Тew strategies for the university's human resource development

The article falls under the case category. Its aim is to draw several general conclusions on the experience of a regional higher educational institution in the field of personnel management in the context of new requirements to efficacy of Russian higher education; suggest some solutions aimed at changing content and structure of work of the teaching staff and introduce practice-integrated teaching; analyze results of implementing and transforming motivation systems based on rating evaluation of teaching staff. The research uses system approach to a set of managerial problems related to personnel and human resource potential in higher education system. Authors used such methods as document review, collective analysis, managerial audit, questionnaires, time-table and "workday shot". The authors reviewed human resource potential of Vladivostok State University of Economics and Service, formulated key tasks for strategic human resource management of the University, conducted managerial audit of business-process at the Chairs. The work resulted in reorganization and optimization of organizational structure and number of personnel at teaching, administrative and auxiliary level. Rating system for teaching staff was developed, financial motivation system was suggested and complex information exchange system with teaching staff was created. The novelty of this research is in the integration of practice-integrated teaching model used in VSUES and human resource management. For the first time the accent is shifted from formal conformity between personnel and tasks of the university to its performance. Recommendations based on the results of the research point out the need to change the system of financial stimulation of academic and teaching staff, introducing "performance-based" salary where performance is evaluated with the help of academic and research rating. The importance of the research for university management theory and practice is in creation of a mechanism for stimulating academic and research activities of personnel as well as effective human resource management instruments that are well-balanced, flexible, adaptable, clear and concise. Once the results of this research are introduced into the work of a higher educational institution they would provide stable salary growth, increase efficacy of using professional competencies of teaching and academic staff, facilitate more active involvement of lecturers into providing solutions for real problems relevant for the society. The article is of interest for researchers and practitioners in the field of university management, in particular, in human resource management.