本文共由五个部分组成：引言中详细阐述了此次调研的目的和意义；第一章是对
沈阳市市属高校人事代理制度进行简要的概述，介绍了沈阳市市属高校人事代理制度
的内涵以及实施的进程与意义；第二章是对沈阳市市属高校人事代理制度实施的现状
进行调查研究，将调查的数据进行系统的分析整理，采用比较分析的方法指出沈阳市
市属高校正式招聘与人事代理招聘之间不同以及各自的利弊，同时归纳总结出沈阳市
市属高校在人事代理制度实施过程中存在的不足之处；第三章是在分析结果基础上，
结合已有文献资料和研究成果，对沈阳市市属高校现行人事代理制度中存在的“宣传
认识不到位、权责职能不清晰、服务管理不规范、规章制度不健全、保障体系不完善”
等一系列主要问题进行了全面、客观的梳理与思考，最终在第四章提出了沈阳市市属
高校进一步有效实施人事代理制度的可行性建议；结束语的部分，笔者总结了沈阳市
市属高校人事代理制度的现状，并呼吁应正视高校人事代理制度存在的问题，在高校
人事制度改革的大背景下，不断探寻人事代理制度的创新发展的途径。
总之，通过本调研笔者认为高校引入人事代理制度是切实可行的，这不仅对深化
高校人事制度改革具有积极的促进作用，并且有利于高校节约人力资本，有利于高校
推进全员聘用制的实施。然而，人事代理制度作为我国经济体制转型时期出现的一种
过渡性人事管理模式，仍需要在实践中不断探索，逐步完善。虽然本次调研不能尽如
人意，但希望能为后续的相关研究提供借鉴和参考。
关键词：人事代理，高校，招聘Investigation on the Current Situation of College
Personnel Agency System in Shenyang
Abstract
The personnel agency system of university is the change of the traditional way to
employ staffs and it is an important method to realize socialization and marketization of
human resources, a new type management mode gradually formed in the process of
reform of the personnel system of university, and also the innovation and practice in the
reform of the personnel system. Nowadays, personnel agency system is still under
construction and need further thinking, exploration and improvement, so that it can fulfill
its role in promotion the reform of personnel system of university.
This paper consists of five parts: The introduction expounds the purpose and
meaning of this research; Chapter one is a brief overview of college personnel agency
system of the colleges in Shenyang, which introduces the connotation of college
personnel agency system and its implementation process and its meaning; Chapter two
based on the current situation of college personnel agency system of investigation and
study in Shenyang , systematically analyzes investigated data and adopts the method of
comparative analysis to point out the weakness and the strength of the formal recruitment
and personnel agency, meanwhile, this paper sums up deficiencies existing in the
implementation process the Shenyang municipal colleges in personnel agency system;
The third chapter is based on the analysis and combines with the literature date and the
existing research results in our country existing problems. It makes a comprehensive and
objective of thinking about these problems ”lack of propaganda recognition, insufficience
of power and responsibility, ambiguity of government function, informal service
management, unsound rules and regulations and non-standard security system” In the
conclusion part, the author summarizes the present situations in the personal agency
system of university and calls for which we should face up to the current situation of
college personnel agency system and existing various problems, in the context of the
reform of college personnel system, and we should continue innovation and development
to explore the personnel agency system.
In conclusion, the author thinks that the introduction of personnel agency system in
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