Policy evolution of personnel management in Chinese educational institutions: A comprehensive policy circle analysis

  • Received October 17, 2022;
    Accepted December 5, 2022;
    Published December 23, 2022
  • Author(s)
    Yuanyuan Xia
    ORCID ,
    Dongxu Qu
    ORCID ,
    Nataliya Stoyanets
    ORCID ,
    Hejun Zhao
    ORCID
  • DOI
    http://dx.doi.org/10.21511/ppm.20(4).2022.41
  • Article Info
    Volume 20 2022, Issue #4, pp. 544-559
  • TO CITE АНОТАЦІЯ
  • Cited by
    4 articles
  • 445 Views
  • 49 Downloads

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License

The reform of education personnel management policies has been carried out progressively to ensure the achievement of educational goals. A systematic analysis of the personnel management policy circle, including policy design, content, and implementation, is crucial to improving the accuracy and effectiveness of such policies. Through a comprehensive review of policy evolution, this study aims to systematize the design and content of policies on personnel management in educational institutions in China. It was determined that personnel management is increasingly concerned with the efficiency and effectiveness of goal achievement, policy design, system reform, and mixed-used management methods. A questionnaire survey was conducted among 420 respondents in 25 preschool institutions in five cities of Henan province in China. A total of 362 questionnaires were deemed valid out of 397 retrieved, including 24 from principals and 338 from teachers. The statistical analysis results identified the problems in policy implementation, including the laxly enforced teacher qualification system, inadequate teacher professional development, poorly implemented training policies, unattractive salaries and benefits, and the undesirable assessment system. For example, 5.89% of the respondents still need teaching qualification certificates. Only 1.1% of the respondents had senior titles. 2.76% of the respondents are still paid less than the minimum standard. In response to the situation, this study suggests effective countermeasures for educational administrative authorities and institutions. The findings could provide a reference for further optimization and development of personnel management policies.

Acknowledgments
This study is supported by Sumy National Agrarian University in Ukraine and the Talent Special Support Program for Doctoral Studies of Henan Institute of Science and Technology in China.

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    • Figure 1. Selection process of teaching staff
    • Figure 2. Development stages of continuous education and related policies
    • Figure 3. Wage system reforms
    • Figure 4. Comparison between the education level at entry and the current highest education level
    • Figure 5. Cross chi-square analysis of teaching experience and professional titles
    • Table 1. List of professional titles of teachers
    • Table 2. Standard salary in public institutions in 2019 (in Chinese yuan)
    • Table 3. Characteristics of the respondents
    • Table 4. Reform practices of assessment and evaluation system
    • Table 5. Salary plan in different universities to recruit Ph.D. graduates in Henan province (thousands of Chinese yuan)
    • Table 6. Exchange status of primary and secondary school teachers in different regions
    • Table 7. Possession of teacher qualification among respondents
    • Table 8. Cross chi-square analysis between the region and salary income
    • Conceptualization
      Yuanyuan Xia, Dongxu Qu, Nataliya Stoyanets
    • Data curation
      Yuanyuan Xia
    • Formal Analysis
      Yuanyuan Xia
    • Investigation
      Yuanyuan Xia, Dongxu Qu, Hejun Zhao
    • Methodology
      Yuanyuan Xia, Nataliya Stoyanets
    • Resources
      Yuanyuan Xia
    • Writing – original draft
      Yuanyuan Xia
    • Software
      Dongxu Qu, Hejun Zhao
    • Visualization
      Dongxu Qu, Hejun Zhao
    • Writing – review & editing
      Dongxu Qu, Nataliya Stoyanets
    • Supervision
      Nataliya Stoyanets
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