Measurement Model of Human Resource Management: Evidence from Educational Organizations in China

Purpose: This paper aims to contribute to the limited body of research on human resource management (HRM) measurement models in universities, focusing specifically on innovative universities in Sichuan Province, China. The study seeks to explore the key dimensions of HRM within the academic context, offering a model that addresses recruitment selection, training and development, performance management, employee motivation, and compensation and benefits. Design/methodology/approach: To achieve the research objectives, a survey was conducted among 800 faculty members across 10 innovative universities in Sichuan Province. The collected data was analyzed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) to identify and validate the key components of HRM in universities. The approach integrates both theoretical insights and empirical analysis to propose a comprehensive HRM measurement model for academic institutions. Findings: The results of the analysis revealed that recruitment selection, training and development, performance management, employee motivation, and compensation and benefits are essential dimensions of human resource management in universities. These findings provide a robust framework for measuring and improving HRM practices within higher education institutions. Research limitations/implications: While the study offers significant insights into HRM measurement models, it is limited to innovative universities in Sichuan Province, which may restrict the generalizability of the results. Future research could extend the model to other regions or types of institutions to assess its broader applicability. Additionally, longitudinal studies could provide more dynamic insights into HRM practices over time. Originality/value: This study presents a novel contribution to the academic literature on HRM measurement models in universities, particularly within the Chinese context. The proposed model has practical implications for improving HRM practices in higher education institutions and can serve as a valuable resource for university administrators and HR professionals aiming to enhance staff management and development.