts cannot play their due role.
3. Suggestions and incentives for administrative reform in colleges and universities
3. 1 Effective strategies for administrative post reform
3. 1.65438+ First of all, the boundary between scientific research and administrative management should be clearly defined, and researchers should be avoided as administrators as much as possible. Excellent people can be considered separately. Secondly, rationally plan and set up scientific research posts and administrative posts, clarify the responsibilities of both parties, and prohibit ultra vires. Finally, colleges and universities can hire some alumni who are interested in contributing to the administration of colleges and universities to take up this position, rationally allocate talents, and bring more outstanding talents into administrative posts. In addition to the separation of church and state, it is also important to strengthen supervision. Colleges and universities can be established? School board? Its personnel can be served by veteran cadres of our school. Under the supervision of the school board, the administration of colleges and universities will be streamlined and run effectively.
3. 1.2 It is very important to raise awareness of the importance, increase capital investment in colleges and universities to promote the reform of administrative posts, strengthen awareness of the importance of administrative posts, and increase investment in administrative management. At present, there are many disadvantages in administrative posts in colleges and universities, which are inseparable from the lack of attention to administrative posts and the weakening of capital investment. So, should colleges and universities abandon it? Pay more attention to scientific research than administration? Backward ideas, increase capital investment, strengthen salary reform, improve the enthusiasm of employees and promote the efficient operation of administrative work. Colleges and universities can make all staff, researchers and administrators realize the indispensability of administrative management to the development of colleges and universities through campus publicity and knowledge lectures. Of course, for some universities with tight funds, the amount of funds can be increased by cooperating with relevant enterprises and obtaining corporate sponsorship, and the funds obtained can be allocated reasonably and put into administrative management to promote the general improvement of administrative efficiency with funds.
3. 1.3 Strengthen the training of university administrators? Streamline institutions and improve efficiency? With the improvement of attractiveness, more and more colleges and universities put forward stricter requirements for the quality of administrative staff. However, the current reality of low quality of university staff and outdated management concepts and methods cannot meet the requirements of the times for university administrators. Therefore, it is urgent to strengthen the training of managers. We should do the following: first, improve the professional identity of administrative personnel in many ways. Many staff members think that administrative posts are heavy, their social status is not as good as that of college teachers, and their work enthusiasm has plummeted. Based on this, colleges and universities should enhance their professional identity by focusing on publicity and improving treatment. The second is to strengthen the training of staff's professional knowledge and skills in administrative management. In the training, it is necessary to refine the training contents of departments and implement different business training for different departments, so as to continuously improve the professional knowledge and professional quality of staff.
3.2 Feasibility incentives for administrative positions
3.2. 1 The combination of external incentives and internal incentives can implement some feasible incentives for administrative posts in colleges and universities, thus improving the administrative management effect. Colleges and universities should give full play to internal and external incentives and go hand in hand. External incentive means that colleges and universities should establish a comprehensive and reasonable incentive mechanism according to the current situation of administrative posts, from leaders to ordinary employees, from ordinary posts to key posts, including decision makers and executors, and establish an incentive mechanism that matches the posts, so that every employee in administrative work can enjoy the benefits of the incentive mechanism. Internal motivation, that is, employees' subconscious self-motivation, managers should always keep full of work enthusiasm, devote themselves to work with confidence and improve work efficiency. Undoubtedly, the internal motivation of employees depends on the promotion of external motivation to a certain extent, so universities should strengthen external motivation.
3.2.2 Giving managers career development incentives is an important factor for university managers to enhance their work confidence, centripetal force and sense of security. Colleges and universities should appropriately give administrative staff career development incentives and provide full convenience for their career development. Colleges and universities should do the following: First, rationally plan the career development of administrative staff. Strengthen the training of employees' vocational skills, provide employees with as many promotion channels as possible, and let employees always have confidence in their future. The second is to establish and improve the talent promotion system. In terms of promotion methods, we can learn from the promotion methods of professional and technical personnel, stipulate grades and service years, and formulate scientific evaluation methods to ensure the fairness and justice of promotion. The third is to take target incentive measures to promote the career development of managers. For example, set the career development goals at each stage, urge employees to finish them regularly and quantitatively, and improve their professional ability.
3.2.3 Establishing a performance appraisal system and realizing a permanent incentive performance appraisal system is an important achievement of the salary reform of university administrators. Although the performance appraisal system is popular, as an incentive mechanism, it also has some disadvantages. Colleges and universities should seek advantages and avoid disadvantages, and establish a scientific performance appraisal system. The performance appraisal of administrative personnel should not be blind and random, but should be targeted. First of all, it is necessary to clarify the assessment objectives and job targets, and adopt different assessment standards according to the different positions, job nature and job targets of different departments. Secondly, we should promote the diversification of assessment methods. The combination of vertical assessment and horizontal assessment is adopted to link the assessment results with career promotion, so as to realize permanent motivation for managers. To sum up, colleges and universities must clarify the importance of administrative posts, prescribe the right medicine for the existing problems, strengthen incentives and promotion measures, make administrative posts as radiant as possible, and promote the leap-forward development of higher education. University administrators are a group of senior intellectuals with complete knowledge, ability and connotation. In order to improve the disadvantages of administrative posts in colleges and universities, while promoting post reform, colleges and universities should take appropriate and perfect scientific incentive measures to continuously improve the professional identity, job accomplishment and satisfaction of administrative post personnel, so as to realize comprehensive incentive for administrative post personnel and promote efficient administration.
refer to
1. fixed assets management innovation of administrative institutions in Kun Li: management and technology of small and medium-sized enterprises (last issue) 2015-0/-056