Development of Personnel Management Model at Hubei Engineering University, China

This study aimed to- (1) investigate the current personnel management guidelines at Hubei Engineering University; (2) assess university stakeholders’ needs regarding personnel management; (3) develop a tailored personnel management model; and (4) evaluate the effectiveness of the proposed model. A mixed-methods sequential design was implemented, comprising expert interviews (n = 5), stratified random surveys of students (n = 340) and teachers/administrators (n = 316) across 17 colleges (response rate 100%), focus group discussions with experts (n = 10), and structured expert validation. Data analysis involved descriptive statistics, a modified Priority Needs Index (PNI), and thematic analysis (Braun & Clarke, 2006; inter-coder reliability κ = 0.78). The survey instrument demonstrated strong reliability (Cronbach’s α = 0.856) and content validity (IOC = 0.96). Results identified six core dimensions of personnel management—Purpose, Principles, Process, People, Performance, and Program—encompassing 30 operational strategies. Needs analysis revealed significant gaps between current practices (overall mean = 2.96, SD = 0.43) and stakeholder expectations (overall mean = 4.38, SD = 0.28). Key priorities included “Cognition of core goals” (PNI = 0.684) under Purpose, “People-oriented” approach (PNI = 0.652) under Principles, and “Stress and emotion management” (PNI = 0.596) under Program. Building on these findings, a 6P personnel management model was developed, extending the conventional 5P framework through the addition of a Program dimension focused on counseling and psychological support. Expert evaluation using the Suitability, Feasibility, and Acceptability (SFA) framework indicated strong suitability (87.7%), feasibility (77.8%), and acceptability (82.2%). Recommendations for implementation include disciplinary contextualization and explicit resource allocation planning.